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有沒有幻想免除日常通勤奔波，卻又擔(dān)心在家工作不適合高層管理者？如果你這樣想過，好消息來了，因為遠(yuǎn)程辦公已經(jīng)有所變化。

發(fā)布兼職和全職遠(yuǎn)程工作的招聘網(wǎng)站FlexJobs最近分析了美國勞工統(tǒng)計局的數(shù)據(jù)，發(fā)現(xiàn)目前在家辦公者平均年齡是46歲及以上，學(xué)歷在學(xué)士以上，工資中位數(shù)也比到辦公室上班的人們高。勞工統(tǒng)計局還指出，和其他類型的勞動者相比，從事“管理或?qū)I(yè)服務(wù)”的人在家完成全部或部分工作的機(jī)會更多。

FlexJobs首席執(zhí)行官薩拉·薩頓·費爾說，想遠(yuǎn)程工作的高管“往往驚訝地發(fā)現(xiàn)，符合自己工作經(jīng)驗與事業(yè)水平”的職位選擇非常多。截至今年9月中，在該網(wǎng)站上招聘有意遠(yuǎn)程辦公的高層以及核心管理職位有1081個。

以下是最新10個在家上班職位的頭銜以及工資：

· 首席營銷官，170,500美元

· 數(shù)字/在線營銷主管，100400美元

· 財務(wù)主管，111000美元

· 產(chǎn)品營銷主管，137800美元

· 戰(zhàn)略合作伙伴主管，130300美元

· 供應(yīng)商關(guān)系運營總監(jiān)，88000美元

· 區(qū)域副總裁，138000美元

· 外聯(lián)副總裁，126000美元

· 數(shù)據(jù)科學(xué)副總裁，125800美元

· 工程副總裁，235000美元

薩頓·費爾指出，除了相應(yīng)的專業(yè)學(xué)識，應(yīng)聘者還應(yīng)強調(diào)自己熟練使用Skype、Slack和Google Hangouts等遠(yuǎn)程工具的能力。她建議，在面試時或求職信中詳細(xì)介紹此前遠(yuǎn)程管理及合作的經(jīng)驗?！氨热缯f，你怎么組織遠(yuǎn)程會議？怎樣和團(tuán)隊溝通以及溝通頻率如何？怎樣追蹤最終期限和項目？越詳細(xì)越好?！?薩頓·費爾還表示，如果以前沒有遠(yuǎn)程工作的經(jīng)驗，不一定會落選，前提是能用實例說明怎樣發(fā)揮“軟”實力完成重大任務(wù)。

TeleworkRecruiting是另一家大型遠(yuǎn)程工作招聘網(wǎng)站。該網(wǎng)站總裁帕梅拉·拉喬亞說：“遠(yuǎn)程上班的管理者需要具備的‘人際能力’和到公司上班的管理者完全一樣，而且要更強才行。團(tuán)隊領(lǐng)導(dǎo)遠(yuǎn)程工作的要求高得多?！北热?，遠(yuǎn)程團(tuán)隊負(fù)責(zé)人要跟直接下屬密切聯(lián)系就更費勁，因為空間距離遠(yuǎn)了很容易漏掉關(guān)鍵信息。拉喬亞指出：“如果可以的話，一個月至少要去辦公室一次，和團(tuán)隊成員見面，鼓勵他們把心里的問題說出來。而且，要比每天見面傾聽得更認(rèn)真?！?

她還說，遠(yuǎn)程管理并不是適合所有人。對某些性格，特別是外向的人（大多數(shù)估算顯示，外向者約占美國人口的一半）來說，辦公室里的交流和友誼比想象中重要得多，等到日復(fù)一日地獨自在家上班才會意識到。

不確定自己能否適應(yīng)？拉喬亞的建議是：“試著在家工作一個月，就做現(xiàn)在的工作。你可能感覺良好，也可能覺得太孤單又與世隔絕，沒準(zhǔn)會歡呼著跑回辦公室上班?！保ㄘ敻恢形木W(wǎng)）

作者安妮·費希爾是職場專家，也是提供職場建議的專欄作家。她在《財富》開設(shè)“解決問題”（Work It Out）專欄，向讀者提供21世紀(jì)的工作與生活指南。

譯者：Charlie

審校：夏林

Ever daydream about ditching your daily commute, but worry that working from home just isn’t compatible with a senior management career? If so, here’s some good news: Telecommuting has evolved.

FlexJobs, a site that posts openings for positions that allow remote work all or part of the time, recently analyzed data from the Bureau of Labor Statistics and found that the average telecommuter now is age 46 or older, has at least a bachelor’s degree, and earns a higher median salary than his or her in-office counterpart. The BLS also reported that employees classed as “managerial or professional” were more likely than other types of workers to do all or some of their work from home.

Executives who’d like to telecommute “are often surprised by the variety of remote jobs that match their experience and career level,” says FlexJobs CEO Sara Sutton Fell—and not just a few positions, either. As of mid-September, the site listed 1,081 senior management and C-suite openings for people interested in telecommuting.

Ten recent and current examples of titles and salaries for these work-at-home jobs:

· Chief Marketing Officer, $170,500

· Director of Digital/Online Marketing, $100,440

· Director of Finance, $111,000

· Director of Product Marketing, $137,800

· Director of Strategic Partnerships, $130,300

· Head of Operations, Vendor Relations $88,000

· Regional Vice President, $138,000

· Vice President for Communications, $126,000

· Vice President of Data Science, $125,800

· Vice President of Engineering, $235,000

Beyond the appropriate professional know-how, candidates need to stress how adept they are with virtual tools like Skype, Slack, and Google Hangouts, says Sutton Fell. In interviews or cover letters, she suggests going into detail about how you’ve managed or collaborated from a distance in your career so far. “How did you run remote meetings, for example? How did you communicate with your team, and how often? How did you track deadlines and projects? The more specific you can be, the better.” Lacking previous telecommuting experience won’t necessarily put you out of the running, Sutton Fell adds, if you can give examples of how you’ve used your “soft” skills to accomplish big things.

“A virtual manager needs all the same ‘people skills’ as an in-person manager, only super-sized,” notes Pamela LaGioia, president of TeleworkRecruiting,another big virtual-job site. “Leading remotely is a lot more demanding.” Virtual team leaders should make an extra effort to keep up strong relationships with direct reports, for instance, because physical distance makes it easier to miss critical information. “If you can, go on-site in person at least once a month, meet with each team member one on one, and encourage people to tell you their concerns,” says LaGioia. “Then, listen even more carefully than you would if you saw them every day.”

Long-distance leadership isn’t for everybody, she adds. Some personality types, notably extroverts (about half the U.S. population, by most estimates), thrive on the contact and camaraderie of an office more than they may realize—until they try working home alone, day in and day out.

Not sure if that might apply to you? “Try doing your current job from home for a month,” LaGioia suggests. “You may be fine with it, or you may find you feel so lonely and out of touch that you run screaming back to the office.”

Anne Fisher is a career expert and advice columnist who writes “Work It Out,” Fortune’s guide to working and living in the 21st century.