Any chance of negotiating fully remote instead of hybrid in this market?

[Anonymous]

Anonymous wrote:As a hiring manager, I would be completely annoyed if we got to the end and then you asked me.

Op here. More annoyed than if the candidate just withdrew at the very end? Or just declined your offer?

A big part of this is on the company, their process was too long and ultimately isn’t it on them to sell me on the role as much as I’m trying to sell them on myself ?

[Anonymous]

Anonymous wrote:If you are prioritizing her job then ask yours upfront about the possibility. You may have some wiggle room since this has been a nearly year-long process.

I will disclose I’m bitter because my company has extended offers to multiple people who subsequently backed out after trying to negotiate out of previously-stated policies. In the process we’ve lost other qualified candidates because the original folks wasted our time.

This is a risk you run when the hiring process is over 6 months long. I'm still a little mad that I had to walk away from a dream job because of family circumstances that had changed (not telework/remote - I asked for a delayed start date and they said no, and then it took them almost A YEAR after that to fill the position).

[Anonymous]

Anonymous wrote:As a hiring manager, I would be completely annoyed if we got to the end and then you asked me.

Agreed. You would be labeled as a bit of a problem child from the offset. It says something negative about your character to waste people’s time, knowing you’d only accept a remote job but applying and interviewing for hybrid roles.

If you’re going to do that, then you need to make it clear from the very beginning that you only want to move forward in the process if the role can be considered for fully remote.

[Anonymous]

Anonymous wrote:

Anonymous wrote:As a hiring manager, I would be completely annoyed if we got to the end and then you asked me.

Agreed. You would be labeled as a bit of a problem child from the offset. It says something negative about your character to waste people’s time, knowing you’d only accept a remote job but applying and interviewing for hybrid roles.

If you’re going to do that, then you need to make it clear from the very beginning that you only want to move forward in the process if the role can be considered for fully remote.

Op here. I already explained that when I applied for the role, I was on board with moving to the new location (I mean, tentatively-I’d never been there before). The hiring process took a super long time on the company’s side.

I currently go in to an office 3 days a week, so I’m not opposed. My challenge is the cross country move for my family. It would have worked if the company hadn’t been so slow in their hiring process.

[Anonymous]

What would you do if you had taken the job, moved, then your. Wife’s job went hybrid? This was never going to work.

[Anonymous]

Anonymous wrote:

Anonymous wrote:As a hiring manager, I would be completely annoyed if we got to the end and then you asked me.

Op here. More annoyed than if the candidate just withdrew at the very end? Or just declined your offer?

A big part of this is on the company, their process was too long and ultimately isn’t it on them to sell me on the role as much as I’m trying to sell them on myself ?

Sure, go with that argument, OP, sounds like a winner to me.

[Anonymous]

Is there anything left in the interview process or are you just awaiting an offer.

If the process is done, wait for an offer and then bring it up. Make it clear this was a very recent change in circumstances that you hadn’t expected, which is why you didn’t mention it before.

If there is still another round of something, I’d probably proactively bring it up. Send an email explaining you’re still very interested in the position, but since you initially applied you had a recent change to your family’s circumstances so that you can no longer move out of state. If it’s a complete dealbreaker then no one wastes anymore time. If they do really like you, then you come off as being forthcoming.

[Anonymous]

Anonymous wrote:What would you do if you had taken the job, moved, then your. Wife’s job went hybrid? This was never going to work.

Not OP, but if the wife had already moved, they might have let her work remotely. Who knows. Or they would have moved, he would have started the job, and then she would have already moved and probably quit and found another job there.

I'd go ahead and tell them that your circumstances have changed. Due to your wife's job unexpectedly switching from remote to hybrid, you can no longer move and do hybrid. Tell them you are still very interested in the job if remote is a possibility.

Is this a fed job? That's a very long hiring process.

[Anonymous]

Anonymous wrote:Is there anything left in the interview process or are you just awaiting an offer.

If the process is done, wait for an offer and then bring it up. Make it clear this was a very recent change in circumstances that you hadn’t expected, which is why you didn’t mention it before.

If there is still another round of something, I’d probably proactively bring it up. Send an email explaining you’re still very interested in the position, but since you initially applied you had a recent change to your family’s circumstances so that you can no longer move out of state. If it’s a complete dealbreaker then no one wastes anymore time. If they do really like you, then you come off as being forthcoming.

+1

[Anonymous]

They are checking your references, which means they are excited about you. I would start the conversation now - if you wait until the offer, it looks like you are trying to bait-and-switch.

Reach out to the hiring manager, and let them know that your personal circumstances have changed since you started the process. You're still very excited about the role, but relocating is going to be more difficult now than it was 6 months ago. See if the hiring manager would be open to a hybrid arrangement with frequent travel for the near future. Don't commit to a future move date, but don't take it off the table either - your wife's job has changed once, you have no idea what will happen next year. Vaguely hint that you may have to withdraw your candidacy if this is not possible - if the hiring manager likes you, this will put him/her in panic mode to keep you, vs negotiating mode.

--Signed, hiring manager who hired someone located halfway across the country for a role that was originally designed as hybrid or fully on site, 4 months ago.

[Anonymous]

Anonymous wrote:What would you do if you had taken the job, moved, then your. Wife’s job went hybrid? This was never going to work.

Op here. They didn’t end up making the people who had moved away come back in. The people who relocated were given exceptions. But it’s too late for us to get one now.

[Anonymous]

Anonymous wrote:Is there anything left in the interview process or are you just awaiting an offer.

If the process is done, wait for an offer and then bring it up. Make it clear this was a very recent change in circumstances that you hadn’t expected, which is why you didn’t mention it before.

If there is still another round of something, I’d probably proactively bring it up. Send an email explaining you’re still very interested in the position, but since you initially applied you had a recent change to your family’s circumstances so that you can no longer move out of state. If it’s a complete dealbreaker then no one wastes anymore time. If they do really like you, then you come off as being forthcoming.

Op here. Process is done. They checked my references last week. I’m expecting a written offer this week.

[Anonymous]

Anonymous wrote:They are checking your references, which means they are excited about you. I would start the conversation now - if you wait until the offer, it looks like you are trying to bait-and-switch.

Reach out to the hiring manager, and let them know that your personal circumstances have changed since you started the process. You're still very excited about the role, but relocating is going to be more difficult now than it was 6 months ago. See if the hiring manager would be open to a hybrid arrangement with frequent travel for the near future. Don't commit to a future move date, but don't take it off the table either - your wife's job has changed once, you have no idea what will happen next year. Vaguely hint that you may have to withdraw your candidacy if this is not possible - if the hiring manager likes you, this will put him/her in panic mode to keep you, vs negotiating mode.

--Signed, hiring manager who hired someone located halfway across the country for a role that was originally designed as hybrid or fully on site, 4 months ago.

Op here. This is very helpful. Thank you!

[Anonymous]

Anonymous wrote:Can’t imagine….Maybe if you started and they really liked you but not when negotiating an offer. Besides, fully remote can be snatched back, so it would really only work if they gave you some kind of guarantee and if they wanted the job to be hybrid, why would they do this?

Are there other fully remote employees? One issue with fully remote from another state is there may be implications re taxes or other issues that the employer hasn’t taken into account if there are not other employees in this model.

Op here. They do have other fully remote employees, but none in my state as far as I can tell

[Anonymous]

Anonymous wrote:As a hiring manager, I would be completely annoyed if we got to the end and then you asked me.

Yup. At the hybrid place I work fully remote is a no-go, even for someone in a higher level specialized role that we have been courting for months. It would be a complete waste of everyone's time for you to wait until the offer stage to bring this up.