Remote vs. Local: How to Compete for Top Talent in 2025

One of the toughest challenges hiring managers face in today’s market is balancing organizational requirements for in‑person presence with the preferences of top candidates. Many of the best Instructional Designers and L&D professionals are seeking remote roles – for flexibility, lifestyle, and access to broader opportunities. But what if your organization insists on local or hybrid? Do you risk losing out on talent? Or can you adapt your hiring strategy to compete?

This blog explores practical approaches for navigating the remote vs. local dilemma, so you can attract and retain the right people without sacrificing your team’s needs.

The Reality of Candidate Expectations

Remote is the default for many candidates. Especially post‑2020, remote has become a baseline expectation for knowledge work.
Local roles face smaller talent pools. Limiting to geography may shrink your candidate options significantly.
Hybrid roles are on the rise. Some organizations are striking a middle ground, offering 1–2 in‑office days per week.

Strategy 1: Be Transparent in the Posting

The worst mistake is posting a “remote” job that isn’t truly remote. Candidates feel misled, and you waste time reviewing resumes from people who won’t relocate.

Tip: State location clearly up front: “This role is hybrid, 2 days per week in Chicago.” Transparency helps candidates self‑select before applying.

Strategy 2: Highlight the Benefits of Local Roles

If your position must be local, differentiate it by emphasizing:

Community & culture: Access to in‑person events, team collaboration, networking opportunities.
Career growth: Proximity to leadership can accelerate mentorship and visibility.
Support perks: Relocation assistance, commuter benefits, or wellness stipends.

Strategy 3: Expand the Hybrid Option

If full remote isn’t possible, consider flexible hybrid:

1–2 anchor days in the office per week.
Flexible scheduling for the rest.
Options for occasional remote weeks.

Hybrid attracts candidates who want flexibility but are open to some in‑person collaboration.

Strategy 4: Tap Contractor or Fractional Talent

When the local candidate pool is too small—or your timeline is too tight—alternate staffing models can give you the flexibility you need.

Contractors (via Employer of Record): Bring in remote talent quickly without dealing with relocation, compliance, or misclassification risks.
Fractional roles: Access senior-level expertise part-time for specific projects, from building a new program to implementing analytics.

This approach lets you secure the right expertise at the right time while staying within organizational constraints. Teamed can help you not only identify vetted contractors, but also legally hire them as contractors through our Employer of Record services, so you can move fast and stay compliant.

Strategy 5: Make the Case Internally

Sometimes, the hiring manager’s challenge isn’t the market—it’s internal policy. If your leadership is hesitant about remote, present:

Market data: Show how many candidates are actively filtering for remote roles.
Cost comparisons: Highlight savings from broader talent pools.
Retention stats: Point out that flexible work is a leading factor in retention.

Remote vs. local hiring doesn’t have to be a losing game. By being transparent, flexible, and creative, you can compete for top talent even in a saturated market. When in doubt, expand your options—hybrid, contractors, or Employer of Record services can help bridge the gap. The organizations that stay flexible will attract the best candidates in 2025 and beyond.

Hiring locally but struggling to find talent? Work with Teamed to expand your reach.