Remote roles make up 21.3% of new US tech job postings, according to PredictLeads job-openings data for the 30 days ending October 16, 2026, essentially flat from 21.1% the month before. Remote tech hiring is neither dying nor surging: remote postings grew 16.6% month over month, while total tech postings grew 15.9%. The national rate is also the least useful number in these remote tech job statistics. Among postings that state a workplace type, remote share is 40.2% nationally but 52.6% at companies with 11-50 employees and 26.3% at companies with 10,001+, and the company-level shifts underneath tell a GTM, vendor, or market-intelligence team far more than any headline percentage.
Below: remote share by function, seniority, company size, industry, and location; 20 companies changing their remote strategy right now; and a data artifact we caught before it turned into a fake return-to-office story.
TLDR:
- Remote roles are 21.3% of all new US tech job postings (September 16 to October 16, 2026), against 21.1% the prior month. Remote volume grew 16.6%, roughly in line with tech hiring overall (+15.9%).
- Company size is the strongest predictor of remote work: remote share peaks at 52.6% of labeled postings at 11-50 employee companies and falls to 26.3% at 10,001+, where hybrid leads at 43.9%.
- Remote availability rises with seniority, from 30.5% of labeled junior postings to 44.8% for heads of function. Hardware is the least remote function at 22.3% of labeled postings, about half the software engineering rate of 43.1%.
- Remote hiring is broad, not concentrated: the 10 largest remote employers account for 1.2% of remote postings, and about 1 in 8 “remote” roles at US companies is scoped to another country.
- This report is built on PredictLeads Job Openings data: 677,699 technical postings from 60,217 US-headquartered employers in 90 days, drawn from a dataset of 279.2M+ postings since 2018, each classified with O*NET codes.
What these remote tech job statistics measure, and what they do not
These statistics measure what employers advertise, not where employees actually work. Every figure counts newly observed job postings at US-headquartered companies, for technical roles only: software engineering, data and analytics, cloud/infrastructure and networking, cybersecurity, IT support, quality assurance, hardware, and technical product or program management. A posting counts as remote, hybrid, or on-site only when its text carries that workplace tag.
Government surveys such as the BLS telework data from the Current Population Survey answer a different question: how many employed people work from home. Postings data answers which employers are hiring remotely right now, in which functions, and how that is changing, which is the question a vendor or investor can act on. If you want the mechanics of turning postings into a signal, our guide to reading hiring velocity as a company growth signal covers the method.
Two denominators run through this report, and they are never mixed. “Share of all postings” includes postings that never state a workplace type; the 21.3% and 21.6% headline figures use it. “Share of labeled postings” divides remote by remote plus hybrid plus on-site only; the national figure on that basis is 40.2%, and every breakdown by function, seniority, size, and industry uses it, because segments differ in how often they disclose workplace type.
How much US tech hiring is remote right now
Remote was the largest labeled workplace category in US tech hiring over the 90 days from July 18 to October 16, 2026: 146,132 postings, ahead of hybrid (109,563) and on-site (107,903). As a share of all 677,699 technical postings, remote is 21.6%. As a share of postings that state a workplace type, it is 40.2%.
| Workplace type | Postings | Share of all postings | Share of labeled postings | Employers |
|---|---|---|---|---|
| Remote | 146,132 | 21.6% | 40.2% | 22,313 |
| Hybrid | 109,563 | 16.2% | 30.1% | 14,359 |
| On-site | 107,903 | 15.9% | 29.7% | 17,412 |
| Not stated | 314,101 | 46.3% | n/a | 37,675 |
Breadth looks different from scale. Of the 60,217 employers hiring technical talent in the window, 22,313 (37.1%) posted at least one remote technical role: a meaningful minority, not a majority.
The 46.3% “not stated” share is not evidence that those jobs are on-site. It means the posting never used language our extraction recognizes as a workplace arrangement, so we report it separately. Every posting in PredictLeads Job Openings carries first_seen_at, which is what lets this report count new postings by the date they appeared rather than the stock of open roles.
Is remote tech hiring growing? The month-over-month trend
Remote tech hiring is growing in volume but holding its share. Comparing September 16 to October 16, 2026 with August 17 to September 16, remote postings rose 16.6% and the number of employers posting remote roles rose 8.8%, while total technical postings rose 15.9%.
| Workplace type | Sep 16 to Oct 16 (share of all) | Aug 17 to Sep 16 (share of all) | Change in postings |
|---|---|---|---|
| Remote | 52,832 (21.3%) | 45,299 (21.1%) | +16.6% |
| Hybrid | 39,940 (16.1%) | 34,900 (16.3%) | +14.4% |
| On-site | 42,033 (16.9%) | 34,511 (16.1%) | +21.8% |
| Not stated | 113,642 (45.7%) | 99,623 (46.5%) | n/a |
| Total | 248,447 | 214,333 | +15.9% |
| Employers posting remote roles | 11,706 | 10,762 | +8.8% |
Remote share of all postings moved 0.2 percentage points, from 21.1% to 21.3%. On-site postings grew fastest of the three labeled types (+21.8%), but the gap over remote is modest and well within what a few large employers’ hiring cycles can produce. It is not evidence of a return-to-office wave.
The return-to-office surge that was really a data artifact
Our first pass compared the current 90 days with the prior 90 days, and on-site-tagged postings appeared to more than double, from 44,156 to 107,903. Before reporting that as a trend, we checked the weekly series. The jump happened almost entirely in one week, the week of July 13, 2026: weekly on-site share of labeled postings went from roughly 6% to 8% to roughly 14% to 19%. A real market shift does not arrive in a single week.
The jump lines up exactly with a July 14, 2026 change to PredictLeads’ job-posting extraction pipeline, a fix to how several text-matching functions handle patterns. The other plausible cause, a change in how many postings went through full-text AI parsing, did not move over the same period, which rules it out. So no workplace-mix trend in this report uses the 90-day-over-90-day comparison. Every trend figure above compares two windows that both sit entirely after the change, and the 90-day window behind every breakdown below starts July 18, also after it.
We are stating this plainly because the same raw postings, analyzed without that check, would show a return-to-office surge that did not happen.
Remote share by technical function
Software engineering is the most remote technical function (43.1% of labeled postings) and hardware the least (22.3%), roughly half the rate. Every other function sits in a narrow band between 36% and 42% of labeled postings, around the 40.2% average for all technical roles.
| Function | Remote share of labeled | Remote postings | Total postings |
|---|---|---|---|
| Software Engineering | 43.1% | 67,696 | 289,908 |
| Data & Analytics | 41.7% | 20,747 | 91,755 |
| Cloud/Infrastructure & Networking | 38.7% | 21,583 | 105,158 |
| Cybersecurity | 37.2% | 7,919 | 38,679 |
| Quality Assurance | 36.9% | 6,340 | 33,149 |
| Technical Product/Program Mgmt | 36.9% | 5,046 | 25,140 |
| IT Support & Systems | 36.1% | 15,394 | 79,932 |
| Hardware | 22.3% | 1,407 | 13,978 |
Hardware is the outlier for a practical reason: firmware, FPGA, and chip-design work depends on lab and fab access that a laptop cannot replace. Technical functions are not one labor market, so a single “tech remote rate” hides a twofold spread. You can pull any of these functions directly by occupation code; our walkthrough on finding companies hiring for a specific role by O*NET code shows how.
AI/ML roles run more remote than the rest of tech
AI and machine-learning roles are 7.7% of all US technical postings (52,290 in the 90-day window), and they run more remote than the roles around them: 45.7% of labeled AI/ML postings are remote, versus 39.7% of labeled postings in every other (non-AI/ML) technical role. We tag AI/ML by title language across every function rather than as a separate function, because no single occupation code captures modern AI engineering titles. A higher remote share is consistent with employers relaxing location requirements to compete for scarce talent, though this data cannot prove the motive. For a regional comparison, see our AI engineering jobs in Europe hiring report.
Remote share by seniority
Remote availability generally rises with seniority: 30.5% of labeled junior postings are remote, compared with 41.3% for mid-senior individual contributors and 42.9% to 44.8% for directors and heads of function. Managers are the one dip, at 39.9%.
| Seniority | Remote share of labeled | Total postings |
|---|---|---|
| Junior | 30.5% | 68,285 |
| Mid-senior (IC) | 41.3% | 548,100 |
| Manager | 39.9% | 43,322 |
| Director | 42.9% | 7,798 |
| Head of function | 44.8% | 5,471 |
One plausible reading is that companies extend remote flexibility more readily to proven senior people and keep junior hires closer to in-person mentorship, but this data cannot separate those explanations. Vice president, C-level, founder, and partner postings appear at volumes too small (under 2,000 combined) to report a reliable rate. PredictLeads tags every posting with one of 11 levels in the seniority field, from junior to c_level, so you can run the same cut on any account list.
Company size is the strongest predictor of remote tech work
Company size predicts remote availability more strongly than any other dimension we measured. Remote share peaks at 52.6% of labeled postings at 11-50 employee companies and falls to 26.3% at companies with 10,001+ employees. Hybrid more than doubles over the same range, from 19.5% to 43.9% of labeled postings.
| Company size | Remote share of labeled | Hybrid share of labeled | Total postings |
|---|---|---|---|
| 2-10 employees | 50.1% | 19.8% | 30,922 |
| 11-50 employees | 52.6% | 19.5% | 57,984 |
| 51-200 employees | 47.6% | 21.9% | 87,886 |
| 201-500 employees | 44.3% | 25.1% | 61,905 |
| 501-1,000 employees | 45.7% | 28.2% | 54,214 |
| 1,001-5,000 employees | 36.7% | 32.4% | 88,517 |
| 5,001-10,000 employees | 33.3% | 36.3% | 46,454 |
| 10,001+ employees | 26.3% | 43.9% | 171,159 |
The pattern is a strong, near-linear decline with one small bump: 501-1,000 employee companies (45.7%) run slightly above the 201-500 band (44.3%). The lines cross at 5,001-10,000 employees, the first band where hybrid outweighs remote. Enterprises have not abandoned flexibility; they have moved it toward hybrid. Single-employee companies, left out of the table because of their small base (4,813 postings), sit at 45.6%. To build account lists by these same size bands, see how to discover companies by location and size with the PredictLeads API.
Remote share by industry
Industry spreads remote share far wider than function does: from 57.9% of labeled tech postings in Technology, Information and Internet down to 7.3% in Semiconductor Manufacturing.
| Industry (selected) | Remote share of labeled | Total tech postings |
|---|---|---|
| Technology, Information and Internet | 57.9% | 26,275 |
| Advertising Services | 53.2% | 6,237 |
| Computer and Network Security | 50.8% | 6,716 |
| Hospitals and Health Care | 49.7% | 24,217 |
| Software Development | 49.5% | 72,664 |
| IT Services and IT Consulting | 43.6% | 143,627 |
| Financial Services | 32.5% | 27,878 |
| Higher Education | 27.2% | 8,063 |
| Retail | 22.4% | 8,410 |
| Banking | 17.5% | 7,056 |
| Defense and Space Manufacturing | 15.9% | 22,706 |
| Semiconductor Manufacturing | 7.3% | 8,322 |
Semiconductor manufacturing is the least remote technical labor market we measured, because fab and cleanroom access is not optional. Defense and space manufacturing is second-lowest and about two-thirds on-site, while banking leans heavily hybrid (63.3% of its labeled tech postings). Hospitals and health care is the surprise near the top, at 49.7%, just ahead of software development. For the industries where overall hiring is moving fastest, see our hiring momentum tracker.
Where remote tech roles can actually be performed
Most remote postings still name a location, and about 1 in 8 names a country other than the US. Of the 146,132 remote-tagged postings at US-headquartered employers, 113,289 (77.5%) carry a stated location and 32,843 (22.5%) carry none.
Among postings scoped to a US state, the most common are California, Texas, New York, Virginia, Florida, Georgia, Illinois, New Jersey, Massachusetts, and Washington. That list tracks where US tech talent and offices already concentrate, so it is not a separate “remote talent map.” Our ranking of the top 20 US tech hiring hubs covers that underlying geography.
The more useful finding: roughly 12.3% of “remote” postings at US-headquartered employers (about 17,931) are explicitly scoped outside the US, most often India, then Canada, Brazil, Germany, the UK, and Mexico. For a US company, “remote” increasingly means “remote, not necessarily in the US,” which matters if you size a market for US-only payroll, benefits, or compliance products. An explicit “USA only” tag exists but appeared on just 24 postings in 90 days, so state- and country-level location, carried in each posting’s structured location_data field, is the reliable geographic signal.
20 companies changing their remote tech hiring strategy
The national rate is the floor of this analysis, not the ceiling. Underneath it, we looked for companies whose remote technical hiring changed shape quarter over quarter, after excluding staffing and outsourcing firms. Three patterns stood out.
Two notes on reading them. First, hiring is an observable allocation signal, not proof of a purchase decision: a company opening remote roles across six functions is consistent with standing up distributed-team infrastructure, which is a reason to investigate, not a reason to assume. That is the core of treating hiring as a buying signal responsibly. Second, these quarter-over-quarter comparisons span the July 14, 2026 pipeline change described above, which we validated for on-site tags only, not remote tags, so read the growth multiples as directional.
Newly remote-active: from near-zero to a program
These companies went from zero or one remote technical posting in the prior 90 days to a multi-function program in the current 90:
- Avala (software, 501-1,000 employees): 0 to 39 remote technical postings across 6 functions in a single quarter.
- Aalyria (space research and technology, 51-200 employees): 1 to 28 across 6 functions. Its space-sector neighbors mostly hire on-site: defense and space manufacturing is the second-least remote industry we measured (15.9%), ahead of only semiconductor manufacturing (7.3%), so this company is moving against its sector.
- BlueCross BlueShield of Tennessee (insurance, 5,001-10,000 employees): 0 to 24 remote technical postings across 6 functions at a large regional insurer.
Accelerating: an existing remote base, growing fast
- Viseven (pharma marketing software and services): 4 to 37 remote postings, 9.25x.
- Filigran (threat-intelligence platform): 11 to 57, 5.2x, across 5 functions.
- Sysdig and Blackpoint Cyber (cloud security, and managed detection and response): 4 to 24 (6x) and 4 to 23 (5.75x).
Security vendors cluster in this tier, which is worth watching because they also sell into the distributed-team infrastructure this report describes. For the buying side of that market, see how to spot companies adopting cybersecurity tools after funding.
Broad remote programs: 7 of 8 functions at once
- Guild Mortgage Company (financial services, 5,001-10,000 employees): remote postings across 7 of the 8 technical functions we track (18 to 35 postings), in an industry that averages 32.5% remote.
- Chainguard (supply-chain security): 7 of 8 functions, 51 to 66 remote postings (+29%).
- Sardine (fraud-prevention fintech): 7 of 8 functions, 19 to 23 remote postings.
Remote hiring across 6 or 7 of the 8 technical functions signals an organization-wide policy rather than one team’s preference.
The full watchlist
| Company | Employees | Industry | Pattern | Remote tech postings, prior to current 90 days | Functions with remote postings (of 8) |
|---|---|---|---|---|---|
| Avala | 501-1,000 | Software Development | Newly remote-active | 0 to 39 | 6 |
| Aalyria | 51-200 | Space Research and Technology | Newly remote-active | 1 to 28 | 6 |
| Apex IT | 201-500 | Information Technology & Services | Newly remote-active | 1 to 25 | 6 |
| BlueCross BlueShield of Tennessee | 5,001-10,000 | Insurance | Newly remote-active | 0 to 24 | 6 |
| Proof Technology | 201-500 | Legal Services | Newly remote-active | 1 to 50 | 3 |
| RevStar Consulting | 51-200 | IT System Custom Software Development | Newly remote-active | 0 to 19 | 2 |
| Fella Health | 51-200 | Medical Practices | Newly remote-active | 0 to 19 | 3 |
| BatchData | 11-50 | Software Development | Newly remote-active | 0 to 15 | 2 |
| Metalbear | 11-50 | Software Development | Newly remote-active | 0 to 15 | 1 |
| Runway Financial | 11-50 | Software Development | Newly remote-active | 1 to 14 | 5 |
| Filigran | 201-500 | Computer and Network Security | Accelerating | 11 to 57 | 5 |
| Sysdig | 501-1,000 | Computer and Network Security | Accelerating | 4 to 24 | 4 |
| Blackpoint Cyber | 51-200 | Computer and Network Security | Accelerating | 4 to 23 | 6 |
| RevenueCat | 51-200 | Software Development | Accelerating | 4 to 24 | 5 |
| Qualia Labs | 501-1,000 | Software Development | Accelerating | 6 to 32 | 5 |
| Intelerad | 501-1,000 | Software Development | Accelerating | 9 to 45 | 3 |
| Viseven | 501-1,000 | IT Services and IT Consulting | Accelerating | 4 to 37 | 2 |
| Guild Mortgage Company | 5,001-10,000 | Financial Services | Broad remote program | 18 to 35 | 7 |
| Chainguard | 201-500 | Computer and Network Security | Broad remote program | 51 to 66 | 7 |
| Sardine | 201-500 | Financial Services | Broad remote program | 19 to 23 | 7 |
Remote hiring is not concentrated in a few giants
The 10 largest identifiable remote employers account for just 1.2% of remote tech postings (1,823 of 146,132), and the top 50 account for 2.4% (3,512). Remote technical hiring is spread across tens of thousands of companies in small increments. That is why a national percentage is the wrong unit of analysis for anyone trying to act on it, and why company-level signals like the watchlist above are the part worth tracking.
What remote hiring data means for GTM, market intelligence, and vendor teams
None of the following are purchase predictions. They are hypotheses this data gives you a reason to investigate, scoped to where the signal is strongest.
Plays by team
- Cloud infrastructure, identity, and endpoint security vendors: start with 11-500 employee companies, where remote share runs 44% to 53% of labeled postings and in-house IT and security teams are thinnest. A company that starts posting remote cybersecurity, cloud/infrastructure, and IT support roles in the same quarter is a reasonable candidate for the tooling those roles need.
- Employer-of-record and global payroll vendors: the roughly 12% of “remote” postings scoped outside the US is a quantifiable target list of US companies already hiring internationally, possibly without the compliance infrastructure that implies.
- Collaboration and developer-tooling vendors: companies running remote programs across 6 or 7 of the 8 technical functions at once are the highest-conviction targets for async-work and developer-experience tooling.
- Enterprise-focused vendors: pitch hybrid, not remote. At 10,001+ employees, hybrid (43.9% of labeled postings) outweighs remote (26.3%), so desk booking, in-office collaboration, and hoteling fit that tier better than “remote-first” tooling.
- Investment and market-intelligence teams: read function-level remote share as a gauge of talent-market tightness. The AI/ML remote share (45.7% of labeled postings, versus 39.7% for non-AI/ML technical roles) is worth checking against compensation data for the same roles.
Watch titles, not just functions
Specific titles can move much faster than functions. The fastest-growing remote title with a real prior base was Databricks Architect, up 9.7x month over month (10 to 97 postings). A title like this may indicate current usage, planned adoption, a migration, or client work at a consultancy, so treat it as supporting evidence and pair it with technology signals before acting. Our guide to prioritizing accounts by hiring signals shows how to score it.
Methodology and limitations
Source, scope, and window
- Source: PredictLeads Job Openings, enriched with company attributes from the Companies dataset (headquarters location, employee-size band, and industry). Company headquarters, not posting text, defines the US company universe; job-level location is tracked separately, which is how the non-US scoping finding above was measured.
- Window: newly observed postings from July 18 to October 16, 2026 (90 days), the newest complete data at the time of analysis. Trend claims compare September 16 to October 16 with August 17 to September 16.
- New postings, not active inventory: counts use the date a posting was first observed, because active-inventory counts depend on job-closure detection we did not separately validate for this analysis.
- Valid postings only: confirmed job openings, excluding postings still mid-processing or flagged as errors, duplicates, or job-board noise. Job boards and aggregators are excluded at the company level, so postings are attributed to the employer’s own careers site.
How roles and workplace types were classified
- Functions: grouped from the O*NET occupation code on each posting (populated on effectively 100% of postings) into eight functions. We manually reviewed random title samples from every function. Hardware, cybersecurity, and quality assurance were highly precise. The IT project manager code also caught generic project-management and procurement titles, so we required explicit technical language in the title before counting it toward technical product/program management; some residual noise remains. Data & Analytics occasionally catches generic “Analyst” titles and is the function most likely to be modestly overstated.
- AI/ML: a title-keyword tag layered across all functions, not a separate occupation bucket.
- Workplace type: extracted from title and description language, with negative keywords so phrases like “remote sensing” or “hybrid cloud” do not count. Remote includes remote, fully remote, 100% remote, and work from home. A synonym check (telecommute, telework, WFH, home-based, remote-first) found the extraction misses fewer than 1% of eligible postings. We never infer remote status from a missing location, and untagged postings are reported as “not stated,” never as on-site.
Known limitations
- Pipeline change: no trend claim spans the July 14, 2026 extraction change described above, and we did not reconstruct corrected pre-July on-site figures.
- Watchlist windows: the company watchlist compares the current 90 days with the prior 90 days, which straddle that change. We validated the artifact for on-site tags only, not remote tags, so treat the exact growth multiples as directional.
- Staffing filter: for the watchlist and concentration analysis, we excluded staffing, recruiting, and business process outsourcing industries, plus any company posting more than 3 technical roles per minimum listed employee in the window. This is a heuristic, so some staffing-adjacent development shops likely remain.
- Proxy, not headcount: postings measure hiring intent, not hires. Figures are direct counts and ratios, not a modeled or adjusted rate, and cover technical roles only, not the whole US labor market.
- Single signal: the watchlist uses job-opening data alone; we did not test it against funding or technology signals in this cycle.
How PredictLeads Job Openings data powers a report like this
Every number in this report comes from one dataset you can query yourself. PredictLeads Job Openings holds 279.2M+ job postings since 2018 across 2.9M+ company websites, with 10.2M active openings at any time. Each record carries an O*NET code in onet_data, a seniority level, structured location_data, first_seen_at and last_seen_at timestamps, and a company reference that links to firmographics such as size and industry. Because the data is point-in-time, the before-and-after windows, growth multiples, and watchlist patterns above are calculations, not estimates.
The account-level signal is the part to route into a workflow: an alert when a target account posts its first remote role in a new function, a filter for companies whose remote hiring outpaces their overall hiring, or a scored list of accounts that match the multi-function remote pattern. The discover/job_openings endpoint filters by O*NET codes, location, seniority, and date, as documented in the PredictLeads API documentation. You can explore the dataset on the Job Openings page.
Combine remote hiring with other signals
Hiring data is strongest next to other signals. Pair it with Financing Events (210,800+ funding events since 2016) to see whether a remote build-out follows fresh capital. Add Technology Detections (1.5B+ detections across 50,000+ technologies), which provide evidence of which tools a company uses or has recently used, with each detection traceable to its source. That is how teams combine hiring, news, funding, and technology signals in one workflow. If you are comparing providers, our guide to job posting and hiring intent data providers lays out the criteria that matter. PredictLeads delivers every dataset via API, flat files, webhooks, and MCP, collects public sources only, and is SOC 2 Type II certified and GDPR and CCPA compliant.
Final thoughts on remote tech job statistics
The headline answer is stable: about one in five new US tech postings is remote, and that share is not moving month to month. The useful answers sit underneath it. Among postings that state a workplace type, small companies (11-50 employees) offer remote at twice the enterprise rate, enterprises have moved to hybrid, hardware and semiconductor roles stay on-site, and remote hiring is spread across tens of thousands of employers rather than a handful of famous names. For the same company-level approach applied to revenue teams, see our sales and RevOps hiring statistics. The national number describes the market; the company-level changes tell you where to look.
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Frequently Asked Questions
What percentage of tech jobs are remote in 2026?
21.3% of all new US tech job postings were explicitly remote in the 30 days ending October 16, 2026, up slightly from 21.1% the month before. Counting only postings that state a workplace type, remote is the largest category at 40.2%, ahead of hybrid (30.1%) and on-site (29.7%), measured over 90 days. Nearly half of postings (46.3%) do not state a workplace type at all. These figures come from 677,699 technical postings at 60,217 US-headquartered employers in PredictLeads Job Openings data.
Are tech companies going back to the office in 2026?
Not in a way the postings data shows. On-site postings grew slightly faster than remote in the latest month (21.8% vs. 16.6%), but remote held steady at about 21% of all postings. A much larger apparent on-site jump in the raw quarterly data traced to a July 14, 2026 change in PredictLeads’ extraction pipeline, not to employer behavior. Treat return-to-office surge claims built on mid-2026 postings data with caution unless the source has checked for artifacts like this one.
Is it easier to find a remote tech job as a senior candidate?
Yes, within technical roles. Remote share of labeled postings rises from 30.5% for junior roles to 41.3% for mid-senior individual contributors and 42.9% to 44.8% for directors and heads of function, with a small dip for managers (39.9%). The data cannot say why, but extending flexibility to proven senior talent is one plausible reading. PredictLeads tags every posting with a seniority level, so the same split can be run for any company or industry.
Which companies are most likely to hire remote tech workers?
Small companies. Remote share peaks at 52.6% of labeled postings at 11-50 employee companies and falls to 26.3% at companies with 10,001+ employees, where hybrid leads at 43.9%. By industry, Technology, Information and Internet (57.9%), Advertising Services (53.2%), and Computer and Network Security (50.8%) are the most remote on the same labeled basis. Remote hiring is also widely spread: the 10 largest remote employers account for only 1.2% of remote postings in PredictLeads data.
Which tech jobs are least likely to be remote?
Hardware roles, at 22.3% of labeled postings, about half the software engineering rate of 43.1%. By industry, semiconductor manufacturing (7.3%) is the least remote, followed by defense and space manufacturing (15.9%) and banking (17.5%); the first two depend on fab, lab, or secure-facility access. Banking leans hybrid instead, at 63.3% of its labeled tech postings. These figures cover 90 days of US technical postings, July 18 to October 16, 2026, classified by O*NET code in PredictLeads Job Openings data.