We dont need any introduction to the Covid pandemic. Its immediate impact, by necessity blurred the lines of our home and place of work. It forced us to without planning or consultation to extend the sanctuary of our home lives and to form makeshift workplaces. Many of us struggled with this, others found a sense of liberty in its imposition. What is for sure though; Pandoras box has been opened. Its knowledge has forced us as employees and employers as to ask big and ongoing questions of what we are willing to accept as the right balance of home work and office life . Remote working has emerged as a game-changer in the world of talent acquisition. As organisations continue to adapt to a new normal, the traditional boundaries of recruitment have blurred, opening up a world of opportunities for both employers and employees. In Luxembourg, renowned for its culturally diverse international business landscape, remote and hybrid working has reshaped talent acquisition strategies. However, it seems that despite this evolution a recent survey conducted by JLL, identifies that there remains is a disconnect between the needs of employees and the expectations of employers when it comes to hybrid and remote working. Remote Hybrid Working in Talent Acquisition: Remote working can offer, in context, numerous benefits for the acquiring company. Employers are able to expand the talent pool by allowing access to a diverse range of candidates beyond geographical constraints. Moreover, reduced office occupancy (said to be at less than 40% according to one study) promotes cost savings through reduced office space requirements and direct overhead expenses. As a side note there has been a tangible shift in the Luxembourg markets office real estate sector; patterns and trends are proving this shift in demand. There are arguments to suggest that a generous home working policy also significantly increases employee satisfaction and ultimately engagement. A content workforce, is, after all a productive one. Challenges and Considerations: Yet, despite its benefits, remote and hybrid working poses challenges for talent retention. One of the primary concerns is maintaining team cohesion and fostering a sense of belonging among remote, and frequently at home-office workers. Moreover, remote working may blur the boundaries between work and personal life, leading in some scenarios to reduced productivity if not managed effectively. Addressing these challenges requires the attention of leadership and the implementation of a sensitive and ever evolving approach to talent acquisition and remote work management. Perspectives in the Real World There are polarized schools of thought on this topic. However in our observation whilst almost all organisaions now require employees to be present in the office, by our estimates, c.70% of firms in the Luxembourg funds and wider financial services market have opted to pursue a hybrid policy, typically with a maximum of two days per week at a home office. Yet despite the direct reduction in some costs, often this arrangement is made not by choice, but by a sense of necessity. I speak to leaders of Luxembourg organisations for a living. There is a common quandary often summerised as follow: I know that overall, my business benefits from a physically present workforce, however the resultant loss of my competitiveness to attract talent in a challenging labour market is forcing me to reluctantly offer a hybrid working model. From the employer's perspective, there is still a real concern that the hybridisation of work will frustrate both direct productivity and the cultural and social fabric of the organisation. This tells us that despite the headline opportunities for a hybrid working model, there is a common consensus that it is not aways to the advantage of the employer. There are outliers however, typically those who are structurally conservative institutions, many have taken a hard line and operate a zero home working policy. They often take the view that despite a loss of competitiveness in their resourcing efforts that the benefits of opting for a pre-Covid working arrangement outweighs the risks. Whilst the labour market remains as robust as we become accustomed to, I foresee that flexible working strategies will, despite the numerous risks, will remain as going concern. This is therefore another tool that organisations are using to provide a competitive advantage in their talent acquisition planning. First published AGEFI March 2025 Courtney Charlton Courtney is co-founder of the Greenfield Luxembourg (2008) and has been active in the Luxembourg financial services and funds industry since 2006. Currently leader of Greenfields search practice. As a recruitment and executive search subject matter expert, Courtney has personally completed more than 500 successful appointments throughout his twenty-year recruitment career.

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We often believe theres a moment in life when everything clickswhen confidence replaces doubt and certainty replaces questions. But that moment rarely comes. Most people you admire are still figuring things out as they go. The difference is theyve made peace with uncertainty. Waiting to have everything figured out can keep you stuck. Action creates clarity, not the other way around. You learn by doing, adjusting, and trying again. Life isnt a straight pathits a series of experiments. Some work. Some dont. Each one teaches you something valuable. When you stop chasing certainty, you gain flexibility. You allow yourself to evolve. And in that freedom, you often find your most authentic direction.

We tend to romanticize breakthroughs. Overnight success stories. Viral moments. Big wins. But the truth is far less glamorousand far more powerful. Real progress comes from showing up on ordinary days. Days when motivation is low. Days when no one is watching. Days when the results arent visible yet. Consistency builds trustwith others and with yourself. Each time you show up, even imperfectly, you cast a vote for the person you want to become. Over time, those votes compound. You dont need to do everything today. You just need to do something. Write one paragraph. Take one walk. Learn one concept. Send one email. The quiet power of showing up is that it removes pressure. Youre no longer chasing perfectionyoure building momentum. And momentum, once started, is hard to stop.

You feel stuck when your old tools no longer work, but your new ones arent fully formed yet. Its the uncomfortable middlethe space between who you were and who youre becoming. Growth requires tension. If everything feels easy and familiar, youre probably not changing much. Feeling stuck means youre stretching beyond what you already know. Instead of rushing to escape the feeling, try listening to it. Ask yourself what no longer fits. What habits, beliefs, or goals need updating? The stuck phase isnt permanent. Its a transition. And transitions, while uncomfortable, are where real change begins.