We originally wrote this post in 2022, when hybrid and remote work models were still new territory for many. In those mid-pandemic years, organizations scrambled to create policies that balanced employee expectations for flexibility with operational constraints. A hybrid work schedule could mean anything from three days a week in-office to a few days each quarter, and the level of engagement and support for remote employees varied widely.

Today’s job seekers are still asking the same question when reading about hybrid work in a job description or job ad: What does hybrid actually mean here?

At the start of the hybrid and remote revolution, new employees often had no idea what they might be walking into—a fully developed culture or an ongoing experiment. Stories of commuting to the office only to Zoom with colleagues offsite reinforced why candidates wanted transparency about the organization’s current and future plans for hybrid work.

Here’s a secret: They still do.

Three years later, hybrid and remote work arrangements remain highly variable (there is no one-size-fits-all solution). The good news is that most organizations have significantly improved their strategies to support hybrid teams.

What About Those Return-to-Office Mandates?

Despite splashy headlines about a wave of return-to-office mandates, the research tells a different story: remote and hybrid work is (still) here to stay.

While a handful of prominent corporations—and the US federal government—have implemented stricter return-to-office policies, the broader trend remains stable. Recent research from the Stanford Institute for Economic Policy Research (SIEPR) found that only 12% of executives with hybrid teams plan to implement a return-to-office mandate in the year ahead. And among those, many still allow for flexibility, requiring between 1-4 days on-site per week.

Research from Gallup shows a similar trend. Before the pandemic, roughly 40% of remote-capable employees worked either hybrid or fully remote, and that figure jumped to over 70% in 2020 before fluctuating as businesses reopened their doors. But since mid-2022, the numbers have held steady, with 55% of remote-capable employees in hybrid arrangements.

Among Staffing Advisors’ nonprofit and association clients, we’re seeing the same pattern. Most continue to offer hybrid schedules with 2–3 days in the office, and we haven’t seen a dramatic uptick in organizations transitioning to fully on-site roles.

In our view, hybrid work isn’t disappearing; it’s maturing. And as shifting corporate and government policies create uncertainty among job seekers, nonprofits and associations that remain committed to hybrid flexibility hold a competitive edge in attracting and retaining top talent.

We recommend making the most of that edge by clearly communicating how you support hybrid work in your job ads. If you’re crafting a job description for a hybrid role, that clarity can be an influential factor for top candidates.

Transparency Still Wins (Every Single Time)

Although the labor market has cooled since the hot days of the “great resignation,” job seekers still prioritize and expect flexibility and transparency. Regardless of the state of the market, top-performing candidates always have multiple options to choose from.

Could clearly describing your hybrid work model make a difference in a candidate choosing your position over another? It might. Think of your job posting as a marketing pitch to the highest-qualified candidates. You want to leverage every piece of that message effectively.

Job seekers are aware of the pitfalls of poorly supported hybrid workspaces and are looking for signals that they will be set up for success working remotely and that their time in-office has meaning. To communicate that, outline what hybrid means in your specific context:

  • State a clear office attendance policy. Specify exactly which days or how frequently employees must be on-site. For leadership positions, include expectations around managing remote teams.
  • Share the purpose of in-office days. Are those days focused on collaboration, team building, client meetings, or strategic planning? Providing the “why” behind your schedule shows intentionality and helps candidates envision how they’ll contribute.
  • Highlight hybrid as a benefit. Explicitly communicate how your hybrid model supports employees’ productivity and well-being.
  • Include details about technology or onboarding. Candidates need reassurance that they’ll have the right tools and resources to thrive remotely.

How To Write About Hybrid Schedules in Job Ads

Whether your position is fully remote with occasional office time or follows a consistent hybrid schedule, your job description should reflect what candidates can actually expect day-to-day. Transparency builds trust and sets the foundation for strong working relationships. Here are a few real-world examples:

  • “Our organization follows a hybrid work structure where employees can work remotely or from the office based on task requirements or personal work preferences. Working from the office is encouraged for tasks requiring a high degree of collaboration.”
  • “You’ll enjoy a hybrid schedule with Tuesdays and Wednesdays in-office and remote work the rest of the week. Internal meetings are intentionally scheduled on these days to support collaboration.”
  • “This position is primarily remote, with travel to our office four times a year for staff retreats and planning sessions. We offer a home office stipend, an outstanding remote-first onboarding process, and a highly collaborative work environment.”
  • “Our most important asset is our people. We value a healthy work-life balance and currently offer a 35-hour work week with a hybrid schedule of four days remote and one day on-site.”

Hybrid Work Is Evolving—Your Job Ads Should Too

Your job ad should be more than a list of requirements. Every element is a reflection of your mission, culture, and how you support your team. High-performing candidates look for organizations that offer flexibility and communicate it with clarity and purpose. A well-written job description for a hybrid role sets expectations, builds trust, and shows candidates that your organization is thoughtful about how (and where) the work gets done.

If you found this post looking for a hybrid role, check the open positions on our careers page.