Indeed Hiring Lab’s remote tracker and methodology provide daily shares of postings mentioning remote or hybrid work and remote-related searches. The tables use arithmetic means of daily observations, rounded to one decimal. Later source revisions can change the calculations.
The advertised share over time
| Year | Share of postings | Change vs. prior year |
|---|---|---|
| 2019 | 2.6% | baseline |
| 2020 | 4.5% | +1.9 pts |
| 2021 | 7.8% | +3.3 pts |
| 2022 | 9.9% | +2.1 pts |
| 2023 | 8.7% | -1.2 pts |
| 2024 | 8.2% | -0.5 pts |
| 2025 | 8.2% | no change |
| 2026 (Jan to Jul) | 8.7% | +0.5 pts |
Remote/hybrid mentions rose during the period shown and later settled at lower shares than the 2022 annual mean. That history does not establish a permanent floor, predict future employer policy or count how many fully remote openings exist. A posting that mentions hybrid work is included alongside one offering fully remote work.
The occupational mix matters
| Category | Feb 2022 | Jul 2026 | Direction |
|---|---|---|---|
| Software development | 42.4% | 32.1% | Down 10.3 pts |
| Customer service | 10.3% | 6.1% | Down 4.2 pts |
| Marketing | 30.9% | 26.1% | Down 4.8 pts |
| Legal | 24.8% | 32.8% | Up 8.0 pts |
| Electrical engineering | 15.2% | 22.7% | Up 7.5 pts |
| Civil engineering | 17.1% | 24.8% | Up 7.7 pts |
| Accounting | 21.0% | 26.8% | Up 5.8 pts |
These figures describe the selected occupational posting categories. They do not isolate whether hiring demand, work practices, location or another factor caused the differences. Read the actual role’s requirements rather than applying a category average to one offer.
Postings, searches and work performed are separate measures
| Year | Postings | Searches | Searches minus postings |
|---|---|---|---|
| 2021 | 7.8% | 6.8% | -1.0 pts |
| 2022 | 9.9% | 9.3% | -0.6 pts |
| 2023 | 8.7% | 9.2% | +0.5 pts |
| 2024 | 8.2% | 7.6% | -0.6 pts |
| 2025 | 8.2% | 6.8% | -1.4 pts |
| 2026 (Jan to Jul) | 8.7% | 7.3% | -1.4 pts |
A remote-related search share and a remote/hybrid posting share have different denominators. Their subtraction does not establish applicants per opening or how competitive a role is. It also does not prove that an employee can obtain remote work later by first accepting an office role.
The Bureau of Labor Statistics’ American Time Use Survey measures work activities of employed people, including work at home on days they worked. It is a different population and question from advertised vacancies. Neither source establishes why an employer grants flexibility or whether it will extend that arrangement to a new hire.
Questions to ask before treating an opening as remote
- ▸Is the role fully remote, hybrid or temporarily remote?
- ▸Which countries, states or commuting areas are permitted?
- ▸How many office days, travel days and time-zone overlaps are expected?
- ▸Will the arrangement be included in the written terms, and can it change?
- ▸What evidence of distributed work is relevant to this role? Use your own supported accomplishments rather than copying an illustrative sample.
Use the tailoring guide to explain relevant work and the employment-history guide to keep dates and titles consistent. A clear application can support your case; it cannot promise a remote offer or a later policy change.