Vaquancy has a network with more than 3.000 Candidates in Tech Professions. Upon their selection to join Vaquancy Network, they are first asked the following question:

“What is the type of working environment you are looking for?

· Remote

· On-site

· Hybrid”

The vast majority of them (62%) choose the “remote” option, the second option (26%) is “hybrid” and the last option (12%) is on-site.

The conclusion is very clear. Nevertheless, the most interesting part is the reason. Check below some of the factors that render remote work the number one option for work.

Factor #1: Higher Salaries

Remote work gives tech candidates the chance to work for countries with much bigger compensation packages.

For example, a Greek Data Analyst who is not willing to relocate has the following options; Option a: on-site working in a company located in Greece, Option b: remote work for a company located anywhere in the world (Greece included) and Option c: work for a Greek company in hybrid positions.

Option a usually comes with a salary range that matches approximately the average salary in Greece. The average annual salary for a Data Analyst Role in Greece is €16.214.22, according to Payscale ( Therefore, candidate usually expect this salary range for on-site or hybrid jobs. Of course, there are bright exceptions to this rule. However, most candidates approach the matter having in mind an average salary for the position they are looking for.

Option b increases the variety of companies targeted and widens the spectrum of salary range. In this scenario, the Greek Data Analyst could work for a US based company where the average annual salary is $63,442 ( or a Germany-based company where the average annual salary is €46,744 (

Factor #2: Wellness

For many job seekers, remote work is a synonym to wellness. Remote gives them the opportunity to avoid traffic, transfer expenses and general discomfort. According to them, remote work provides with flexibility. Some candidates state that even the dress code is also a discouraging factor for on-site working. Finally, business hours in remote work are said to be more flexible and depend on deliverables rather than having to stay at the office until the shift is completed. Remote does not mean working less but it means working smarter and in more flexible terms.

Factor #3: International Experience

Many tech talents are thrilled to gain some international experience, working for cutting edge industries. In that way, they often experience an alternative way of working, with different tools and new technologies. This experience will provide them with the necessary equipment to develop professionally and upgrade their skills and competencies.

Regardless of the reasons why Tech candidates prefer to work in a remote environment, it is a fact that their preferences defines the companies’ attitude toward recruitment and personnel management. Remote has plenty of advantages for the companies as well. We will dive into this parameter in a different article. Of course, personal wellness and development do not have the same interpretation for everyone. Selecting a work environment is a personal choice and companies have to adjust to each one of them to guarantee employee wellness and happiness.

Updated: 5 days ago

CVs are supposed to be brief documents reflecting the candidates’ experience, background, and personality. Someone would think that candidates pay much attention to their CVs, in order to make sure that all information is put nicely in order with clear writing and format. Instead, some candidates do not upload their CV in a pdf format, while they choose word documents, third parties’ websites URLs or even notepad documents. Working experience is not always clear or is limited to job titles, without any description of the roles and candidates may either exaggerate about their skills or forget to mention them.

Challenge #1: Do not judge a book by its cover!

First impression does matter! However, format and layout should not be decisive factors for screening. Tech Candidates may be very talented and skilled in the technologies required for the role, but they may lack presentation or writing skills. Paying attention to the substantial components of the CV is the safest way to perform effective screening.

Ø TIP: Work with agencies that provide professionally prepared CVs by recruiters. This method guarantees cohesion, and, in this way, you can save a lot of time from screening.

Challenge #2: Read behind the words!

There are two types of issues here; First, some candidates include skills in their CVs that they do not actually have. This is confusing for Tech Recruiters, since they might shortlist candidates that are soon found to be incompetent for the role. Second, some candidates tend to take specific skills for granted. This is also important, since it is possible that qualified talents are left out of the recruitment process.


Ø Study hard about Tech Professions and create a picture in your mind of the expected skills and the way the skills connect to each other. In this way, you will be able to “guess” whether candidates are exaggerating, providing false information, or have not devoted much time and focus to their CVs.

Ø Trust agencies that have already performed technical assessment to their candidates and ensure the latters’ competency.

Challenge #3: Save time!

Why spend all this time to perform CV Screening for candidates that are either not interested, unavailable or unsuitable for the role? Agencies like Vaquancy, provide with candidates that are trained, assessed and certified in specific tools and technologies. What is more, their availability and interest is confirmed prior to the initiation of the recruitment process. As a matter of fact, valuable time is being saved and Recruiters can focus on their main mission which is to find the best fit for their company!

If you want to learn more about the right steps to perform a successful CV Screening, ask Skillscouts, our educational partner!

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