If you’re scaling an engineering team in 2025, the “where” of work is not just a real estate decision; it’s a talent strategy decision.
Here’s what the latest hiring data and our client projects tell us:
1. Offices accelerate onboarding, but not always productivity.
For junior engineers or fast-growing teams, in-person work speeds up knowledge transfer and cultural alignment. But for senior talent, forced attendance often feels like micromanagement, not mentorship.
2. Remote wins on reach, but loses some cohesion.
Remote-first companies tap into global talent pools and cut costs. Yet without strong async processes, they risk slower decision-making and weaker informal bonds.
3. The middle ground is shifting.
Hybrid isn’t 3 days in, 2 days out anymore. It’s purpose-based presence: come in for workshops, onboarding, client demos, not just to sit in front of the same laptop you have at home.
4. Cost-benefit is more than rent.
An office is a signal. For some candidates, it’s stability and investment. For others, it’s a red flag for outdated work culture. Know which audience you’re speaking to before you sign that lease.
5. The model you choose is part of your Employee Value Proposition (EVP).
Developers evaluate your work model as closely as your tech stack and compensation. A mismatched policy can quietly kill your pipeline before you even see the CVs.
Choose based on the talent you need tomorrow, not the habits you had yesterday.
