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I'm doing interviews now and, naturally, the question comes up. Am I looking for a remote position? Would I mind that the position is only partially so? Or that

I'm doing interviews now and, naturally, the question comes up. Am I looking for a remote position? Would I mind that the position is only partially so? Or that it is fully on-site? Obviously it's just anecdotal data, and I'm in Europe. So take this with a grain of salt, but I'd say: * There has undoubtedly been a big rise in remote positions, but not a huge one. Many of these seem to come from companies willing to hire people living in other cities/countries, given how they write the ads. * A lot do mention that they are most certainly going back to the office soon or soon-ish, or that they have already started going back at least partially. * Many have taken the option of partial remote. Most of these have stricter "2 days per week" or "Mondays on-site, rest of the week at home" rules, but some are still experimenting and are more flexible. * Very few offer the option for the employee to choose, whatever their decision is.

higeorge13 5y ago
I am from Europe as well, and did similar searching a few months back. These are not remote jobs. If you are looking for such, you should change your job filter or check websites offering strictly such jobs. Then there is another obstacle: timezone. There are a few remote-only jobs which require you to be on the same country or a couple timezones away (e.g. US-only). Then you need to adapt your scope to your preferred region.
- genezeta 5y ago
  > These are not remote jobs. If you are looking for such, you should change your job filter or check websites offering strictly such jobs. The point was how jobs in general are becoming or not becoming remote. If I limit my search to remote jobs, then sure, all I will see is remote jobs everywhere.
littlecranky67 5y ago
I can confirm the anecdotal observation, companies are becoming more open to work from home, but most still have a "at least X/days week in the office" rule, which kind of defeats the main benefit for me as I still have to live close to the office (instead of moving to cheaper parts of the country or event world).
- hackflip 5y ago
  If I need to come in every day, I want to be a 30 minute walk away. If I need to come in once a month, I'm fine being a 1-2 hour drive away.
aix1 5y ago
I'm curious about the practicalities of the employer being based in one country and the employee, another. Furthermore, let's say they're not both in the EU as that would simplify things. What are the practicalities in terms of employment law, taxation etc. I understand that every situation is unique and am looking for personal experiences/anecdotes rather than generalisations.
- xtracto 5y ago
  This is alreasy solved by PEOs (professional employment orgs) who take care of all the employment bureaucracy for you. They are a booming business like Globalization Partners, Via.work among several others. They are good for the company because they streamline hiring people in other countries and they are good for the employee because they provide all employnent requirements by law in their country.
  - aix1 5y ago
    In this model, what's the worker's status in the eyes of the organisation requiring their services? Am I right thinking they're more of a temp-vendor-contractor variety than a full-time employee?
    - xtracto 5y ago
      Yes. They are a contractor basically. Of course in practice it depends on the company culture how they are treated. I setup a 20 people office here in Mexico for a startup. All being paid by PEO for 3 years. We got stock options and all the benefits (even more due to Mexican labour law).
- genezeta 5y ago
  If one of the parts is outside the EU, things get more complicated. This is a reason why some work as freelancers/contractors. It simplifies things. The company may offer some help with the bureaucracy, but the people I know all have ended using a local third-party service to manage all that, anyway. Also, consider something else. Many companies, even if they are outside the EU, may already have an EU-based subsidiary. Once they have that, contracting in all the EU will go through that and simplify things a lot since it will effectively be a contract within the EU again. This is the case for a couple of friends I know. I can't tell you anything for the case where the employee is the one outside the EU, sorry.

higeorge13 5y ago

I am from Europe as well, and did similar searching a few months back. These are not remote jobs. If you are looking for such, you should change your job filter or check websites offering strictly such jobs. Then there is another obstacle: timezone. There are a few remote-only jobs which require you to be on the same country or a couple timezones away (e.g. US-only). Then you need to adapt your scope to your preferred region.

genezeta 5y ago
> These are not remote jobs. If you are looking for such, you should change your job filter or check websites offering strictly such jobs. The point was how jobs in general are becoming or not becoming remote. If I limit my search to remote jobs, then sure, all I will see is remote jobs everywhere.

littlecranky67 5y ago

I can confirm the anecdotal observation, companies are becoming more open to work from home, but most still have a "at least X/days week in the office" rule, which kind of defeats the main benefit for me as I still have to live close to the office (instead of moving to cheaper parts of the country or event world).

hackflip 5y ago
If I need to come in every day, I want to be a 30 minute walk away. If I need to come in once a month, I'm fine being a 1-2 hour drive away.

aix1 5y ago

I'm curious about the practicalities of the employer being based in one country and the employee, another. Furthermore, let's say they're not both in the EU as that would simplify things. What are the practicalities in terms of employment law, taxation etc. I understand that every situation is unique and am looking for personal experiences/anecdotes rather than generalisations.

xtracto 5y ago
This is alreasy solved by PEOs (professional employment orgs) who take care of all the employment bureaucracy for you. They are a booming business like Globalization Partners, Via.work among several others. They are good for the company because they streamline hiring people in other countries and they are good for the employee because they provide all employnent requirements by law in their country.
- aix1 5y ago
  In this model, what's the worker's status in the eyes of the organisation requiring their services? Am I right thinking they're more of a temp-vendor-contractor variety than a full-time employee?
  - xtracto 5y ago
    Yes. They are a contractor basically. Of course in practice it depends on the company culture how they are treated. I setup a 20 people office here in Mexico for a startup. All being paid by PEO for 3 years. We got stock options and all the benefits (even more due to Mexican labour law).
genezeta 5y ago
If one of the parts is outside the EU, things get more complicated. This is a reason why some work as freelancers/contractors. It simplifies things. The company may offer some help with the bureaucracy, but the people I know all have ended using a local third-party service to manage all that, anyway. Also, consider something else. Many companies, even if they are outside the EU, may already have an EU-based subsidiary. Once they have that, contracting in all the EU will go through that and simplify things a lot since it will effectively be a contract within the EU again. This is the case for a couple of friends I know. I can't tell you anything for the case where the employee is the one outside the EU, sorry.