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Americans are embracing flexible work—and they want more of it

When the COVID-19 pandemic shuttered workplaces nationwide, society was plunged into an unplanned experiment in work from home. Nearly two-and-a-half years on, organizations worldwide have created new working norms  that acknowledge that flexible work is no longer a temporary pandemic response but an enduring feature of the modern working world.

About the survey

This article is based on a 25-minute, online-only Ipsos poll conducted on behalf of McKinsey between March 15 and April 18, 2022. A sample of 25,062 adults aged 18 and older from the continental United States, Alaska, and Hawaii was interviewed online in English and Spanish. To better reflect the population of the United States as a whole, post hoc weights were made to the population characteristics on gender, age, race/ethnicity, education, region, and metropolitan status. Given the limitations of online surveys, 1 “Internet surveys,” Pew Research Center. it is possible that biases were introduced because of undercoverage or nonresponse. People with lower incomes, less education, people living in rural areas, or people aged 65 and older are underrepresented among internet users and those with high-speed internet access.

The third edition of McKinsey’s American Opportunity Survey  provides us with data on how flexible work fits into the lives of a representative cross section of workers in the United States. McKinsey worked alongside the market-research firm Ipsos to query 25,000 Americans in spring 2022 (see sidebar, “About the survey”).

The most striking figure to emerge from this research is 58 percent. That’s the number of Americans who reported having the opportunity to work from home at least one day a week. 1 Many of the survey questions asked respondents about their ability or desire to “work from home.” “Work from home” is sometimes called “remote work,” while arrangements that allow for both remote and in-office work are often interchangeably labeled “hybrid” or “flexible” arrangements. We prefer the term flexible, which acknowledges that home is only one of the places where work can be accomplished and because it encompasses a variety of arrangements, whereas hybrid implies an even split between office and remote work. Thirty-five percent of respondents report having the option to work from home five days a week. What makes these numbers particularly notable is that respondents work in all kinds of jobs, in every part of the country and sector of the economy, including traditionally labeled “blue collar” jobs that might be expected to demand on-site labor as well as “white collar” professions.

About the authors

This article is a collaborative effort by André Dua , Kweilin Ellingrud , Phil Kirschner , Adrian Kwok, Ryan Luby, Rob Palter , and Sarah Pemberton as part of ongoing McKinsey research to understand the perceptions of and barriers to economic opportunity in America. The following represents the perspectives of McKinsey’s Real Estate and People & Organizational Performance Practices.

Another of the survey’s revelations: when people have the chance to work flexibly, 87 percent of them take it. This dynamic is widespread across demographics, occupations, and geographies. The flexible working world was born of a frenzied reaction to a sudden crisis but has remained as a desirable job feature for millions. This represents a tectonic shift in where, when, and how Americans want to work and are working.

The following six charts examine the following:

• the number of people offered flexible working arrangements either part- or full-time
• how many days a week employed people are offered and do work from home
• the gender, age, ethnicity, education level, and income of people working or desiring to work flexibly
• which occupations have the greatest number of remote workers and how many days a week they work remotely
• how highly employees rank flexible working arrangements as a reason to seek a new job
• impediments to working effectively for people who work remotely all the time, part of the time, or not at all

Flexible work’s implications for employees and employers—as well as for real estate, transit, and technology, to name a few sectors—are vast and nuanced and demand contemplation.

1. Thirty-five percent of job holders can work from home full-time, and 23 percent can do so part-time

A remarkable 58 percent of employed respondents—which, extrapolated from the representative sample, is equivalent to 92 million people from a cross section of jobs and employment types—report having the option to work from home for all or part of the week. After more than two years of observing remote work and predicting that flexible working would endure  after the acute phases of the COVID-19 pandemic, we view these data as a confirmation that there has been a major shift in the working world and in society itself.

We did not ask about flexible work in our American Opportunity Survey in past years, but an array of other studies indicate that flexible working has grown by anywhere from a third to tenfold since 2019. 1 Rachel Minkin et al., “How the coronavirus outbreak has—and hasn’t—changed the way Americans work,” Pew Research Center, December 9, 2020; “Telework during the COVID-19 pandemic: Estimates using the 2021 Business Response Survey,” US Bureau of Labor Statistics, Monthly Labor Review, March 2022.

Thirty-five percent of respondents say they can work from home full-time. Another 23 percent can work from home from one to four days a week. A mere 13 percent of employed respondents say they could work remotely at least some of the time but opt not to.

Forty-one percent of employed respondents don’t have the choice. This may be because not all work can be done remotely  or because employers simply demand on-site work. Given workers’ desire for flexibility, employers may have to explore ways to offer the flexibility employees want  to compete for talent effectively.

2. When offered, almost everyone takes the opportunity to work flexibly

The results of the survey showed that not only is flexible work popular, with 80 million Americans engaging in it (when the survey results are extrapolated to the wider population), but many want to work remotely for much of the week when given the choice.

Eighty-seven percent of workers offered at least some remote work embrace the opportunity and spend an average of three days a week working from home. People offered full-time flexible work spent a bit more time working remotely, on average, at 3.3 days a week. Interestingly, 12 percent of respondents whose employers only offer part-time or occasional remote work say that even they worked from home for five days a week. This contradiction appears indicative of a tension between how much flexibility employers offer and what employees demand .

3. Most employees want flexibility, but the averages hide the critical differences

There’s remarkable consistency among people of different genders, ethnicities, ages, and educational and income levels: the vast majority of those who can work from home do so. In fact, they just want more flexibility: although 58 percent of employed respondents say they can work from home at least part of the time, 65 percent of employed respondents say they would be willing to do so all the time.

However, the opportunity is not uniform: there was a large difference in the number of employed men who say they were offered remote-working opportunities (61 percent) and women (52 percent). At every income level, younger workers were more likely than older workers to report having work-from-home opportunities.

People who could but don’t work flexibly tend to be older (19 percent of 55- to 64-year-olds offered remote work didn’t take it, compared with 12 to 13 percent of younger workers) or have lower incomes (17 percent of those earning $25,000 to $74,999 per year who were offered remote work didn’t take it, compared with 10 percent of those earning over $75,000 a year). While some workers may choose to work on-site because they prefer the environment, others may feel compelled to because their home environments are not suitable, because they lack the skills and tools to work remotely productively, or because they believe there is an advantage to being on-site. Employers should be aware that different groups perceive and experience remote work differently and consider how flexible working fits with their diversity, equity, and inclusion strategies .

4. Most industries support some flexibility, but digital innovators demand it

The opportunity to work flexibly differs by industry and role within industries and has implications for companies competing for talent. For example, the vast majority of employed people in computer and mathematical occupations report having remote-work options, and 77 percent report being willing to work fully remotely. Because of rapid digital transformations across industries , even those with lower overall work-from-home patterns may find that the technologists they employ demand it.

A surprisingly broad array of professions offer remote-work arrangements. Half of respondents working in educational instruction and library occupations and 45 percent of healthcare practitioners and workers in technical occupations say they do some remote work, perhaps reflecting the rise of online education and telemedicine. Even food preparation and transportation professionals said they do some work from home.

5. Job seekers highly value having autonomy over where and when they work

The survey asked people if they had hunted for a job recently or were planning to hunt for one. Unsurprisingly, the most common rationale for a job hunt was a desire for greater pay or more hours, followed by a search for better career opportunities. The third-most-popular reason was looking for a flexible working arrangement.

Prior McKinsey research has shown that for those that left the workforce during the early phases of the COVID-19 pandemic, workplace flexibility was a top reason that they accepted new jobs . Employers should be aware that when a candidate is deciding between job offers with similar compensation, the opportunity to work flexibly can become the deciding factor.

6. Employees working flexibly report obstacles to peak performance

The survey asked respondents to identify what made it hard to perform their jobs effectively. Those working in a flexible model were most likely to report multiple obstacles, followed by those working fully remotely, and then by those working in the office. Our research doesn’t illuminate the cause and effect here: it could be that people who face barriers are more likely to spend some time working from home. It could also be that workers who experience both on-site and at-home work are exposed to the challenges of each and the costs of regularly switching contexts.

Some obstacles were reported at much higher rates by specific groups: for example, about 55 percent of 18- to 34-year-olds offered the option to work fully remotely say mental-health issues  impacted their ability to perform effectively, though only 17 percent of people aged 55 to 64 said the same. Workers with children at home  who were offered full-time remote-work options were far more likely than their peers without children to report that problems with physical health or a hostile work environment had a moderate or major impact on their job.

The results of the American Opportunity Survey reflect sweeping changes in the US workforce, including the equivalent of 92 million workers offered flexible work, 80 million workers engaged in flexible work, and a large number of respondents citing a search for flexible work as a major motivator to find a new job.

Competition for top performers and digital innovators demands that employers understand how much flexibility their talent pool is accustomed to and expects. Employers are wise to invest in technology, adapt policies, and train employees to create workplaces that integrate people working remotely and on-site (without overcompensating by requiring that workers spend too much time in video meetings ). The survey results identify obstacles to optimal performance that underscore a need for employers to support workers with issues that interfere with effective work. Companies will want to be thoughtful about which roles can be done partly or fully remotely—and be open to the idea that there could be more of these than is immediately apparent. Employers can define the right metrics and track them to make sure the new flexible model is working.

At a more macro level, a world in which millions of people no longer routinely commute has meaningful implications for the commercial core in big urban centers and for commercial real estate overall. Likewise, such a world implies a different calculus for where Americans will live and what types of homes they will occupy. As technology emerges that eliminates the residual barriers to more distributed and asynchronous work, it could become possible to move more types of jobs overseas, with potentially significant consequences.

In time, the full impact of flexible working will be revealed. Meanwhile, these data give us early insight into how the working world is evolving.

For more on the imperative for flexible work and how organizations can respond, please see McKinsey.com/featured-insights/ Future-of-the-workplace .

André Dua is a senior partner in McKinsey’s Miami office;  Kweilin Ellingrud is a senior partner in the Minneapolis office;  Phil Kirschner is a senior expert in the New York office, where Adrian Kwok is an associate partner and Ryan Luby is a senior expert; Rob Palter is a senior partner in the Toronto office; and Sarah Pemberton is a manager in the Hong Kong office.

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The Realities of Remote Work

• Laura Amico

Work-life boundaries are blurring and managers worry about productivity. What can be done?

The Covid-19 pandemic sparked what economist Nicholas Bloom calls the “ working-from-home economy .” While some workers may have had flexibility to work remotely before the pandemic, this unprecedented shift to remote work looks like it could be here to stay in some form.

• Laura Amico is a former senior editor at Harvard Business Review.

Partner Center

Remote Work Statistics And Trends In 2024

Updated: Jun 12, 2023, 5:29am

Table of Contents

Key remote work statistics, remote work by industry and occupation, remote work by demographics, remote work preferences (surveys, sentiment, etc.), benefits and challenges of remote work, remote work trends.

The paradigm of traditional workspaces has undergone a seismic shift thanks to the Covid pandemic. As a result, remote work has emerged as a dominant trend, requiring human resources departments to pivot faster than ever before. In this comprehensive analysis, we present the most recent remote work statistics that are shaping the professional world and working environments across the nation.

As we navigate through the ever-evolving world of post-pandemic work in 2023, several key remote work statistics stand out. They not only offer insight into the current state of remote work but also provide a glimpse into its future.

As of 2023, 12.7% of full-time employees work from home, while 28.2% work a hybrid model

Currently, 12.7% of full-time employees work from home, illustrating the rapid normalization of remote work environments. Simultaneously, a significant 28.2% of employees have adapted to a hybrid work model. This model combines both home and in-office working, offering flexibility and maintaining a level of physical presence at the workplace [1] .

Despite the steady rise in remote work, the majority of the workforce (59.1%) still work in-office [1] . This percentage underscores the fact that while remote work is on an upswing, traditional in-office work is far from obsolete.

By 2025, 32.6 million Americans will work remote by 2025

Looking ahead, the future of remote work seems promising. According to Upwork, by 2025, an estimated 32.6 million Americans will be working remotely, which equates to about 22% of the workforce [2] . This projection suggests a continuous, yet gradual, shift towards remote work arrangements.

98% of workers want to work remote at least some of the time

Interestingly, workers’ preference for remote work aligns with this trend. A staggering 98% of workers expressed the desire to work remotely, at least part of the time [3] . This overwhelming figure reflects the workforce’s growing affinity towards the flexibility, autonomy and work-life balance that remote work offers.

93% of employers plan to continue conducting job interviews remotely

From the employers’ perspective, the acceptance of remote work is evident as well. A remarkable 93% of employers plan to continue conducting job interviews remotely [4] . This indicates a willingness to adapt to virtual methods and signals the recognition of remote work as a sustainable option.

16% of companies operate fully remote

About 16% of companies are already fully remote, operating without a physical office [5] . These companies are pioneers in the remote work paradigm, highlighting the feasibility of such models and paving the way for others to follow.

It’s evident that some industries and job roles are more geared towards remote work than others. Understanding these trends helps us predict the direction remote work will take in the future.

The computer and IT sector leads as the top industry for remote work in 2023 [6] . This aligns with the fact that tasks in this sector are often digital in nature, requiring only a reliable internet connection.

Other industries aren’t far behind. Marketing, accounting and finance, and project management have embraced remote work, using digital tools and platforms to ensure work continuity. The medical and health industry has also seen a shift towards remote work, primarily driven by the rise of telehealth services and the digitization of health records.

Even sectors such as HR and recruiting and customer service, traditionally reliant on physical offices, are experiencing the benefits of remote work. Virtual collaboration tools have enabled these industries to operate effectively, irrespective of location.

Shifting the lens to the most sought-after remote job roles, accountant tops the list in 2022. This showcases how traditional office functions, such as accounting, can successfully adapt to a remote format.

Other prominent remote job postings include executive assistant, customer service representative and senior financial analyst. These roles, although diverse, can all be performed effectively with the right technology, without the need for a physical office.

Recruiters, project managers, technical writers, product marketing managers, customer success managers and graphic designers also feature prominently on the list of remote roles. The wide variety of these roles signifies the expanding scope of remote work across different fields.

These industry and occupation-specific statistics highlight the widespread acceptance of remote work. With the evolution of digital tools and changing work norms, remote work is no longer a niche concept but a growing trend spanning various fields.

The top industry for remote workers in 2024 is computer and IT

• Computer and IT
• Accounting and Finance
• Project Management
• Medical and Health
• HR and Recruiting
• Customer Service

An accountant was the most common remote job posting in 2022

• Executive Assistant
• Customer Service Representative
• Senior Financial Analyst
• Project Manager
• Technical Writer
• Product Marketing Manager
• Customer Success Manager
• Graphic Designer

A closer look at the demographics of remote work in 2023 offers fascinating insights into who is embracing this work model and how it’s affecting their livelihoods.

The highest percentage of remote workers are aged 24 to 35

The age group most likely to work remotely are those aged 24 to 35 [7] . Within this demographic, 39% work remotely full time and 25% do so part time. This suggests that the younger workforce values the flexibility and autonomy offered by remote work, which could have implications for businesses looking to attract and retain this talent group.

Education also plays a significant role in remote work accessibility. Those with higher levels of education have a better chance at remote work. This could be a consequence of the qualities of roles that necessitate postgraduate qualifications, which usually involve cognitive labor that can be done anywhere.

Workers with more education are more likely to have remote work options

A higher percentage of men work remote than women.

In terms of gender, there is a higher percentage of men who work from home than women. Specifically, 38% of men work remotely full time, and 23% part time. Comparatively, 30% of women work remotely full time, and 22% part time. These figures suggest a gender gap in remote work, highlighting the need for more inclusive remote work policies to ensure equal opportunities.

Remote workers on average earn $19,000 more than in-office workers

Remote work also seems to have a positive impact on earnings. Remote workers, in comparison, make an average of $19,000 more than those in the office [1] . Remote workers make an average of $74,000, while in-office workers typically have an average salary of $55,000.

Those who opt for a hybrid work model report the highest average salary at $80,000. This may be attributed to the flexibility and balance that hybrid work offers, enabling workers to maximize their productivity and potentially take on more responsibilities.

These demographic insights serve as a snapshot of the current remote work landscape. Understanding these patterns can help employers design remote work policies that cater to their workforce's needs and preferences, while also bridging any gaps in accessibility and pay.

As remote work becomes more prevalent, it’s important to understand workers’ sentiments towards this evolving model. Surveys and studies offer revealing insights into workers’ preferences and how remote work impacts their lives.

57% of workers would look for a new job if their current company didn’t allow remote work

One of the most compelling statistics indicates that 57% of workers would consider leaving their current job if their employer stopped allowing remote work [6] . This figure underscores the value that workers place on the flexibility and autonomy associated with remote work.

35% of remote employees feel more productive when working fully remote

Productivity is another significant factor that influences workers’ remote work preferences. Thirty-five percent of remote employees feel more productive when working fully remotely [8] . This could be due to reduced commute times, fewer in-person distractions or the ability to design a work environment that suits their needs.

65% report wanting to work remote all of the time

Sixty-five percent of workers desire to work remotely all the time, highlighting the popularity of this work model [6] . At the same time, 32% prefer a hybrid schedule, which combines the best of both worlds—flexibility from remote work and collaboration opportunities from in-office work.

71% of remote workers said remote work helps balance their work and personal life

When it comes to work-life balance, a crucial aspect of employee well-being, remote work seems to be making a positive impact. Seventy-one percent of remote workers stated that remote work helps balance their work and personal life [9] . However, it’s important to acknowledge that 12% reported that it hurts their work-life balance, indicating that remote work may not suit everyone.

Understanding these preferences is vital for organizations as they design their remote work policies. The goal should be to harness the benefits of remote work—such as increased productivity and improved work-life balance—while addressing potential drawbacks to ensure a positive remote work experience for all employees.

Embracing remote work comes with its own set of benefits and challenges, impacting both employees and employers in various ways. Understanding these aspects can help in creating effective strategies for managing remote work.

Remote workers say that flexible hours are the top benefits of working remotely

69% of remote workers report increased burnout from digital communication tools.

However, the transition to remote work is not without its challenges. Sixty-nine percent of remote workers experience increased burnout from digital communication tools [10] . The constant stream of digital communication can lead to mental fatigue, underscoring the need for proper work boundaries and digital wellness strategies.

53% of remote workers say it’s harder to feel connected to their coworkers

Another challenge associated with remote work is the lack of face-to-face interaction. Surveys of remote workers report finding it harder to feel connected to their coworkers [9] . Yet, 37% feel that remote work neither hurts nor helps with connection to coworkers. This highlights the need for effective communication and team-building strategies in a remote setting.

Research shows that employers can save $11,000 per employee when switching to remote work

While the challenges are noteworthy, remote work also offers significant financial benefits for employers. Research shows that employers can save $11,000 per employee when switching to remote work [11] . These savings come from reduced costs associated with office space, utilities and other resources.

In essence, while remote work offers tangible benefits including flexible hours and cost savings, it also presents challenges such as digital burnout and reduced social connection. Employers and employees need to work together to maximize the benefits while effectively addressing the challenges to create a healthy and productive remote work environment.

The shift towards remote work has brought several notable trends to the forefront, shaping how companies and employees approach this model of work.

60% of companies use monitoring software to track remote employees

The use of monitoring software is one trend that’s gained traction. As many as 60% of companies now rely on such tools to track remote employees [12] . While these tools can aid productivity and accountability, they also pose privacy considerations, highlighting the need for transparency and consent in their use.

73% of executives believe remote workers pose a greater security risk

Cybersecurity has also become a major concern for businesses. A significant 73% of executives perceive remote workers as a greater security risk [13] . This concern stresses the need for robust security protocols and employee education about safe digital practices in a remote work setting.

32% of hybrid workers report they would take a pay cut to work remotely full time

Another trend that showcases the preference for remote work is the willingness of employees to accept financial trade-offs. A surprising 32% of hybrid workers state they would consider a pay cut to work remotely full time [14] . This reflects the high value workers place on the flexibility and autonomy remote work provides and could potentially impact how companies structure compensation in the future.

Each of these trends provides valuable insights into the evolving dynamics of remote work. As we continue to adapt to this new work landscape, understanding these trends will be crucial in shaping effective remote work policies and practices.

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13 Best Work From Home Marketing Jobs

Author: Holly Reisem Hanna

December 10, 2023 4 Comments

Are you searching for work from home marketing jobs? This comprehensive list has you covered!

When I started my remote job search in 2007, I asked friends, past coworkers, and employers if they knew of or had any work that I could do from home. My networking efforts paid off when my friend said she needed a freelancer to do some marketing research for her company.

As a newbie to the field, I began doing simple marketing research. I then moved up to affiliate acquisitions and later became their social media manager.

In 2009, I started my own blog .

As it turns out, I love marketing and advertising!

While I no longer freelance, I still use marketing daily in my business.

If you have a marketing degree, enjoy writing or blogging, or are a skilled social media guru, there are lots of remote marketing jobs available.

How Can You Break Into Marketing?

Some companies will demand that their employees have a bachelor’s degree in marketing, advertising, communications, or a related field, but others will hire employees based on experience and proven track records. Meaning, that if you built up your own social media platforms as an influencer, started a blog, or ran a successful business where you were responsible for marketing, you can easily break into a work from home marketing job. 

Another way to break into marketing is by working your way up the ladder. Many people who work in marketing start out as customer service professionals and then apply for marketing assistant positions with the company they are employed with. Companies would rather hire internally, as the individual already has an established work record with the organization, and they are willing to train the individual for the position. 

Of course, you can always take a course or gain certification online to acquire the skills you need for a remote marketing job. You can also volunteer and freelance to gain experience.

What Skills Do You Need For a Remote Marketing Job?

The skills you’ll need will vary depending on the marketing specialty and role (assistant, specialist, coordinator, manager, strategist, director, or VP) you choose.

For instance, if you’re applying for graphic design positions, you’ll need to have a working knowledge of software programs like Adobe Creative Suite and color management.

If you’ll be working as a social media marketer, you’ll need to know how the different social media platforms work, how to measure results, and how to increase engagement. 

In general, marketers should possess the following skills in order to be successful: 

• Strong writing skills
• Creativity 
• Excellent organizational and project management skills
• Problem-solving capability
• Ability to analyze data
• Leadership skills

Best Work From Home Marketing Jobs with Hiring Companies

Here are the different work from home marketing jobs and hiring companies. If a company is not hiring right now, often you can sign up on their websites for job alerts for future openings.

1. Affiliate Marketing Jobs

Affiliate marketing is an arrangement where an individual promotes a brand’s products or services in exchange for compensation when an action takes place. Usually, this action is a sale or qualified lead.

With affiliate marketing, you can either run your own business promoting affiliate offers, or you can work for the affiliate marketing agency managing affiliate relationships.

For the first option, you’ll promote products and services via an affiliate link that you add to blog posts , newsletters, or social media channels. Even if you don’t have a website or email list, you can get involved with affiliate marketing. This post explains how to promote affiliate offers without a website. As an affiliate promoter, you will make money each time a customer takes an action through your affiliate link.

One blogger that has mastered affiliate marketing is Michelle from Making Sense of Cents. She earns over $50,000 a month through just affiliate marketing sales; you can read her story here .

If you rather work from home managing affiliate relationships, search for affiliate marketing manager jobs. For most of these positions, you’ll need a marketing degree and at least 3-4 years of experience.

Here are some remote marketing jobs to check out:

• Acceleration Partners
• PartnerCentric

2. Content Marketing Specialist

Content writers create content to engage and reach a company’s target audience. Working as a content marketer may involve crafting content for a website, blog, email, white paper, or social media. Content marketers need to understand their target audience and be excellent communicators. They also need to understand how to thoroughly research a topic and present it in many different ways and across different platforms.

If content marketing sounds interesting, explore these companies:

• Brainstorm Force

3. Copywriter

The first time I heard the term copywriting, I thought it was the process of getting books copyrighted; it’s not. Copywriting is creating persuasive copy for promotional assets such as scripts for TV commercials and radio ads, magazine advertisements, website pages, white papers, newsletters, video scripts, blog posts, catalogs, and other written promotional pieces.

With copywriting, you can work as a freelancer, or you can choose to work for an agency. Each arrangement has its pros and cons, which you can read about here .

If working at home as a copywriter sounds appealing, visit these sites for gigs:

• Coalition Technologies
• Copify – freelance
• SmartBug Media

4. Digital Marketing Manager

Digital and email marketers use their marketing skills to write, design, and create emails, and digital marketing materials to reach a target audience and generate leads. Typically, digital marketers work with stats like open rates, click-through rates, impressions, and sales. They know how to create eye-catching materials that get clicked and read (and even shared). If you have marketing experience, expertise in a niche, and a firm grasp of marketing terms and analytics, digital marketing may be a great fit for you.

Look for work from home marketing jobs at:

• DOT & Co
• Thrive Internet Marketing Agency  

5. Marketing Analyst

Marketing analysts study the consumer market for their company and help the company with guided choices and strategic decisions. While analytics are a numbers game, many marketing analysts review text and research to determine if it fits their market. If you’re great at organizing information, understanding statistics, and plotting out marketing strategy, the role of marketing analyst is a lucrative job option.

Like many digital and online marketing jobs, there are plenty of opportunities to telecommute or work from home for someone with the right experience and skillset.

Explore these work at home opportunities with:

6. Marketing Assistant or Specialist

Companies often hire marketing generalists, sometimes called marketing assistants or specialists—to handle several aspects of marketing. They may be excellent at copywriting, email marketing, SEO, and digital strategy. Marketing generalists are often key players on a company’s marketing team because they fill several roles and may also lead projects, organize an approach, or oversee digital marketing assignments. Marketing generalists are often good at understanding analytics—both digital analytics and market analysis.

To look for positions, check out:

• Marketer Hire – freelance marketplace

7. Public Relations and Communications Coordinator

Public relations coordinators understand how to use a company’s platforms, such as online, print, and broadcast media, to put a company’s best face forward to its target audience. Many people think of a public relations coordinator as someone who handles a crisis or helps a company present a positive side to a story when they’re in trouble. In reality, public relations coordinators help companies through their good times too. PR specialists may help during product launches and events, assist with new campaigns and regularly focus on boosting a company’s media profile or position in the community. Most public relations coordinators hold a bachelor’s degree in journalism, communications, business, or language.

For remote public relations jobs, visit:

• DCG Communications
• Jaffe  

8. Social Media Manager and Strategist

Social media managers do more than post updates to Facebook and Instagram. They often manage a company’s social media portfolio and online image. Depending on the scope of their role, they may also design advertisements, plan campaigns, and measure results. They may be in charge of specific social media platforms or manage all their social media accounts. They often understand analytics and may have a specialized background in a certain area such, as Pinterest , LinkedIn, Instagram, Facebook, TikTok, Twitter, or YouTube.  

Finding stay-at-home jobs in social media marketing isn’t difficult, but you need to know where to look. Here are some places to start your search:

• BELAY – freelance
• LiveWorld – freelance
• Robert Half – staffing agency
• VaVa Virtual Assistants – freelance

9. Search Engine Optimization (SEO) Specialist

A search engine optimization (SEO) specialist understands how to boost a company’s online presence, so they’re easily found via search. This may mean creating new, optimized content, updating existing content, or adjusting the overall content strategy to comply with search engine updates and algorithmic changes (which are frequent). SEO specialists have an in-depth grasp of Google analytics and understand search trends, keyword selection, and usability.

If you’ve got a background in SEO and SEM, visit:

• Perfect Search Media
• SEOClerks – freelance marketplace
• TheSearchGuru

10. Entry-Level Social Media Marketers

If you don’t have marketing experience or a marketing degree but are an avid user of social media sites like Facebook, you can become a social media evaluator, rater, moderator, or writer. These individuals rate ads on social media sites to ensure relevancy, accuracy, and quality. Or they might provide customer services and moderation services on social media, or curate content for companies.

For these roles, you must have excellent communication skills, be a daily user of social media, and have a laptop and high-speed internet connection.

Here are some companies that hire for these part-time marketing roles:

• $99 Social – freelance
• Appen – freelance
• ModSquad – freelance
• SocialBee – freelance
• TELUS International – freelance

11. Paid Ads Manager 

Running ads online is a marketing art form that combines tech-savviness, persuasive writing, design, and analytical skills. And to make it even more complex, each platform (Google, YouTube, MSN, Yahoo, Facebook, Instagram, Pinterest, Twitter, TikTok, and LinkedIn) has a unique ad manager, pixel, and way of creating audiences and ads that require a high degree of understanding. If you’re skilled at developing, implementing, modifying, managing, and analyzing effective PPC ad campaigns, this may be the perfect role for you!

You can find remote jobs with these hiring companies:

• SCUBE Marketing

12. Graphic Designer

Because graphic designers create images for ads, landing pages, and other promotional materials, often their career title will follow under the marketing umbrella. If you’re skilled at design and know the basics of marketing, this may be the perfect at-home position for you. Often designers work as freelancers, using platforms like Fiverr , Upwork , and Dribbble to find work, but you can also find full-time work from home positions.

Here are some companies that hire remote designers:

13. Influencer Relations

One of the more modern marketing jobs is the influencer marketing manager. In this role, you’ll be the liaison for brands and talent (influencers and content creators). You’ll start by onboarding the client to understand their marketing goals and target audiences, and then you’ll search for influencers to create content for the brand. You’ll also be responsible for staying within budget, negotiations, content delivery, and providing stats for the client. 

If this career path interests you, explore the following: 

• The Influence Marketing Agency
• The Outloud Group

Conversely, you can become an influencer or content creator and make money through paid sponsorships, creator funds, affiliate marketing, and advertising. If starting your own business as a social media influencer sounds like fun, check out this post for details on getting started.

Best Remote Marketing Jobs Wrap-Up

If you have a marketing degree, enjoy being on social media, or have a successful blog, you’ll find plenty of work from home marketing jobs.

As technology evolves, the marketing industry will continue to expand. The US Bureau of Labor Statistics predicts that from 2023-2033, the need for marketers will grow at a rate of 6%, which is faster than average. And did I mention that marketing pays well? The average salary for a marketing manager is $138,730 per year!

Of course, if you don’t want a full-time marketing job, you can also freelance or start your own marketing business. From being a Pinterest virtual assistant , starting your own blog, or running your own marketing agency from home, there are many at-home opportunities for those who enjoy marketing!

Do you want more remote job leads? Sign up for The Work at Home Woman’s newsletter !

Originally published May 21, 2018. Content updated December 2023.

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About the Author

Holly Reisem Hanna

Holly Reisem Hanna is a former nurse who decided to start a blog to make money from home while caring for her daughter. Since its inception in 2009, The Work at Home Woman has helped millions of readers find legitimate work at home jobs and business ideas. Under Holly's guidance, The Work at Home Woman was named one of the best websites for your career by Forbes two years in a row. Holly graduated from the University of Texas and has been featured in Yahoo Finance, Woman’s World Magazine, CNN, and many others.

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Reader Interactions

September 1, 2021 at 8:38 am

Hi, are the options provided for application only applicable for those living in the states?

September 1, 2021 at 1:42 pm

Most of our job leads are for US residents, but some of these companies hire worldwide.

May 21, 2018 at 12:17 pm

Great choices. I am specializing in copywriter and am loving this area.

May 21, 2018 at 3:07 pm

Glad you enjoyed the list of marketing jobs!

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