Pnet reported a 28% year-on-year increase in advertised remote opportunities across its platforms during January–June 2026. Its July release also identifies growth beyond IT. This is evidence about recruitment advertisements in the dataset, not a count of all South Africans working remotely or a measure of UK employers’ hiring.
What the Pnet figures measure
The following figures come from Pnet’s own release, published on 21 July 2026. Retain the different comparison periods when using them.
| Measure | Reported change | Comparison period |
|---|---|---|
| All remote opportunities | Up 28% | First half of 2026 versus first half of 2025 |
| All remote opportunities | Up 41% | Over the preceding two years |
| Remote IT opportunities | Up 44% | Over the preceding two years |
| Remote finance opportunities | More than quadrupled | Over the preceding two years |
| Remote marketing and design/media opportunities | Each doubled | Since 2024 |
These are growth measures, not the proportion of all jobs that are remote. Pnet describes remote work as a relatively small part of the overall market. These aggregate percentages cannot establish the number of available candidates, completed UK hires or an employer’s likely saving.
What the UK hiring report adds
In a separate EWN report dated 27 July 2026, Job Crystal CEO Sasha Knott described increasing international recruitment requests, particularly from UK businesses, including finance, sales and marketing roles. That is an attributed recruiter’s observation. It is useful context, but it does not supply a national hiring total or verify a particular salary or saving percentage.
Turn market interest into a specific hiring brief
HST’s practical recommendation is to start with the work your business needs covered. A growing vacancy category does not tell you which role to hire first. Identify the tasks, required experience, working hours, tools and manager before comparing candidates or providers.
- Finance support: specify the accounting system, reconciliation or invoicing tasks, review process and access permissions. Distinguish routine administration from work requiring professional qualifications.
- Customer and sales support: define the channels, expected service hours, escalation rules and CRM responsibilities. Check written communication and relevant customer experience.
- Marketing and content: identify the audience, deliverables, source-checking and approval process. Evaluate relevant work samples against a clear brief.
- IT support: state the technology stack, support level, ticket coverage and security requirements. A broad IT vacancy trend cannot demonstrate readiness for your systems.
Check cost and delivery separately
Compare candidates with the same duties, hours and experience. Obtain current salary evidence and a written service quotation; include benefits, employer contributions, equipment, management time, setup and FX charges. The salary source guide explains different pay definitions, and the cost comparison explains its illustrative assumptions.
Agree availability, handovers and a connectivity contingency with each person. Establish who supervises work and who handles employment matters. Use the EOR guide and due-diligence worksheet to assess a proposed arrangement. Neither a market growth figure nor an EOR label establishes the suitability of a particular contract.
What candidates can take from this
Choose a role that fits your experience, study current vacancy requirements and prepare relevant work samples using fictional or authorised data. Explain your contribution clearly and keep confidential client information out of a portfolio. Read the candidate guide for the HST route and expectations. Growth in advertised opportunities does not guarantee a job offer.
Plan the next step
For employers, the useful next step is a clear brief and a realistic budget. Browse the role guides or discuss a specific hiring requirement. Measure delivery against agreed standards once the role is filled.
Source review: 10 September 2026. Retained verified growth figures, added Pnet’s direct attribution and comparison periods, and separated platform vacancy data from recruiter observations and HST’s practical guidance.
