You found the perfect role, the offer sounds promising… but there’s one big question: can you work remotely, or at least hybrid?
Asking for flexibility isn’t risky if you approach it right. In fact, in 2025, it's expected, especially in knowledge jobs. The key is knowing when and how to bring it up, what to say, and how to back it up.
This guide gives you the playbook.
1. Know your non-negotiables
Before you even apply, get clear on what you want.
- Do you need to be fully remote to care for kids, avoid a long commute, or work while traveling?
- Are you OK with a hybrid setup if it’s flexible (e.g. 2 days/week)?
- Is async-first communication a must for your workflow?
Tip: Write it down. Knowing your baseline makes conversations clearer and more confident.
2. Do your research
Before the interview, look for clues:
- Check the job posting for remote/hybrid mentions
- Browse the company’s careers page or LinkedIn
- Use platforms like Jobgether to find roles already tagged by flexibility level
- Glassdoor reviews and company blogs often hint at culture and policies
Important: Many companies list jobs as hybrid by default, but they’re open to full remote after a successful onboarding or trial period. Always ask:
- “How many people currently work remotely at your company?”
- “How does the team usually collaborate, do most people come in regularly or work from home?”
- “What’s the company culture like around flexibility?”
This gives you valuable insight into whether full remote could be an option, before you start negotiating.
3. When to bring it up
You don’t need to lead with it. But don’t wait until after the offer either.
Best moment? Late in the first interview or early in the second, once mutual interest is clear.
Say something like:
- “Can you tell me more about how the team currently works, remote, hybrid, or in-office?”
- “I’m most productive in a remote environment. Is this something the company is open to, or has flexibility around?”
It’s a conversation, not a demand.
4. How to frame it
The biggest mistake? Making it sound like a personal favor.
Instead, position flexibility as something that makes you better at your job. Show you’ve done it before and know how to succeed remotely.
- Focus on results, autonomy, and clear communication
- Mention past remote experience or async tools you’ve mastered
- Emphasize trust, reliability, and accountability
Example: “In my last role, I was fully remote across time zones. We used Notion, Slack, and Loom to stay aligned, and I consistently delivered ahead of deadlines. That setup helped me stay focused and energized.”
5. What to say if they’re unsure
Some companies still hesitate. If you sense resistance:
- Ask if they’ve done remote or hybrid before
- Offer a trial period (e.g. remote 3 days/week for the first 30 days)
- Ask what their main concerns are, and address them directly
- Suggest tools or routines that help maintain visibility and trust
You could say: “I totally understand the need for team cohesion. I’ve found that weekly check-ins and written updates solve a lot of that. I’d be happy to pilot a hybrid setup for the first month and see how it works.”
6. If it’s a dealbreaker
If they say no to flexibility, and you know remote or hybrid is a must, you’re allowed to walk away.
But do it respectfully: “I appreciate the clarity. Remote work is key to how I do my best work, so I’ll step back from the process, but I really enjoyed the conversation.”
And if it’s a “not yet,” consider checking in again after a few months.
7. Negotiating after the offer
Got the offer? Great. Now is the safest moment to ask for remote or hybrid terms.
At this stage, the company already wants you, so you have more leverage. Be clear, calm, and open: “Thanks so much. Everything looks great. I’d love to work together. One thing I wanted to clarify: would it be possible to work remotely three days a week? That’s where I’ve found I’m most productive.”
If they say yes, make sure to get it in writing, either in the contract or the offer letter.
Final thoughts
Negotiating remote or hybrid work isn’t about pushing boundaries, it’s about aligning how you work best with how the company operates.
Be clear. Be confident. Be flexible where it makes sense.
And remember: the right company will value your output, not your office chair.