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The State of Remote Engineering

2022 Edition

In the third edition of our State of Remote Engineering report, we found engineers are settling into a remote-first mindset, and they have found themselves more productive as a result. Learn what more than 1000 engineers had to say on remote work, their challenges and priorities this year.

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7/19 Engineers Want to Work Remotely

Seven out of ten engineers still want to work remotely the majority of the time

Three quarters of engineers say they prefer to work remotely most of the time, and 68% say remote work boosts their productivity. However, a third of engineers are expecting they’ll be asked to return to offices this year, indicating that managers’ expectations are not aligned with engineers’ preferences.

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How often do you work remotely
61%: 100% (Fully remote), 9%: 80% (Fully remote), 5%: 60% (Fully remote), 16%: 40% (Fully remote), 5%: 20% (Fully remote), 5%: 0% (Fully remote)

Engineers don’t have to leave their communities to find great work opportunities.

Consistent with last year, engineers feel their communities offer ample opportunities. This is particularly true for Canadian engineers, with over half saying they don’t need to relocate to find roles. US companies that insist on in-person roles might unnecessarily limit their talent searches.

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Opportunities at home are among top reasons engineers do not want to work in the US
2021 vs 2020: No need – great opportunities where I live 52%/44%, Gun violence / not safe 51%/55%, Too far away from family 45%/46%, Politics are too divisive 46%/56%, Coronavirus pandemic is not managed well 52%/44%, Poor race relations / racism 51%/55%, US is a poorly managed country 45%/46%, Cost of living is too high 46%/56%

Transparency with pay is key to engineers, especially when it comes to location-based salaries.

Seventy-four percent of engineers say remote salaries would be easier to navigate if recruiters were upfront about them being location-based, and 79% say job listings should include salary ranges. A third of engineers say they would leave their jobs if location-based salaries were enacted, up from 24% last year.

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Perspectives on location-based salaries
They are fair and I want my company to have location-based salaries 25%, I don’t want to move because it means I’d have a location-based salary cut 23%, I’d leave my company if they enacted location-based salaries 30%, I’d only accept a location-based salary cut if the cost of living dropped at least 20% - 31%

Technology enablement and flexibility are the most in-demand remote benefits.

Engineers want practical remote benefits like technology and productivity tools, home office stipends, and flexible work hours to balance work and home on their own terms.

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Top remote specific benefits desired by engineers
Utilities, internet, or other home office stipend 23%, Technology and productivity tools 18%, Childcare support 10%, Remote learning & development 16%, Mental health & wellness services / subscription 13%, Flexible work hours 21%

Burnout improved modestly among engineers, in part thanks to schedule flexibility.

Engineers said they are working more, and it’s hard to separate work from personal time. Twenty-four percent say they felt burnout and lack of motivation this year, down from 37% last year. Nearly 60% of engineers said schedule flexibility helps them manage burnout.

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Addressing burnout and isolation
Virtual get togethers 53%, Additional paid time off 33%, Flexible working hours 59%, More frequent check-ins 35%, Less demanding timelines 31%, Reducing workload 12%

Time zone alignment is still a productivity booster for the engineering workforce.

Eighty percent of engineers say they’re more productive working with teams that operate in a similar time zone. Time zone alignment allows teams to work seamlessly without creating bottlenecks, and it helps newer employees receive support and get up to speed faster.

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Which work environment makes you more productive?
Very different time zones across team 20%, Similar time zone within 1-2 hours across team 80%

Remote engineers don’t want to relocate. They expect Silicon Valley compensation to come to them.

89% of those surveyed said equity compensation was important to them – 22% said it was “extremely important” – yet a full 46% of remote engineers have no stock compensation at their places of work. Fifty-seven percent of Latin American engineers and 46% of Canadian engineers said equity compensation wasn’t part of their overall compensation packages.

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The importance of equity to engineers
Somewhat important 32%, Not important 11%, Very important 35%, Extremely important 22%
“I would like to make a salary as though I were working in the US, but living in Mexico.” - Mexico-based Software Engineer

Cost of living is an important factor to engineers considering a move to the US.

Latin American engineers who don’t want to move to the US said it’s too far from family (62%) and expensive (61%) in the States. Twenty-nine percent of all respondents and 18% of Canadians said cost of living was a factor.

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For more insights on the global engineer workforce, download the full report now.

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