Trends in Remote Job Applications

We just pulled fresh data from Recruit, and the global remote job market is shifting fast. Here’s what’s happening: ↳ The US remains the most in-demand remote work location. 🇺🇸 For every candidate eligible to work in the US, there are twice as many who want to. The demand is massive, giving US companies access to a deep global talent pool. ↳ But Australia is the most popular. 🇦🇺 🦘 On Remote.com/jobs, Australia is a top choice for remote workers—for every one based there, 13X as many want to work or relocate there. Demand for "Destination Down Under" is soaring. ↳ Fastest-growing interest = India and the Netherlands 🇮🇳 🇳🇱 India continues to grow as a remote work powerhouse, with jobseeker traffic up 86% last quarter. Meanwhile, the Netherlands saw a surprising 69% jump, an unexpected but telling sign of shifting remote work trends. ↳ New remote hubs are emerging across APAC and EMEA. 🌏 🌍 Hiring demand in these regions is surging, with more companies building remote-first teams outside traditional markets. While the US still leads, APAC and EMEA are seeing the fastest shifts in remote hiring patterns, making them hotspots for global talent expansion. What this means for hiring managers: ✅ The global talent pool is bigger than ever. With high demand for US and Australian roles, employers can access top talent from around the world. ✅ New talent hubs are emerging. India, the Netherlands, and APAC/EMEA are seeing rapid growth. Expanding your hiring reach could be a game-changer. ✅ Remote demand isn’t slowing. Job seekers are prioritizing flexibility, making now the time to double down on remote hiring. TL;DR: The best candidates might not be where you expect. Go global, stay competitive. More insights coming soon. Stay tuned. Remote 💜

In the US, remote job postings are still 3x higher than pre-pandemic levels, and in the UK, they’re up 8x. Remote work is no longer surging but it’s far from gone. Lightcast data shows remote and hybrid work are now concentrated among experienced, degree-holding professionals, leaving entry-level talent with fewer options to work flexibly. The divide is growing. Here’s what the analysis reveals: 1. Remote work has stabilized but the distribution has shifted In the US, remote postings remain 3x higher than pre-pandemic. In the UK, they’re 8x higher. But while volume is steady, access is no longer equal. Key takeaway: Remote work is no longer an emergency solution. It’s a filtered privilege. 2. Hybrid roles are surging in the UK, lagging in the US UK hybrid postings grew from virtually zero in 2019 to over 6% of all postings today. In the US, they’ve barely crossed 1%. Key takeaway: Cultural and organizational norms are shaping flexibility just as much as technology. 3. The most flexible roles require degrees and experience In the US, 54% of remote roles now require a bachelor’s degree or higher—up from 42% before the pandemic. Hybrid and remote roles are increasingly reserved for mid and senior-level professionals. Key takeaway: Flexibility has become a high-skilled benefit, not a workforce standard. 4. Entry-level talent is being left behind From 2019 to 2024, the share of remote roles targeting early-career professionals has dropped sharply in both countries. Key takeaway: Without access to flexible work, younger workers may face reduced access to mentorship, growth, and opportunity. The challenge ahead: How do organizations preserve flexibility without losing development, inclusion, and connection? Thanks to the team at Lightcast for this important research. Check the comments for the full piece from Lightcast. How is your organization balancing experience and equity in remote work? #PeopleAnalytics #HRAnalytics #FutureOfWork #HybridWork #WorkforceStrategy

I have a new research note up on the LinkedIn's Economic Graph site analyzing the supply of and demand for remote work around the world over the course of the pandemic against the backdrop of fluctuations in labor market tightness. The note is descriptive and makes three major observations: First, around the world, many job seekers still have an exclusive preference for remote flexibility. In the US, for example, more than 1 in 5 job seekers on LinkedIn exclusively apply to remote jobs—only modestly lower than the peak value attained in mid-2022. Second, in many countries, rising demand for remote work by job seekers was initially matched by rising supply until about mid 2022. Since then, firms have become less willing to post remote roles even though many job seekers have maintained a preference for such flexibility. Third, the rise and fall of labor market tightness coincides with the increase and decline in remote-work availability. Given sustained preference for remote work by job seekers, the evidence suggests that remote work flexibility appears to be a workplace amenity that workers and firms actively bargain over, with the balance of power partly shaped by prevailing labor market conditions. There is more in the note and I hope you will give it a read. Link in the next post. If you’re interested in getting more of my research in the future or have comments on this note in particular, send me an email at pmccrory@linkedin.com