— Here’s What That Means for Your Business

The workplace has undergone a massive transformation in recent years, and for software engineers, the shift is only accelerating. According to ScienceSoft’s latest research, by the end of 2025, 80% of software engineers will choose to work remotely, with 50% adopting hybrid work models. What started as a pandemic-induced necessity has evolved into a long-term change in how engineering teams function, collaborate, and grow.

But why is this happening — and what are the broader implications for both engineers and employers?

Remote Work as the Standard

Back in 2020, remote work became a survival tactic for companies worldwide. But even as office doors reopened, many employees didn’t walk back through them. Instead, they discovered the benefits of working remotely: flexibility, productivity, and access to a wider pool of job opportunities.

This trend is still gaining traction. ScienceSoft’s research highlights that despite efforts from tech giants to enforce return-to-office (RTO) policies, employee resistance is strong and unwavering. A Hired survey revealed that 21% of software engineers would quit if forced back into a full-time office setting, while 49% would start job hunting immediately.That’s a huge talent risk companies aren’t willing to take lightly.

Incentives Are Replacing Mandates — But They’re Falling Flat

To persuade engineers back to the office, many companies have rolled out a series of incentives: subsidized commuting, free meals, and revamped office spaces. Others have tried less popular strategies, like adjusting salaries based on location or limiting remote work to senior staff only.

Still, these strategies are only mildly effective. At Dell, for instance, 50% of employees continue to opt for remote work, even with incentives and limitations in place. 

The message is clear: If flexibility isn’t on the table, they’ll find it elsewhere.

Hybrid and Remote-First Models

A Stack Overflow survey from May 2024 shows how work environments are evolving:

• 42% of software engineers now work in hybrid models
  
• 38% are fully remote
  
• Only 20% remain in traditional in-office roles
  

Even companies with strict RTO mandates are softening their stance. For example:

• Amazon insists on a five-day in-office schedule — a policy that’s faced intense employee backlash.
  
• Oracle’s NetSuite division takes a lighter approach, asking for just two in-office days.
  
• Microsoft aims for a 50/50 hybrid model, acknowledging that total rigidity could drive top talent away.

This reflects a growing realization: Flexibility wins in the long run.

The Double-Edged Sword for Engineers

While the perks of remote work are undeniable — no commute, better work-life balance, and global job access- it’s not all upside. Engineers face a few trade-offs:

• Less face-to-face mentorship: In-person guidance is harder to come by, making growth feel slower.
  
• Weaker informal networks: Impromptu sessions are harder to replicate online.
  
• Reduced visibility: Those working remotely must be proactive to stay engaged and recognized.

To counter this, many engineers lean into online communities like GitHub, Stack Overflow, and LinkedIn or join virtual hackathons, webinars, and tech meetups. It’s all about staying in the loop and building visibility without being physically present.

Looking Ahead: What 2026 Might Look Like

If ScienceSoft’s predictions hold and all signs point that way, we’re just a year away from seeing 80% of software engineers working remotely, either full-time or in hybrid setups.

Companies that embrace this shift stand to gain:

• Access to global talent
  
• Lower infrastructure costs
  
• Happier, more productive teams
  

Those that resist risk losing their edge and their engineers.

So, what can really help businesses in this situation? Consider Outsourcing.

With software engineers projected to work remotely by 2026, businesses must rethink how and where their teams must be built. Outsourcing can be a smart, practical, future-ready solution to this shift. Here’s how:

1. As location becomes less relevant, outsourcing opens the door to a broader, more diverse talent pool. Companies can tap into skilled engineers worldwide without the constraints of local hiring.

2. Hiring internally takes time, often months. Outsourcing partners can provide experienced, project-ready talent quickly, helping teams move faster and respond to changing priorities.

3. Leading outsourcing firms are already structured for distributed work. They bring established workflows, communication practices, and project management frameworks that reduce the friction of remote coordination.

4. As hybrid and remote-first models become the norm, outsourcing supports a flexible and resilient workforce strategy. It helps companies remain competitive in attracting talent, delivering projects, and adapting to evolving business needs.

For Outsourcing Business Owners: You’re ahead of the curve.

Thanks to remote work, companies like yours can hire highly skilled software engineers from top-tier markets such as the Philippines and Colombia. These regions offer deep tech expertise, cultural compatibility, and excellent communication skills, making them ideal for long-term team integration.

You’re basically set up for success because by already outsourcing, you’re prepared for the future. You’ve adopted a modern, flexible approach to work that many companies are still scrambling to catch up with. You’re better equipped to scale quickly and adapt to change.

Aside from that, outsourcing gives you access to top talent while reducing costs. You maintain high-quality delivery while staying competitive, and those savings can be passed on to your business initiatives.

You’ve already made the cultural and operational shift toward remote or hybrid work. With the right tools, team engagement practices, and trust-based leadership, you’re already thriving in this new work model.

Great engineers now prioritizing flexibility, impact, and culture. Your global hiring strategy gives you a broader reach, helping you attract and retain top talent while your competitors are still trying to figure it out.

For Outsourced Talent: This is your moment.

With companies now hiring beyond their borders, you’re no longer limited by location. You can land roles with innovative businesses from the U.S., Australia, Europe, and beyond— all while living where you’re most comfortable. It’s not just about getting a job, it’s about choosing one that fits your goals, values, and lifestyle.

Remote work has opened the door to better-paying opportunities without the need to relocate. Employers are now competing for your skills, and many are offering flexible hours, competitive salaries, and meaningful work-life balance to attract top engineers like you.

Forget long commutes and rigid office hours. Remote roles give you more time to spend with family, and create a work routine that suits your rhythm—all while building an impressive global career.

While remote work has its perks, it also requires intentional effort to build connections. Without a physical office, mentorship and networking can be harder to come by. That means staying active in virtual communities, engaging with your team, and making sure your work speaks for itself are more important than ever.

It’s no longer just about technical ability. Today’s remote engineers need to be excellent communicators, and self-starters who thrive without constant supervision. The good news? If you invest in these skills, you’ll be a standout in any global team.

Businesses, if you’ve been holding off on outsourcing, this is your sign to move forward.

Filta can help you out. We help businesses connect with top-tier software engineers from highly skilled, cost-effective regions like the Philippines and Colombia. Whether you’re looking to scale quickly, cut costs without sacrificing quality, or access specialized expertise, we’ve got your back.

Here’s how we help:

1. We start by understanding you.
   We listen to your needs, your goals, and your company culture to make sure we know exactly what kind of talent you’re looking for.
   
2. We find top global talent.
   Through our strong international network, especially in high-skill tech hubs like the Philippines and Colombia, we identify engineers who are a perfect match.
   
3. We streamline recruitment.
   We manage the hiring process and ensure the candidates we present are vetted for both skill and cultural fit, so they can hit the ground running.
   
4. We help you handle the admin tasks.
   From legal compliance and payroll processing to tax management and business administration, we take care of the back end, so you can focus on your work.
   

If you haven’t started outsourcing yet, now’s the time. Let us show you how simple and effective it can be.

Head to filtaglobal.com to learn more and get started. 

Final Thoughts

The smartest organizations will meet this moment not with resistance but with innovation. They’ll rethink what productivity looks like, invest in tools that bring people together, virtually or otherwise, and embrace a world where work is something you do, not somewhere you go.

Because by 2026, one thing is clear: if you want to attract and retain the best engineering talent, you better be ready to go remote.