As the face of employment rapidly evolves, privacy professionals are starting to consider contract and contract-to-hire positions over direct hiring methods. This shift has become more pronounced, particularly due to the dramatic decline in fully remote job opportunities that once characterized the job market.
Within recent years, job seekers’ desire to work remotely has been the top motivating factor. In 2021, 75% of job offers accepted required three or fewer days in an office, with an overwhelming 80% of that 75% being fully remote jobs. As we moved into 2022, the number of hybrid roles increased to 87%; however, fully remote roles accounted for only 69% of these. The year 2023 saw this trend becoming starker with a further boom in hybrid employment to 90% of job offers accepted, yet just 32% of these roles were fully remote.
As a result of the dwindling fully remote positions by 2023, active job seekers were tasked with making a difficult decision. They had to grapple with the idea of either compromising on work-from-home flexibility or settling for less satisfying options in other areas such as compensation, vertical mobility, and quality of life.
The diminishing number of direct hire fully remote positions has led to contract and contract-to-hire opportunities becoming more appealing to job seekers in the privacy field. These roles are beginning to be viewed as a viable means of maintaining fully remote work settings, according to Law.com.