In my personal experience (UK and EU mostly): * 100% remote working is rare * Flexitime around core hours is relatively common * Remote working from the sta

In my personal experience (UK and EU mostly): * 100% remote working is rare * Flexitime around core hours is relatively common * Remote working from the start is very rare. Most employers want you on site to absorb the company culture and gel with the team before they would consider remote working. You need to show that you're effective and productive first. * Companies measuring outcomes rather than effort - non-existent outside of the smaller startups. If you want remote work and outcome based companies then currently you need to be looking to the smaller more startup-ish organisations. Which has associated impact on risk and salary. Or you need to get into a suitable position within the organisation to help make the change to more remote/outcome based work yourself. A few things to consider from the employer's side: * If you and the employer are in different countries it can add a considerable administration burden on the employer. In many cases they won't have the skills in-house so you are asking them to acquire a specialised set of HR skills and knowledge for one hire. This is a tough sell unless you have the answers to that problem to hand. * Something you notice as an employer is that people often mistake their personal productivity with the team productivity. There is quite a lot of evidence that distributed teams are less productive than co-located ones (see https://news.ycombinator.com/item?id=5145358 https://news.ycombinator.com/item?id=5145358 - any research based counter examples very welcome!). You need to have a good argument that remote working will pay off for them. * Running distributed teams well takes effort and skill. You need to adopt new tools, new structures, take more effort on things that "naturally" happen when folk are co-located. Unless a company already has this in place it's a lot of effort to make for a single new hire.