"Remote vs. hybrid" gets debated like there's one right answer. In practice, the right setup depends heavily on what your team actually does and how it works together.
What kind of work does your team do?
Work that's mostly independent — writing, coding, analysis — tends to travel well to remote setups. Work that depends on frequent, spontaneous collaboration often benefits from more in-person time.
How spread out is your hiring pool already?
If you're already hiring across multiple states or time zones, a hybrid model built around one office may not reflect how your team actually works.
What are you optimizing for?
Fully remote teams often gain flexibility and a wider hiring pool, but have to be deliberate about communication and connection. Hybrid teams keep more in-person structure, but only work well when the in-office days actually have a clear purpose — not just attendance for its own sake.
There's no wrong answer, only an unclear one
The setups that fail are usually the ones nobody thought through — a "hybrid" policy with no real reason behind the in-office days, or a "remote" team that never talks synchronously. Whichever you choose, make the reasoning clear to your team.