Remote Work Opportunities

It's a good time to go green. Globally, the hiring rate for those with previous sustainability-related job titles or skills is 46.6% higher than the hiring rate for the workforce overall, according to new data from LinkedIn's Economic Graph. This means green talent is far more likely to secure a job these days, and honing specific skills could be a competitive advantage for job seekers. That includes responsible sourcing, resource efficiency, corporate sustainability and energy management, which is the fastest-growing green skill worldwide. In the U.S., strategic program planning is the fastest-growing green skill. What's more? These skills are helpful to professionals who aren't even in traditionally green roles. For the first time, the strongest growth in green hiring is occurring in roles that previously required no green expertise, suggesting these skills are becoming mainstream. What's your best advice for workers looking to grow their green skills — and leverage them on the job hunt? Weigh in below. And see more LinkedIn data on this topic here: https://lnkd.in/g873CzHT.

Kay Fabella is one of THE most prolific podcasters in the inclusion space. Her podcast “Inclusion in Progress” has 131 episodes over 6 years. Kay’s got an interesting story: She’s a Filipina American from Los Angeles. She moved to Spain with a one-way ticket. She’s a daughter of immigrants who became an immigrant herself. As a non-EU citizen she had to be creative to find work. Her roles included being: - A singer - A food tour guide - An English teacher This was not an easy time. In 2008 Kay was hospitalised and diagnosed with clinical depression. She spent nearly two and a half years in recovery. This meant Kay had to develop tools to manage her mental health conditions while trying to earn a living. Working remotely saved her mental health. This set the stage for her idea of Inclusive Distributed Work. She talks about this A LOT. --- Most people think Distributed Work = Remote / Hybrid / In-office Kay says it also means being Global and Multicultural. Inclusive Distributed Work goes beyond  location flexibility. --- Have you heard about the remote vs return to office debate? Kay says it’s not a two-option debate. Turns out, there isn't just one way to work remotely There are 12. Which of these sounds like you? --- 1) Virtual-First with Planned In-Office Time – Example: Atlassian --- 2) Flexi-Remote with Core Office Weeks – Example: HubSpot --- 3) Output-Optimized Hybrid Work – Example: Salesforce --- 4) Hybrid with Optional In-Office Time – Example: LinkedIn --- 5) Hub-and-Spoke – Example: Dropbox --- 6) Fully Remote with Regional Hubs – Example: Automattic --- 7) Job Rotation – Example: Microsoft --- 8) Work-From-Anywhere + Cross-Cultural Hybrid – Example: Spotify --- 9) Results-Only Work Environment (ROWE) – Example: Toptal --- 10) Asynchronous-First – Example: Buffer --- 11) Digital Nomad-Friendly – Example: Doist --- 12) Core Working Hours with Flexibility – Example: UnitedHealth Group --- Which of these does your team use? Kay’s insights completely changed the way I think about remote work. Maybe it will for you to. Check out the show here and make your own mind up https://lnkd.in/eVecY-4w PS. Notice what most of these companies have in common?

Flexibility in remote work doesn't mean sacrificing productivity. In the past, I felt I needed everyone to be online at certain times, and I needed to know that they were physically present and working. But recently, I've accepted the flexibility in our work days from home because I'm a participant in it as well. I get it, we all have lives outside of work. Sometimes I have to take my kid to school, and when I was at the office someone else would do it. But now that I'm at home, I know I can and usually I do. In the past, I would get annoyed if someone was consistently absent from the workday for personal reasons. But now, I actually care less than I used to. But I think there's a misconception that if you have run an errand during work hours you have to offline. And that's just not true. You can be 90% as effective mobile as you are in front of your computer if you do it the right way - you just have to have the right setup, the right apps, the right mentality, and the right ability. I'm on the move all the time. But if you ask my team, they couldn't say I'm any less productive when I'm in the car, at the airport, or even at my kid's baseball game than when I'm in front of the computer. I've just perfected that skill. If you want to work remotely and have flexibility, you need to be highly effective on the move. Learn the best ways to respond to Slack messages, handle emails, and take calls while on the go. Be open about it with your team too. There's no reason not to be. It's not one or the other. Stay online. Be available. And you'll find you can be just as, if not more, effective.

🚀🚀 Your workspace is your competitive advantage🚀🚀 After Refining my development environment, I've learned that a well-designed office setup isn't just about aesthetics—it's about engineering excellence and productivity multiplication. What you see here: ✅ Multi-monitor setup for seamless code review and documentation ✅ Ambient lighting that reduces eye strain for late-night coding sessions ✅ Ergonomic positioning that keeps me focused for hours ✅ Quick access to development tools, terminal and management dashboard. The impact: • Faster debugging - Multiple screens mean I can monitor logs, code, and documentation simultaneously • Better code quality - Comfortable environment = clearer thinking = cleaner architecture • Efficient workflows - Everything I need is visible at a glance, no context switching delays • The content creation bonus - This setup doesn't just make me a better developer—it's also my content studio. This environment that helps me build robust software systems also enables me to create YouTube tutorials and technical blog posts that share knowledge with the community. ✅ Key takeaway: Invest in your workspace like you invest in your code. Fellow developers, what's your most game-changing workspace upgrade? Drop it in the comments! 👇 #SoftwareDevelopment #DeveloperLife #WorkspaceSetup #EngineeringProductivity #TechCommunity #ContentCreation

“Working from anywhere is the way to attract and retain talent nationally or globally. It’s a talent strategy, not a work arrangement.” – Prithwiraj Choudhury ‘Raj’, Lumry Family Associate Professor at Harvard Business School. In my latest podcast episode, from much research of labor migration, Raj uses real world examples to illustrate how decoupling location from labor creates options and opportunities for employers and employees. “Instead of moving the person, move the work. Let the person live where he, she or they want to live and just move the work to where the person is. So that's what I call ‘Work from Anywhere’”. Raj explains the benefits of Work-from-Anywhere models for local communities, from reversing brain drains to bringing remote workers to towns and cities stimulating more economic activity and community. He describes three key hybrid models of which two are Work-from-Anywhere enabling or friendly and how managers should be overseeing and supporting their distributed teams. “Performance should only be measured based on the quality of work and nothing else. So how many days people work, how many hours they work, how many meetings they attend, how many times does the manager see their face? All of that is irrelevant.” Raj is enthusiastic about the potential of AI to scale human capabilities as well as enabling important new flexibility for onsite workers. "With AI and automation and digital twins, now it's possible to work from anywhere in a blue collar setting for factory workers.” Don’t miss this illuminating and thought-provoking new episode which shares highlights from Raj’s new book released April 22nd – “The World is Your Office: How Working from Anywhere Boosts Talent, Productivity and Innovation”. Links below to the video and audio versions and Raj’s NEW book. ______________________________________________ For more insights about modern work, human-centered leadership in an AI-driven world, and much more, sign up for my NEW Work In Progress report newsletter 👇

“What if you could follow your passion, work with multiple organizations, control your time, and live life on your terms?” That is what I have been doing for past many years. That’s the promise of Fractional roles, and it’s not just a trend – it’s the future of work. After years in a traditional corporate setup, I transitioned to working as a Fractional CMO. Instead of being tied to one company, I now work with multiple organizations globally, helping them scale their marketing strategies while maintaining the freedom to design my own life. Here’s why this works for organizations: 1️⃣ Flexibility: Scale leadership needs up or down as required. 2️⃣ Cost-Effective: Access experienced leaders without the cost of full-time hires. 3️⃣ Diverse Expertise: Gain insights from leaders who’ve worked across industries. And here’s why it works for professionals: 1️⃣ Freedom: The ability to work on your terms and avoid office politics and time wasters. 2️⃣ Choice: Align with organizations that match your values and where you can contribute your best gifts. 3️⃣ Global Reach: Work with clients across industries and geographies. 4️⃣ Work-Life Balance: Work from anywhere and focus on what truly matters. 5️⃣ Steady Income: Spread your earnings across multiple clients for stability. Most importantly for me I get to work across Industries which helps me pick up the best learning’s . Of course, it’s not without challenges: • The buck stops with you. • Capacity is limited to the number of clients you can effectively manage. • No corporate perks like , the corner cabin or insurance or paid leave. But the biggest learning for me? Freedom. Fractional work allows me to live life on my terms and focus on what truly matters. In this period I started multiple businesses, built a storytelling company, started cycling , made 10 short films, published 5 books, built communities, started writing blogs doing podcasts .. And I have done well financially, much better than I would if I were in a job . And I have time for Me. This isn’t just for CMOs – Fractional roles are perfectly suited for CFOs, CTOs, HR leaders, legal experts, PR professionals, Creators and more. With the dynamic nature of today’s markets, the flexibility, cost-efficiency, and global talent access make this model a win-win for organizations and professionals alike. With A.I. getting more prevalent across organisations the time needed for work is going to reduce. Which means lesser working hours not more . Fractional is a way to go and it’s a win win for both the organisation as well as employees. If you are in your 40s it’s time to prepare for fractional roles. What are your thoughts ? Are you ready to embrace this new way of working? Let me know your thoughts! 🔗 Watch the full video where I dive deeper into the world of Fractional roles. Link in the comments. #FractionalRoles #FutureOfWork #Leadership #CareerGrowth #WorkLifeBalance #PersonalFreedom #LinkedInCommunity

Activating "𝐧𝐞𝐮𝐫𝐨𝐝𝐢𝐯𝐞𝐫𝐠𝐞𝐧𝐭-𝐟𝐫𝐢𝐞𝐧𝐝𝐥𝐲 𝐨𝐟𝐟𝐢𝐜𝐞 𝐬𝐩𝐚𝐜𝐞𝐬" is one concept that I would recommend to every organization. Here are 5 lessons from this concept that will challenge how you think about office design: 1. "𝐃𝐢𝐯𝐞𝐫𝐬𝐞 𝐍𝐞𝐞𝐝𝐬, 𝐃𝐢𝐯𝐞𝐫𝐬𝐞 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬" Understanding that one size doesn't fit all leads to better employee satisfaction. 2. "𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐢𝐬 𝐊𝐞𝐲" Offering flexible seating and work hours can boost productivity. 3. "𝐒𝐞𝐧𝐬𝐨𝐫𝐲 𝐂𝐨𝐧𝐬𝐢𝐝𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐬 𝐌𝐚𝐭𝐭𝐞𝐫" Quiet zones and sensory-friendly spaces reduce stress for many employees. 4. "𝐈𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲" Providing tech tools that cater to diverse needs promotes equal opportunity. 5. "𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤" Encouraging feedback from employees helps refine and improve workspaces. If you have explored the idea of neurodivergent-friendly spaces, I’d love to hear about your experiences in the comments. Let's create workplaces where everyone can thrive! #Neurodiversity #WorkplaceDesign #Inclusion #Diversity #Leadership

🌍 Remote ≠ Work From Anywhere 🤔 Let’s bust the biggest myth in the market. “Remote” does NOT always mean complete freedom to work from anywhere! Here’s what I’ve seen in the market lately. 💡Some “remote” jobs still expect office visits, ad-hoc or for specific meetings. 💡Some require you to live in a certain country for tax/legal reasons. 💡Some require you to live in a specific country, cause for HR, operational or strategic reasons. 💡Some are “Remote” from one particular county, but not globally. Candidates assume the word “remote” = you can work from anywhere, anytime ❌ But companies often mean remote = within reach, or with the same country ✅ For me, before accepting a remote offer, all candidates should ask: “In this role, are there location requirements or travel expectations or restrictions?” That one question could save you thousands in commuting costs. And clear up any confusion! 👍 #RecruitersLife #Recruitment2025 #RemoteWorking #LetsMakeRecruitmentGreatAgain

I’ve been thinking about productivity differently lately. Not as time management. Not just as AI tools. But as a system. A system where: Environment × Technology × Work mode = Output We talk a lot about AI as the productivity layer copilots, agents, automations. But there’s also a physical layer most people overlook: The space you work in. And this isn’t abstract. Research from the University of California, Irvine, found that after an interruption, it takes ~23 minutes to regain full focus. Meanwhile, studies on context switching show productivity losses of up to 20–40% when people constantly shift between tasks and environments. Now layer AI into this. AI reduces execution time. It accelerates drafts, analysis, synthesis. Which means the new bottleneck isn’t output speed. It’s thinking quality. And thinking quality is heavily influenced by environment. Different work requires different cognitive states: • Deep work needs low stimulation • Creative work needs interaction and energy • Strategic thinking needs separation from noise • Hybrid collaboration needs frictionless connectivity Yet most teams attempt all of this in one undifferentiated setting. That mismatch doesn’t just affect individuals it compounds at scale. If 50 people lose 20% focus efficiency daily, that’s not a small productivity dip. That’s organisational drag. Recently, while exploring workspaces in Gurugram’s Udyog Vihar micro-market, this became more tangible to me. At WeWork Atrium Place, what struck me wasn’t design aesthetics but how the layout subtly supports different work modes without forcing them. Focused zones that naturally lower stimulation. Meeting rooms that create psychological separation for decision-making. Open areas that enable interaction when collaboration is needed. Quieter corners that allow mental reset between context switches. Not as features. But as environmental levers. And that’s the shift: When execution gets automated, environment design becomes a strategic decision. For leaders, the question is no longer: “What tools are we giving our teams?” It’s: “Are we designing a system that protects thinking?” In 2026, productivity won’t be defined by who has the best AI stack. It will be defined by who removes friction from cognition. Most companies upgrade their software. Few upgrade the system around it. WeWork India #WeWorkIndia #WeWork #WeWorkAtriumPlace Source: https://lnkd.in/gWQa3YCW

New findings on global work (also called distributed work or digital nomadism). Global work refers to employment where workers perform their roles remotely for companies based in a different country. Main takeaways are that global work is: ·         on the rise ·         growing more geographically diverse ·         becoming more popular across age groups 🔍 Global work is thriving:  Conservative estimates suggest that the market size in 2023 was around $1.5 billion, with at least one million global workers employed through global HR and Employer of Record (EOR) companies. The number of remote workers has grown by 500% since 2020, with talent now sourced from over 150 countries. If this trend continues, and revenue per worker remains stable, the global workforce could grow to over six million workers by 2028. This trend runs counter to predictions of a widespread post-pandemic return to office-centric work models. 🌍 Global work is geographically diverse: The regions known as LATAM (Latin America) and EMEA (Europe, Middle East, and Africa) are becoming significant hubs for global hiring, with respective growth rates of 21% and 6% in 2023. Countries such as Morocco, Switzerland, Vietnam, and El Salvador are particularly notable, with Morocco showing a remarkable 27% increase in global work contracts. Regional distribution of global workers reveals that a large proportion hail from EMEA. 👥 Global work appeals to all ages: Contrary to stereotypes, global remote work is not limited to young digital nomads. While the 25-34 age bracket remains the largest demographic of digital workers, our analysis reveals that workers of all ages are increasingly embracing remote work opportunities. In the U.S. specifically, the distribution of workers hired by foreign companies is evenly spread across the 25-34, 35-44, and 45-54 age brackets. Concluding thoughts on the future of distributed work:  While the return-to-office (RTO) trend will continue to be in the conversation, our findings point to something different: global business expansion is on the rise, and remote, distributed work is a clear byproduct. A new era of business growth is underlying the increase in distributed jobs worldwide, as many companies (particularly small and medium-sized) are embracing global work as a core part of their growth strategy.   In line with big data from SWAA  www.wfhresearch.com, distributed work continues to evolve, expanding globally and attracting workers of all ages. See full paper here. https://lnkd.in/eFvX2WBj