As the workplace continues to evolve, one question keeps coming up in nearly every hiring conversation we have: What kind of work environment do top candidates really want?

In 2025, the answer isn’t one-size-fits-all. But if there’s one thing we’ve seen clearly across the Mountain West, it’s this: flexibility matters more than ever.

Here’s what recent data and Tamarack’s day-to-day conversations with accounting, finance, and tech talent tell us about remote, hybrid, and onsite preferences this year.

The Data: Hybrid Is Now the Norm

National surveys reflect what we’re seeing on the ground:

• A survey by the American Staffing Association found that 39% of Americans consider a hybrid schedule ideal, while nearly 32% prefer fully remote work.
• Gallup reports that among remote-capable employees, 53% are hybrid, 27% fully remote, and 21% entirely onsite.

These trends align with what our candidates are asking for, especially in IT and accounting roles where heads-down productivity, system access, and communication tools are already optimized for flexibility.

What We’re Hearing from Candidates

Across Boise, Salt Lake, Missoula, and Spokane, our recruiters are hearing a consistent theme:

“I’ll consider coming in – but I want to know why I need to be there.”

Here are three things that consistently matter more than location:

• Clarity of expectations: Candidates want to know what success looks like, regardless of where they’re sitting.
• Transparency around flexibility: Vague policies are a red flag. Clearly defined hybrid structures (e.g., “2 days in-office, Tues/Thurs”) build trust.
• Autonomy: Especially among experienced hires, autonomy is valued more than micromanaged presence.

And when candidates do walk away from offers? It’s often because the company seemed stuck in a pre-2020 mindset about what work “should” look like.

How Preferences Vary by Role and Generation

Not every role or region views flexibility the same way:

• Senior accountants and DevOps engineers often prefer fully remote or hybrid work due to focus needs and systems-based workflows.
• Early-career professionals (especially in accounting) sometimes prefer a few office days for mentorship and visibility.
• In high-growth cities like Salt Lake and Boise, candidates often expect remote work as a default, and many have competing offers that include it.

Even generationally, there are differences:

• Baby Boomers: 37% prefer remote
• Millennials: 31%
• Gen Z: 26%

The takeaway? One policy won’t work for everyone.

What This Means for Employers

At Tamarack, we’re not pro-remote or pro-onsite, we’re pro-alignment. The employers we see consistently winning great talent in 2025 are the ones who:

• Define expectations clearly from day one.
• Communicate flexibility up front, including how it works in real life.
• Adapt to the role and candidate, rather than rigid one-size-fits-all mandates.

We’ve also seen a strong correlation between faster decision-making and successful hiring outcomes. In flexible work environments, candidates expect clarity and speed.

Final Thought

Whether your team is onsite, hybrid, or fully remote, what matters most is that your hiring message aligns with reality and that your flexibility reflects what the market expects in 2025.