A few years ago, hybrid working was hailed as the future of work, giving employees the flexibility to balance professional and personal commitments while maintaining productivity. But as we step into 2025, the reality looks quite different. While hybrid working remains a dominant model, the pendulum is swinging back, and many companies, including those in the executive search industry, are re-evaluating their approach.
At Carlin Hall, we’ve seen this shift first-hand. While fully remote roles are becoming rare, hybrid remains the preferred structure for most organizations. However, expectations around in-office presence are increasing, with many of our clients requesting three to four days a week in the office, and in some cases, even full-time in-office roles—a return to pre-pandemic norms.
What Happened to the Remote Work Revolution?
At the height of the pandemic, remote work became a necessity rather than a choice. Employees adapted, companies embraced digital solutions, and productivity soared in some cases. The promise was clear: a future where location was irrelevant, and flexibility was the key to attracting and retaining top talent.
However, as companies started navigating the post-pandemic reality, new challenges emerged:
- Collaboration and Culture – While remote work offered flexibility, it also created silos. Many businesses found it harder to foster innovation, teamwork, and a shared company culture when employees were rarely in the same room.
- Leadership and Development – Junior employees and new hires often struggle to integrate into a company when working remotely. Learning by osmosis, networking, and career progression can be slower outside of an office environment.
- Client Expectations – Many industries, including executive search, thrive on relationships. Face-to-face meetings, internal collaboration, and the ability to build deep client connections remain crucial, making a hybrid model more appealing.
The New Normal: Hybrid, But With More Structure
So, where does that leave us? Hybrid working hasn’t disappeared, but the expectations around it have evolved. We’re seeing:
✅ More structured hybrid models – Instead of flexible remote days, many companies now require specific in-office days to maintain consistency.
✅ More time in the office – Three to four office days per week is becoming the standard, with fewer companies supporting fully remote roles.
✅ A focus on balance – While some firms are moving back to four days in the office, a full five-day return remains rare, except for industries with strong in-person collaboration needs.
What This Means for Candidates and Employers?
For candidates, the shift means re-adjusting expectations. While flexibility is still a priority for many job seekers, being open to in-office collaboration is becoming essential, particularly in industries like executive search, where relationships and networking are key.
For employers, the challenge is balancing structure with flexibility. Companies that enforce too rigid of an in-office policy risk losing talent, while those that remain too flexible may struggle with productivity and engagement. The key is finding a hybrid model that works for both business needs and employee preferences.
At Carlin Hall, we continue to advise both candidates and clients on navigating these changes, ensuring they stay ahead in the evolving world of work. Whether you’re a company looking for top talent or a professional exploring your next opportunity, understanding these trends will be crucial for success in 2025 and beyond.
