5 Growing Industries For Hybrid Jobs, And How To Spot The Right Fit

With several high-profile companies, including JPMorgan, TikTok, and Ford, making headlines over the past year for requiring employees to return to the office, you’d be forgiven for thinking the hybrid jobs model is on its last legs.

But survey data recently released by Gallup paints a far different picture, one showing that the hybrid model has broadly taken hold since the COVID pandemic forced many companies to adopt one.

The percentage of “remote-capable U.S. employees” working under a hybrid model as of May 2025 was 51%, just slightly less than the 52% that were in May 2023. Fully remote workers have remained just as steady over the past two years, down just one percentage point from 29% to 28% based on Gallup’s most recent data.

At the same time, demand for hybrid working remains high. The same Gallup research found that 60% of “remote-capable employees” prefer a hybrid work arrangement moving forward, while another recent survey by FlexJobs shows that 40% of professionals say a hybrid schedule is their preferred work arrangement.

And many employers are responding: new data from FlexJobs shows that several industries have seen a 30% or more rise in hybrid job postings over the past six months, led by the communications sector, which has seen remote postings nearly double.

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Additional job categories that have offered significantly more hybrid roles recently, according to FlexJobs, include insurance, sales, environmental, and legal. With other hybrid-friendly industries such as computer and IT, project management, accounting and finance, marketing, and customer service continuing to lead the hybrid job market overall, based on FlexJobs’ data, options appear to be expanding rather than retracting for professionals targeting flexible work environments.

But while opportunities are expanding for many remote and hybrid professionals, no two hybrid policies are the same — and not every role delivers the work-life balance job seekers expect, according to careers expert Toni Frana.

“Hybrid job seekers need to take it a step further by researching how prospective employers are defining and implementing hybrid work,” Frana said. “These policies can vary significantly from company to company, so it’s critical to understand the specifics and whether the structure aligns with short- and long-term career goals.”

In an interview, Frana stressed that finding the right fit requires asking the right questions and spotting potential red flags before you sign an offer. Here are some tips for job seekers on how to evaluate whether a role’s promise of flexibility will truly work in your favor.

Ask about a formal hybrid jobs policy

Hybrid arrangements are still evolving at many companies. A strong sign of commitment is a clearly defined policy: How many days are remote? Who decides which days? Are expectations uniform across the company or left to each manager’s discretion?

“It’s important to find out as much as possible around a company’s hybrid work policy when evaluating if it’s a good fit or not,” Frana said. “A successful hybrid work arrangement starts with a well-thought-out and developed policy around what hybrid work means at the organization.”

One key aspect to gain clarity on is whether a company offers lower compensation or fewer perks to remote or hybrid employees than they do for in-office workers. This “can lead to misunderstandings and even lower employee morale if there is a sense of imbalance around how workers are treated,” she said.

Try to find out as much as you can about a company’s hybrid work policy, or lack thereof, by checking its website. Follow this up with specific questions during interviews.

Assess a company’s communication culture

Anyone who’s worked remotely for any significant period knows that hybrid success hinges on clear communication.

“How the organization communicates not only the policy, but also how they communicate with team members who are in the office rather than working remotely can uncover potential red flags,” Frana said.

You can get an indication by asking about specific scenarios, such as whether key meetings allow virtual participation, if handbooks and documents are digital, and how teams stay connected when not in the office.

Since different teams within a company may have different approaches to hybrid working, it’s important to ask about the team you’re applying to join as well as company-wide practices.

“In other words, how does the team maintain consistent communication with each other? What are some of the successes they’ve recently had, and, even asking if there have been any challenges with a hybrid schedule is appropriate,” she said.

Don’t assume hybrid jobs are always flexible

Some companies expect remote employees to mirror office hours exactly. Others allow autonomy in choosing when to work, as long as the results are delivered.

Whichever approach a company takes, a lack of clarity about hybrid work schedules heading into a new role is likely to create misaligned expectations, overtime creep, and frustration.

Frana again emphasised the importance of understanding how the specific team you would work with manages the hybrid work and all other elements of their hybrid work policy. This is part of the clear communication that is essential to hybrid work environments working well for all involved, according to Frana.

“When hybrid work is done right, it offers many benefits to both the employee and the employer,” she said. “Being proactive with communication around not only hybrid policies, but in the day-to-day execution of the work being done can help ensure long-term success and net positive outcomes for the organization and its employees.”