What Is the Best Work Format in 2026: Remote, Hybrid or Onsite?

Every few days the LinkedIn field feels like a battlefield: some say that remote is dead, others – that remote is the future; hybrid here often recognized as compromise or a trap; onsite builds culture or kills flexibility. Well, everyone has an opinion, but we go further.

So instead of picking sides, we looked at what’s actually happening across the Fintech market (and inside Evotym) to understand how remote, hybrid, and onsite work are evolving, and what candidates should prepare for in 2026.

First, the reality check

After years of shifts, changes and experiments, the global job market finally calmed down. Companies are no longer jumping from fully remote mode to fully office and back again.

According to Gallup consulting recent research, hybrid work has become the most common model. Fully remote roles are still there with us, but no longer growing as fast as in 2020-2021. Studies show that in the US and Europe, over half of employees with flexible roles work in a hybrid setup, not fully remote.

Onsite work hasn’t disappeared either, especially for certain teams and roles. LinkedIn Economic Graph data illustrates that hybrid roles outnumber fully remote job postings across major markets like the US and UK, while onsite roles remain strong in sectors that rely on in-person collaboration (administrative positions, medical workers).

In other words, there’s no format which won. Remote didn’t disappear, while hybrid didn’t replace everything. The market found a balance.

What We See at Evotym Right Now

Looking at Evotym’s open roles right now, the picture is very clear:

• Remote roles: ~65%
• Hybrid roles: ~25%
• Onsite roles: ~10%

This reflects what we see across fintech, iGaming, and Web3 hiring. Remote-first companies are still hiring globally, but they do it very differently than they did a few years ago. Their approach is no longer experimental or chaotic. It’s structured, demanding, and selective.

Remote-First, But Not Effortless

Remote work used to feel like freedom: you were able to work from almost anywhere, got flexible hours and no commute. For many people that was a dream, but after years of remote-first mode something changed.

Now remote work requires structure, discipline, and emotional balance. As Anastasia Zencika, Evotym founder & CEO, mentioned in CoinsPaid Media report: Remote used to mean independence. Now it means intentional coordination.

Evotym operates as a remote-first company, so we definitely know what does that look in practice:

• Clear goals instead of constant check-ins


• Progress reviews instead of “are you online?”


• Documentation instead of endless calls



Companies hiring remotely now expect candidates to already know how to: manage their own time,
 communicate clearly without meetings,

 and stay productive without supervision.



If someone struggles with self-organisation, remote roles filter that out very quickly – especially in iGaming and fintech. As the report states, remote does not mean hands-off, it’s high-trust, high-responsibility work.

Why hybrid work feels safer for many people

Hybrid work has quietly become the safest bet for many companies as well as candidates.

Research from Stanford University shows that hybrid teams can stay just as productive as fully office-based ones, while employee turnover drops significantly. In one large-scale study, attrition dropped by over 30% with no negative impact on performance. People don’t feel trapped, but they don’t feel isolated either.

For candidates, hybrid work often means: flexibility without loneliness; better onboarding and mentorship; clearer boundaries between work and personal life.
For companies, it means collaboration without forcing everyone back to the office full-time.

By 2026, hybrid work is expected to become more formalised: with clearer “anchor days,” more clarity around expectations, and fewer vague policies.

And yes, onsite work still exists

Despite what social media says, office work isn’t dead. Onsite roles are still common in: leadership teams, early-stage startups, roles where fast decisions and close collaboration matter.

However, candidate preferences have changed. Surveys consistently show that lack of flexibility is now a deal-breaker for many professionals. Robert Half reports that over 40% of candidates would reject a job offer if it removed flexible work options.

This doesn’t mean onsite work is “bad”. It means onsite roles must now has to offer something meaningful in return: growth, learning, influence, or strong team culture.

What candidates should prepare for in 2026?

Here’s the uncomfortable truth: remote work is no longer a perk, it’s a huge responsibility and it’s not easier than office work. Unfortunately, remote mode is not a “magic pill” or a solution for everyone.

By 2026, the most successful candidates, especially in remote and hybrid roles, will be those who adapt.

Soft skills now matter more than anything, even more than hard skills sometimes. Because last one you can obtain quickly enough, but it will take years to gain those:

• self-management and planning,
• clear written communication,
• ownership and accountability,
• emotional resilience,
• knowing how (and when) to disconnect.

Freedom at work only works when people understand their impact and take responsibility for it. As Alexandra Kuzminova, Chief Human Resources Officer at CoinsPaid, notes in the CoinsPaid Media report, freedom only works when ownership is engineered into the culture and embraced by individuals.

Final Thought: Choose the Model That Fits You

Remote, hybrid, and onsite work will all exist in 2026. None of them is a universal solution, in other words, there is no “best” format – only the one that fits especially you: your personality, your habits, your energy, and your stage of life.

Before taking your next role, take a moment to reflect on your needs and preferences. Ask yourself a couple of questions to understand, which model suits you best:

1. Do I get energy from people or from quiet focus?
2. Can I stay productive without external structure?
3. Does the company’s culture align with my preferred work style?
4. How much collaboration does my role actually require?
5. Do I have a suitable workspace at home for deep focus?
6. How do I handle distractions or changes in routine?
7. Which type of environment helps me learn and grow faster?

Understanding how you naturally work, what motivates you, and how you like to communicate helps you choose a work setup where you can thrive long term.

If you’re energized by people and teamwork, an office or hybrid setup can keep you inspired and connected. If you prefer working independently and focusing at your own pace, remote work can give you the freedom and clarity you need to do your best work.

The strongest candidates don’t blindly chase trends, they understand how they work best, choose roles accordingly, adapt their skills to match the reality of the market.

And that adaptability might be the most valuable skill of all.

Looking for a role that fits your working style?

At Evotym, we hire across all formats, because we know productivity looks different for different people.

If you’re figuring out what kind of work environment helps you stay focused, motivated, and effective, take a look at our current openings.

You might find a role that fits not just your skills, but your working style too.

👉 Explore open positions on the Evotym careers page