Sure, but employees would rather work and live away from the grind-zero. If businesses want to attract talent, they need to accept this. Again, it's about leverage. Employees need to hold the line
I actually think that there's room here for a hybrid. Have one track for remote engineers and one for in person. Remote engineers get different work, they generally have a lower ceiling in career potential. In exchange they get what they want, they work mostly by themselves with videoconf/slack as aid.
Of course there's always the exceptions. If you're the top 0.0001% in domain experts in a field, you can do whatever you want.
Citation needed. Most of the people I talk to prefer a hybrid setup - 2/3 days from home, 2/3 days in office. For office days, an obvious caveat is that the entire team has to be present on those days to realize the benefits.
> If businesses want to attract talent, they need to accept this.
Looking around here in SV, plenty of businesses seem to be attracting great talent even with RTO policies.