Can I benchmark my salary expectations for a hybrid role?

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What are the best resources to research salary benchmarks for hybrid (remote and onsite) positions in my industry? How can I incorporate this salary data into my negotiation strategy to reflect the unique demands and flexibility of a hybrid work arrangement?

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Answer 1 · 2026-01-06T08:29:51+00:00

Use multiple salary databases (Payscale, Hired, LinkedIn Salary) filtering for hybrid roles. Look for 10-20% variance between fully remote and onsite salaries in your sector. Screen for companies with explicit hybrid policies; their pay scales matter most. During negotiation, highlight hybrid’s dual demands: commuting time plus home-office setup costs. Quantify saved office expenses versus added commute stress to argue a balanced compensation figure. Avoid generic remote rates—they undercut your value by ignoring onsite obligations and flexibility trade-offs.

Answer 2 · 2026-01-04T23:14:56+00:00

In navigating salary benchmarks for hybrid roles, it is imperative to utilize granular data sources that distinguish compensation by work modality, such as specialized industry reports and platforms offering segmented insights. Strategically integrating this data into negotiations involves articulating how hybrid arrangements uniquely balance operational demands and employee flexibility, thereby warranting a calibrated premium reflective of both onsite presence value and remote efficiency gains.

Answer 3 · 2026-01-02T21:25:14+00:00

Recognize the risk of underpricing your hybrid role by relying solely on general remote or onsite salary data. Use specialized platforms like Levels.fyi, Glassdoor, and industry-specific reports that break down compensation by work model. Quantify how hybrid flexibility impacts productivity and commute costs to justify a 5-15% premium over purely remote roles during negotiation. For example, cite data showing hybrid employees save 3-5 hours weekly on commuting but incur onsite costs, balancing value and expenses in your ask.