At the height of the COVID-19 pandemic, remote work surged—and for a while, it seemed like it might become the new norm. But five years later, many companies have shifted course. From Amazon to JPMorgan to Dell, a growing list of employers are mandating in-office attendance, even if it means employees must relocate.
Still, not everyone is retreating from flexibility. While some organizations continue to embrace remote-first models, others have landed on a middle ground: hybrid work, which combines the flexibility of working from home and the benefits of in-person collaboration in the office.
And it’s working. According to Gallup, hybrid work is now the dominant model in the U.S., with employees reporting higher engagement, better work-life balance, and stronger well-being than their fully in-office counterparts.
So, what does successful hybrid work actually look like in practice?
Let’s take a closer look at six companies that have embraced hybrid work and built successful models that support flexibility, connection, and long-term performance.
Airbnb
In 2021, when Airbnb’s CEO, Brian Chesky, announced its remote policy Live and Work Anywhere—which gives employees the flexibility to live and work from anywhere—there was one catch: employees had to meet regularly with their colleagues at the Airbnb office in San Francisco. He later clarified that “regularly” meant once a month, and it didn’t matter how long you stayed, as long as you came.
The policy is built on five core principles:
- Employees can work from home or the office.
- They can relocate anywhere within the country where they’re employed, with no change in compensation.
- They can work temporarily from other countries, with approval and where local regulations allow.
- Teams are expected to meet up regularly to foster connection.
- Work should be highly coordinated across the company.
Chesky has described this approach as a way to preserve the benefits of in-person connection without defaulting to outdated office norms. Rather than mandate a set number of in-office days per week, Airbnb’s model centers on intentional gatherings—treating time in the office as a tool for collaboration, not a measure of productivity. “I haven’t found a huge value in people being in the office all the time,” he said. “But there’s huge value in coming together sometimes—when it’s purposeful.”
So far, Live and Work Anywhere has been well received. Employees appreciate the flexibility, and Airbnb has seen the benefits of a more distributed workforce without sacrificing alignment. Airbnb Chief Financial Officer Dave Stephenson put it simply: “The business has actually never performed better since we moved to this program. It's working really well for us.”
💡 Designing a hybrid strategy that fits your team? Explore Oyster’s Hybrid Hub for tools, templates, and real-world guidance to get it right.
Cisco Systems
Long before hybrid work became a post-pandemic talking point, Cisco had already embraced it. Even before 2020, roughly half of the company’s workforce was remote—a reflection of both Cisco’s global footprint and its belief that great work isn’t confined to a single location.
So when the pandemic hit, Cisco adapted and accelerated. Instead of issuing rigid return-to-office mandates, Cisco leaned into what it calls a flexible-first philosophy. Employees and managers work together to determine what makes sense based on the nature of their roles and the needs of their teams. That means some employees may be in the office a few days a week, while others remain remote full-time.
Cisco’s hybrid approach continues to evolve, guided by one clear principle: responsiveness. As Jen Scherler-Gormley, Cisco’s Head of HR in the UK and Ireland, describes it, “You can’t just create a one-off perfect hybrid work model. Circumstances may change in a few weeks, months, or years. Keep your approach flexible, not fixed.”
That mindset has helped Cisco remain both agile and aligned. According to Francine Katsoudas, Chief People, Policy, and Purpose Officer at Cisco, the company assesses hybrid needs through the lens of both “the work and the team,” recognizing that some roles require more in-person interaction, while others thrive independently. This intentionality—coupled with ongoing research and employee feedback—has helped Cisco stay ahead of the curve.
Citigroup
In an industry known for long hours and rigid office culture, Citigroup has taken a more progressive approach. Since 2021, the global financial services firm has embraced hybrid work for much of its workforce—with most employees following a three-days-in-office, two-days-remote schedule.
Rather than treat hybrid work as a short-term concession, Citi has woven flexibility into its talent strategy. Employees in hybrid-eligible roles are given two fully remote weeks each August, and similar policies have extended into summer months over the past few years—a small but intentional gesture that sets Citi apart in a highly competitive talent market.
According to CHRO Sara Wechter, the approach has been a differentiator: “We believe our hybrid policy continues to be one of the reasons we’re able to attract and retain top talent globally.”
While some of Citi’s peers—including JPMorgan and Goldman Sachs—have mandated full returns to the office, Citi has held steady in its belief that hybrid work, when done right, supports both performance and culture. That includes clear expectations around in-office time, support for people managers navigating distributed teams, and a continued focus on how flexibility can enhance employee well-being without compromising outcomes.
Grammarly
AI-powered typing assistant Grammarly officially became a remote-first company in 2021—a decision backed by data and shaped by team feedback. While the company maintains offices in San Francisco, New York, Vancouver, and Kyiv, those spaces have been reimagined as collaboration hubs rather than daily destinations. The emphasis is on flexibility, not facetime.
The shift began with a post-pandemic company-wide survey asking employees how often they anticipated returning to the office—daily, weekly, monthly, or not at all. Over 90% said they didn’t see a need to be in the office every day. That insight helped shape Grammarly’s transition away from a traditional five-day in-office model and toward a structure that better matched how people wanted to work.
Grammarly’s hybrid approach revolves around what they call planned on-sites: designated weeks where teams intentionally gather at one of the company’s hubs. These gatherings happen at least twice a year and focus on deep collaboration, relationship building, and complex problem solving.
The company’s CEO, Brad Hoover, noted that “this balanced approach gives our team members the best of both worlds: plenty of focus time as well as in-person collaboration that fosters trust, unlocks creativity and accelerates innovation.”
Hubspot
In 2021, HubSpot doubled down on hybrid work, rolling out a global policy designed around flexibility, autonomy, and intention. Employees were invited to self-select into one of three work styles: @home, @flex, or @office—with the majority opting for remote-first. Today, 72% of HubSpotters work from home, 21% blend home and office, and just 7% are fully in-office.
But HubSpot didn’t stop at flexibility. The company has taken a structured, research-backed approach to hybrid work, investing in programs and roles that prioritize experience and culture at scale. One of those roles is the Manager of Hybrid Experience, led by Meaghan Williams, who’s helping to shape a consistent and inclusive model for 8,000+ employees worldwide.
According to Williams, “The biggest unlock for successful hybrid work is intention. Nothing about hybrid just ‘happens’—you have to design for it.” That design includes clear expectations, async communication norms, flexible benefits, and connection-focused programs that help employees build meaningful relationships across locations.
Of the many hybrid work challenges companies face, connection and culture are among the most persistent. HubSpot has taken a proactive stance, not only by building dedicated hybrid programs but also by developing their first-line leaders to navigate distributed team dynamics with confidence.
As VP of Culture and ESG Eimear Marrinan noted, “We don’t believe there is a one-size-fits-all strategy for building a great culture, and our data shows that employees can be productive and engaged regardless of work preference.”
🧠 For practical tips on communication, collaboration, and project management for remote and hybrid teams, check out The Reef: Oyster’s Open-Source Employee Guide.
Spotify
Spotify introduced its Work From Anywhere program in early 2021. The company’s philosophy is simple: “Work isn’t somewhere you go, it’s something you do.” With that in mind, employees are given the freedom to choose their location and work mode, whether that’s mostly from home, one of Spotify’s offices around the world, or a local co-working space.
The approach is designed to adapt to both personal and professional realities. Job descriptions clearly outline location or regional requirements, and team members decide what makes the most sense for them—not just at the time of hire, but as their lives and ambitions evolve.
Flexibility is paired with intentional practices to maintain connection. Regular team check-ins, active engagement in the Spotify community, and a culture of equal contribution ensure that employees feel included and aligned, regardless of where they work.
And the impact? Spotify has seen measurable results. In 2022, following its commitment to remote and hybrid work, the company reported a 15% lower attrition rate and increased workplace diversity: both signs that flexibility, when paired with trust and structure, can be a long-term advantage.
🎉 Check out how Latana built a thriving hybrid culture across borders by partnering with Oyster.
Building a hybrid model that works
From global tech giants to financial institutions, these companies show that hybrid work can be a competitive advantage. But as their stories make clear, success doesn’t happen by accident. It takes intention and a deep understanding of what your employees and your business need to thrive.
Whether you’re refining your hybrid strategy or building one from the ground up, Oyster’s Hybrid Handbook can help. This comprehensive guide walks through everything from policy design to performance management, so you can build a model that works today and adapts for tomorrow.
About Oyster
Oyster is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.
Oyster enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.
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