We need to please be a little more robust in the analysis. This is true for many companies, but also not true for many others. For example, many companies are highly distributed and hire the best talent where they can find it. For example, if you're a multinational company and need a cybersecurity expert to deal with issues that span all products, you'll hire the best person for the job, and since they need to support everybody in the company, do they need to travel to a specific location several days a week....no. In my case, 99% of the people i work with are not located in the headquarters in the city where I live. As you look for more experts, and the company size increases, the necessity for on site work becomes irrelevant. Sure, you want to visit locations periodically, but no hard rules apply.

Here's another example, when the company considered people going back to the office, their weak HR department (most HR departments are weak), was considering requiring people to come into the office a certain number of days per week, and certain groups were thinking of picking days like Tue - Thu. Until we pointed out...wait a minute, so all those late night and very early morning multi-national meetings we started having during COVID, are you going to stop those? So instead of having 4-6 hours of day of overlap between Asia, the US, and Europe, we're going to have an hour and a half. Well that died pretty quickly.

If a company makes hardware like cars, networking equipment, yea some people need to come into to where the equipment is. But many people work in software, and that often doesn't apply.

Of course this applies more to jobs where remote work is natural (e.g. Software, Graphic Design, Customer Service) and even more so where talent is hard to find (e.g. specialized software, cybersecurity. etc).