Remote hiring is cooling. The Jobicy Remote Work Index, which refreshes every Monday, fell to 108.0 for the week of 2–8 November 2026, down 4.1% in 30 days from a January 2026 baseline of 100, in a market its authors describe as cooling. The snapshot analysed 182,400 raw postings, with 26,944 active remote positions and 12,284 new postings published during the latest 30 days.
Hiring companies fell 4.4% over the same period, and new postings fell 8.1%. Those are not collapse numbers — the index is still above its January baseline — but they show a market that is no longer expanding at the pace jobseekers grew used to. Project Management led the current 30-day category comparison at +1.6%, while Software Development remained the largest modelled field this week.
Remote does not always mean global
Remote does not always mean global, the index stresses. Most remote jobs still carry a country, region, authorisation or working-hours requirement. Truly location-independent roles form a distinct part of the market: only 12.0% of listings have no geographic restriction, or 3,233 “work from anywhere” jobs. The United States accounts for 30.9% of active remote jobs (8,336), followed by Europe at 19.5%, anywhere at 12.0%, EMEA at 10.0%, Canada at 6.9%, LATAM at 6.6%, APAC at 5.9% and the United Kingdom at 4.8%.
Only 32.0% of listings disclose an explicit compensation range, down slightly on the month, which remains a frustration for applicants who must guess whether a role pays enough before investing hours in an application. Salary disclosure matters more when hiring cools, because jobseekers cannot afford to chase roles that were never in their range.
What jobseekers should take from it
A cooling index does not mean remote work is disappearing. It means competition for the roles that remain is sharper, and the roles that are growing — project management this month — reward demonstrable delivery skills over generic flexibility claims. Applicants should filter first by geography and authorisation, not just by the word “remote”, and treat “anywhere” listings as a small, contested subset rather than the norm.
For employers, the same data cuts the other way: with fewer companies hiring remotely, a clear salary range and a genuinely flexible location policy stand out more than they did when every listing promised the same thing.
