The tug-of-war over hybrid work isn’t going away – and it’s quietly costing companies great hires. Even the most proactive recruitment agencies in Toronto are seeing roles go unfilled when hybrid expectations are unclear. More and more, we’re seeing roles go unfilled or searches stall because the pool of candidates willing to work 4-5 days in-office is shrinking fast. Meanwhile, candidates are walking away from offers that feel rigid or unclear. In this post, we unpack the alignment gap; the growing disconnect between what employers expect and what top performers are looking for, and how companies can bridge it to attract (and keep) the best talent.
I want to do great work. I want to bring creativity, energy, and focus to your team. But here’s my reality: commuting five days a week feels like wasted hours. Hours I could spend on deep work, family, or even just recovering so I can show up at my best.
It’s not that I don’t value the office — I do. I know collaboration and mentorship happen best face-to-face. I’m not opposed to showing up. I’ll show up for important meetings, I’ll mentor juniors, I’ll join team rituals. But when you say “five days in-office, no exceptions,” I hear rigidity, not trust.
What I need is clarity on why I’m being asked to be there. If the expectation is daily office presence, then the purpose behind those days matters: Am I learning? Am I contributing to collaboration? Am I part of something that can’t be replicated remotely?
If you’re vague and just say “hybrid,” I wonder: does that mean one day in the office, or four? Is it at my discretion, or will it change once I sign the offer? And if your competitors offer clear, flexible structures, like two to three purposeful and planned days in-office, I’ll probably choose them over you.
Because here’s the truth, flexibility isn’t about avoiding the office. It’s about making sure the time I spend there matters.
Sincerely,
Your Future Top Performer
We’ll be upfront: our culture is moving back to five days in the office. Not because we don’t believe remote work has value — it does. But we’ve seen firsthand what we gain when we’re together every day: ideas spark faster, decisions are quicker, mentorship is stronger, trust is deeper, and there’s a culture you can feel rather than read about on a screen.
The office isn’t about control; it’s about momentum. It’s about the quick hallway chat that solves what three emails couldn’t. It’s about junior team members absorbing knowledge by sitting near seasoned leaders. It’s about laughter between meetings, shared wins, and those small moments that build real connection over time. The office isn’t about punching a clock; it’s about building something greater than what we could do alone, in our own homes.
We know the commute is a tradeoff. We know flexibility matters. But we also believe that the experience of working shoulder-to-shoulder 5-days a week creates opportunities and career growth that remote setups rarely match. For many of us, this is where some of our best career moments have happened, and where it truly felt you were a part of something bigger.
For us, this isn’t about going backward. It’s about leaning into the culture that makes us stronger, together, every single day.
Sincerely,
Your Future Employer
Nowhere is the tension in hiring sharper than in the debate over flexibility versus face time. Top executive search firms report that misaligned hybrid policies can derail even the most strategic searches, especially for senior or specialized roles like fractional CFOs or interim CFO services.
Candidates are quick to walk away from offers that feel rigid. Employers, meanwhile, fear that loosening their stance will erode culture, mentorship, and performance. It’s the defining standoff of today’s talent market.
But this isn’t a battle one side can “win.” The real solution is alignment. When expectations are clear, transparent, and purposeful, both sides know what they’re committing to – and trust follows.
60% of Clarity’s current open roles require 4-5 days in-office
Employees working 2 days at home performed on par with fully in-office peers, and turnover dropped ~33% under hybrid schedules (Stanford)
At Clarity Recruitment, we see the cost of misalignment every day: top candidates backing out late in the process, searches going unfilled, leaders left frustrated. But we’ve also seen the upside when alignment is done right: momentum builds, offers are accepted, and new hires thrive from day one.
Because the future of work isn’t about choosing remote or in-office. It’s about designing a model where time in the office has purpose, and where both candidates and employers can see the value in showing up.
That’s where Clarity comes in. At Clarity Recruitment, one of the top finance recruitment agencies in Toronto, we help clients align expectations early. We help bridge the gap by aligning expectations early, framing roles with intention, and ensuring both sides start on the same page. The result? Stronger offers, smoother searches, and hires that stick.
If your team is struggling to win top talent in the remote-versus-office debate, let’s talk. The right alignment doesn’t just fill roles — it fuels growth.
Hiring a CFO is not one-size-fits-all search. A startup racing toward product-market fit has very different financial needs than a mature company managing quarterly earnings, regulatory compliance, and investor expectations. Hiring the wrong fit at the wrong stage can lead to frustration, inefficiencies, and costly missteps. So, what kind of leader do you really need?
Are you planning to expand your accounting and finance team this year? Use our finance & accounting salary guide for benchmarking and resource planning.
A job description is more than a list of duties; it’s your company’s first handshake with potential talent. Done well, it can captivate the right candidates. Done poorly, it might scare them off or attract the wrong crowd. Unfortunately, many organizations unknowingly undermine their hiring efforts by making avoidable mistakes in job descriptions.
Let’s explore some of the most common pitfalls and how you can sidestep them to craft compelling, effective job posts.
