Hybrid Has Overtaken Fully Remote in U.S. Job Listings

Just under 8% of American job postings that specify a work model offer fully remote work. Hybrid arrangements now outnumber them by roughly half again, and four in five listings still require showing up in person.

The debate over returning to the office has been argued mostly through corporate announcements: a memo from one large employer, a policy reversal at another. The job listings themselves tell a quieter and more specific story.

Among approximately 190,000 U.S. job postings that explicitly state a work model, indexed by the job aggregation platform CrawlJobs as of August 1, 2026, the breakdown is:

• On-site: 154,147 listings (81.3%)
• Hybrid: 21,068 listings (11.1%)
• Fully remote: 14,405 listings (7.6%)

The headline finding is not that remote work has collapsed. It is that hybrid has quietly become the dominant form of workplace flexibility on offer, exceeding fully remote roles by close to 50 percent. When American employers advertise flexibility in 2026, they are more often advertising a reduced commute than the elimination of one.

The context: a long slide from the 2022 peak

Independent trackers have documented the trajectory. Indeed’s Hiring Lab found that 2.6% of U.S. job postings offered remote options in 2019, rising to more than 10% by May 2022 at the height of the hiring frenzy, before falling to 7.6% of listings offering remote or hybrid options by mid-2024.

Those figures are not directly comparable to the ones above. Indeed identifies remote and hybrid language across a broad posting mix and reports them as a combined share, while the data here comes from structured work-model fields on employer career sites and separates the two categories. The levels differ; the direction does not. Flexibility has settled well above its pre-pandemic baseline without returning to its peak, and the fully remote share is the smaller half of it.

Elsewhere in the English-speaking world the pattern is similar. Indeed reports that in Canada, the share of postings mentioning remote or hybrid arrangements has held steady at around 14% since 2022, while 21% of workers were working remotely or on hybrid schedules as of May 2026. In the United Kingdom, 15.2% of job postings mentioned remote or hybrid working at the end of October, close to recent peaks despite widely publicized return-to-office announcements.

That last figure is worth holding next to the American numbers. Return-to-office announcements generate headlines; the underlying advertising behavior of employers has moved far less than the coverage implies.

Where the remote jobs actually are

The occupational skew is steep. In the U.S. listings reviewed, IT – Software Development is the largest single category at 27,462 openings, followed by Finance (22,286), Sales (20,194) and IT – Administration (18,811). But the categories with the most listings overall are not the ones most likely to be remote.

Nursing accounts for 13,961 U.S. listings. Pharmacy, 9,369. Hospitality and tourism, 9,110. Gastronomy, 7,153. Physical work, 4,586. These are jobs performed in buildings, and no amount of workplace-flexibility discourse changes that. A national conversation about remote work is, in practice, a conversation about a slice of white-collar employment, one that leaves the majority of the labor force outside the frame.

The geographic concentration reinforces the point. Among U.S. cities, New York leads with 5,822 listings, followed by San Francisco (3,940), Redmond (2,868), Chicago (2,447), Houston (2,237) and Boston (2,120). The remote-work debate is loudest in exactly the metros where the remote-capable jobs cluster.

More than four in ten listings still hide the pay

A separate figure in the same dataset: 122,473 of 218,800 U.S. listings, about 56%, include a specific salary or salary range. The remaining 44% do not.

That gap persists despite pay-transparency requirements now on the books in a growing number of states. Remote and multi-state listings sit in a particularly murky spot, since a role advertised as open across the country may or may not trigger a given state’s disclosure rule depending on how the employer defines the position’s location. The ambiguity appears, in a substantial minority of cases, to be resolving in favor of saying nothing at all.

For candidates weighing a hybrid role in one metro against a fully remote role elsewhere, that missing number is the hardest variable to estimate and the one that most affects the decision.

The practical read

The 7.6% figure is easy to misread as scarcity. It is better read as concentration. Fully remote work has not disappeared; it has consolidated into a defined and heavily contested segment, while the broader accommodation employers are willing to make has shifted toward hybrid.

For anyone searching on the assumption that remote is the default of modern work, the listings suggest otherwise. Filtering for hybrid as well as remote widens the field by roughly 150 percent.

The underlying listings, filterable by work model, category and disclosed salary, are available through CrawlJobs’ index of remote positions.

Methodology: figures reflect live job listings indexed by CrawlJobs as of August 1, 2026. Work-model percentages are calculated across U.S. listings that specify a work model; listings without a stated model are excluded. As with any job-board dataset, the sample reflects the employers indexed rather than the U.S. labor market as a whole, and is best read as a description of how employers are advertising rather than of total employment. Counts change continuously as postings are added and expire.