In-person, Remote or Hybrid Work? The Battle of the Moment!

How many times have you had a conversation about the current state of work recently? If you’re a professional in corporate America, it’s probably more times than you can count. With the risk of sounding like a broken record, we are living through unprecedented times. And with these times, comes the need for an adjustment to and/or assessment on how we operate.
Though global health crises are not exactly new, a pandemic in the 21st century brought an entirely different perspective. High speed internet, the staple of the modern century, provided not only a means to share information and keep people connected, but also a way for people to continue or begin working in a relatively novel way - entirely remotely. Though not everyone was fortunate enough to have this option, it seemed that most of those that did found it to be a blessing (Robinson). With pandemic restrictions easing after nearly two years of uncertainty, companies are now grappling with which work environment will serve them best; resulting in the battle of the moment: In-person vs. remote vs. hybrid work. Let’s dive into the benefits and drawbacks for each environment.

In Person

The “traditional” work environment in corporate America is in-person, where employees are assigned a workspace in a location their company has obtained to house their workforce. These company spaces are often best for synchronous communication and collaborative work; where you can pop into a coworker’s office for a quick update or grab lunch with your manager at a nearby sandwich place. There are several drawbacks not to be ignored, however; including, but not limited to: long commute times, expensive office leases, and harassment and/or micro-aggressions. As a result of both the drawbacks and the pandemic, this type of work environment seems to be slowly phasing out.

Remote

Remote work completely changed the narrative when it came to how people work. It allows for people to work from anywhere with a reliable internet connection; thereby working in (ideally) their most comfortable environment and avoiding both workplace interruptions and their dreaded commute. In many cases, companies saw an increase in productivity when their
employees didn’t have to worry about the pitfalls of in-person work (Rosentals). Remote work still allows for collaboration, with the help of tools like Slack, Teams, Google Suite, and more; but is definitely helpful when it comes to asynchronous, individual work. Remote work is not without its own pitfalls, however. “On average, remote workers worked almost a full hour more than their in-office and hybrid counterparts.” (Rosentals) Having constant access to your computer means a “quick” email check at 11pm, or working a bit longer because you don’t have the long commute home; thereby disrupting the coveted work-life balance. Still, the vast majority of corporate professionals seem to prefer working remotely, or at least having the option. Which leads us to the hybrid environment

Hybrid

The hybrid work model is ideally the best of both worlds - where employees can work either in-person and/or remotely. The trick, however, is establishing a remote presence as a baseline. That way, employees can elect to come into an office at a cadence of their choosing or for needed team/client meetings. When they are not in the office, they still have the connection and capability to work as if they were with modern technologies such as Zoom and Slack.

Takeaway

As a result of the Great Resignation, the job market is in a state of flux. Companies are now in fierce competition with each other to find and retain top talent. In turn, many have adopted remote or hybrid models as a state of being, and not as a benefit. At this point in our collective experience - two years into a global pandemic that proved we can work remotely and effectively, companies don’t have much of a leg to stand on when it comes to requiring in-person work. Candidates have a variety of companies to choose from these days, and the vast majority are likely offering a remote or hybrid schedule. With this in mind, talent acquisition professionals the world over would likely recommend switching to a fully remote, or at least a hybrid environment, in order to ensure your organization can keep up with the ever-evolving nature of work.

At the end of the day, it is your duty as an organization to keep your finger on the pulse of the workforce. If the pandemic has shown us anything, it's that it is crucial to be able to adapt. Remote and hybrid work is an excellent example of how the workforce can change and still continue to thrive.

Works Cited

Robinson, Bryan. “3 New Studies End Debate Over Effectiveness Of Hybrid And Remote Work.” Forbes, 2022,

https://www.forbes.com/sites/bryanrobinson/2022/02/04/3-new-studies-end-debate-over-effectiveness-of-hybrid-and-remote-work/?sh=7c72e0db59b2.

Rosentals, Artiz. “In-Office Vs. Remote Vs. Hybrid Work Two Years Later: The Impact On Employee Efficiency.” Forbes, 2022,

https://www.forbes.com/sites/forbesbusinesscouncil/2022/03/18/in-office-vs-remote-vs-hybrid-work-two-years-later-the-impact-on-employee-efficiency/?sh=2ac2d0d32a25.

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Grow Faster. Hire Better. Stress Less.

By Bernadette Hill • May 29, 2025

Let’s face it—hiring top talent these days is like finding a parking spot at a concert. It’s stressful, time-consuming, and just when you think you’ve found "The One", someone else swoops in and takes them. That’s why more companies—scrappy startups to corporate giants—are handing off recruiting to the pros. Here's why outsourcing your recruiting might be your next power move: 1. They Know What They’re Doing (Like, Really Know) Recruiters are the matchmakers of the working world. They eat, sleep, and breathe screening calls, resume red flags, and the fine art of the follow-up. So let them do what they do best, while you focus on growing your business. 2. Save Time. Save Money. Save Your Sanity. Between chasing references and ghosted interviews, hiring feels like a second full-time job. Outsourcing clears your plate—speeding up time-to-hire, slashing hiring costs, and preserving your team’s focus (and patience). 3. Flex Like a Hiring Ninja Need to fill one role this week and 20 next month? No problem. Outsourcing lets you scale your recruiting efforts up or down faster than you can say “urgent headcount request.” 4. Access to a Bigger (and Better) Candidate Pool Recruitment agencies have a secret weapon: massive networks. They know people. Good people. People who aren’t even looking... until the right opportunity comes along. You probably won’t find those folks by just tossing a job on LinkedIn and hoping for the best. 5. A+ Candidate Experience First impressions matter. A great recruiter knows how to keep candidates informed, engaged, and not completely ghosted halfway through the process. Even if someone doesn’t land the role, they’ll walk away thinking your company is classy—and that goodwill can go a long way. Final Thoughts: Outsourcing your recruiting isn’t admitting defeat—it’s playing smart. It's about hiring better, faster, and with fewer headaches. In today’s ever-changing job market, that kind of edge can be a game-changer. Plus, it means fewer awkward interviews with people who still list “Microsoft Word” under special skills.

Retaining Talent When It Matters Most

By Bernadette Hill • May 22, 2025

There’s never a dull day in recruiting, especially when you’ve been doing it a while. I’m constantly chatting with people who are gainfully employed but thinking about switching things up — for all sorts of reasons. 2025 is already feeling like a wild ride for a lot of workers. Gen Z hasn’t really experienced a recession in their careers yet, while Millennials and Gen X are kind of exhausted, thinking, “Not this again,” after living through a few tough economic stretches already. According to the American Psychological Association’s 2025 Work in America survey, more than half of U.S. workers are seriously stressed about job security. Out of 2,017 employed adults who responded online, 54% said worrying about their workplace stability is really taking a toll on their professional and personal lives. As a business owner, it’s more important than ever to hold onto your top talent during these uncertain economic times. Losing a star employee isn’t just expensive when it comes to hiring and training someone new — it can also seriously shake up your team’s morale, their quality of work and the overall vibe of your company. Here are three defensive moves to prevent that dreaded resignation letter: 1. Don’t sugarcoat business challenges during company meetings. Being upfront builds trust. Share the big picture — where the company stands financially, including monthly, quarterly, and yearly projections, plus year-to-date results. Let your team know what steps are being taken to turn things around and bring your key people into the conversation to help brainstorm new strategies. If you’ve only been meeting quarterly, now’s the time to bump that up to monthly — keep everyone in the loop, track progress, and celebrate the wins, big or small. 2. Leadership means making sacrifices first. Executives and owners should hold off on bonuses and raises before making tough calls like cutting benefits, freezing pay, or laying people off. It goes without saying that this is not the time to roll up to the office in a new Mercedes S-Class. 3. Double-down on professional development. Staff — especially Millennials — really value opportunities like lunch-and-learns, industry events, and workshops to keep growing. Most leaders see training as an easy place to cut when budgets get tight, but that would be a bad move. Employees want to feel valued and involved. Investing in professional development, however modest, pays big dividends. Getting through tough times as a team is like strengthening iron in a fire — it’s tough, but it makes you stronger. These challenges can actually help build a more resilient, united company in the long run. While you're dealing with today’s obstacles, don’t lose sight of the bigger picture.