<?xml version="1.0" encoding="utf-8"?> <rss version="2.0"> <channel> <title>Junior Remote Jobs | Find Junior and Entry-Level Remote Job Positions</title> <link>https://www.juniorremotejobs.com</link> <description>Looking for junior or entry-level remote jobs? JuniorRemoteJobs.com connects you with the best junior remote positions. Start your remote career journey today!</description> <lastBuildDate>Wed, 04 Feb 2026 11:25:32 GMT</lastBuildDate> <docs>https://validator.w3.org/feed/docs/rss2.html</docs> <generator>https://github.com/jpmonette/feed</generator> <language>en</language> <image> <title>Junior Remote Jobs | Find Junior and Entry-Level Remote Job Positions</title> <url>https://www.juniorremotejobs.com/images/logo-512.png</url> <link>https://www.juniorremotejobs.com</link> </image> <copyright>All rights reserved 2024, JuniorRemoteJobs.com</copyright> <category>Bitcoin News</category> <item> <title><![CDATA[Avoid These 12 Internship Application Mistakes That Sabotage Your Career Before You Even Start]]></title> <link>https://www.juniorremotejobs.com/article/avoid-these-12-internship-application-mistakes-that-sabotage-your-career-before-you-even-start</link> <guid>avoid-these-12-internship-application-mistakes-that-sabotage-your-career-before-you-even-start</guid> <pubDate>Wed, 04 Feb 2026 01:00:43 GMT</pubDate> <description><![CDATA[Hey there, future go-getters! It’s Anita Jobb here from College Recruiter. Grab a coffee—or a heavily caffeinated energy drink, I know how finals week gets—and let’s have a real talk. It’s internship season. I can practically feel the collective anxiety radiating off college campuses nationwide. You’re stressed, you’re trying to balance Intermediate Accounting with finding a blazer that doesn’t smell like last semester’s pizza, and you feel like your entire future hinges on landing that perfect summer gig. I get it. I really do. But here’s the thing: In my time chatting with recruiters, hiring managers, and career counselors, I’ve seen thousands of applications. And honestly? A lot of bright, talented students are sabotaging themselves before they even get out of the gate. They aren’t getting rejected because they aren’t smart or capable. They’re getting rejected because they’re making silly, avoidable mistakes that send the wrong signal to employers. Think of me as your cool Aunt Anita in the HR department. I want you to win. I want you to snag that internship that makes your LinkedIn profile pop. So, I’ve compiled the “Dirty Dozen”—the 12 most common blunders students make when applying for internships, and exactly how to fix them so you stand out for the *right* reasons. Let’s dive in. --- ### 1. The “Spray and Pray” (Generic Applications) This is probably the #1 offender. You create one resume and one vaguely worded cover letter (“To Whom It May Concern: I want a job at your company…”), and then you blast it out to 50 different listings on Indeed in under an hour. **Why it hurts you:** Recruiters have a sixth sense for copy-paste jobs. When you send a generic application, it tells the employer, “I don’t care specifically about *you*; I just want *anything*.” It looks lazy. If you won’t take the time to tailor your application, why would they believe you’ll take the time to do good work on the job? **How to avoid it:** **Quality over quantity**, folks. It is vastly better to send 10 highly targeted, thoughtful applications than 100 generic ones. Tweak your resume summary to match the keywords in the job description. Write a cover letter that mentions why you specifically want to work for *that* company (mention a recent project of theirs, their values, or their news). Make them feel special. ### 2. Waiting Until April to Start Looking Look, procrastination is practically a prerequisite for a college degree. I know how easy it is to say, “I’ll deal with internships over Spring Break.” But by then, many of the sweetest gigs—especially in competitive fields like finance, tech, and big marketing firms—are already gone. Some big companies start recruiting in the *fall*. **Why it hurts you:** You’re left fighting over the scraps. You miss out on structured programs and are forced into a panicked scramble for anything that’s left, which often means unpaid gigs or roles that don’t actually align with your career goals. **How to avoid it:** **Start early**. Like, “yesterday” early. If you’re reading this in September, start looking now for next summer. If it’s January, kick it into high gear immediately. Set up job alerts on College Recruiter so you know the second new opportunities drop. ### 3. The Typos That Haunt Your Dreams A typo on a term paper might cost you half a letter grade. A typo on a resume can cost you an entire career opportunity. I’ve seen resumes for “Detail-Oriented Accounting Majors” that list their experience in “Finnance.” **Why it hurts you:** It screams carelessness. Hiring managers think, “If they can’t be bothered to spellcheck a one-page document that represents their entire professional life, how are they going to handle an important client email or a complex data set?” It’s an immediate red flag that suggests a lack of professionalism. **How to avoid it:** **Spellcheck is not enough**. Your brain will auto-correct your own mistakes because you know what you *meant* to write. Read your resume backward, sentence by sentence. Print it out and read it on paper. Better yet, force your roommate, your mom, or someone at the campus writing center to proofread it mercilessly. ### 4. Ignoring the Application Instructions The job posting says, “Please upload your resume and cover letter as a single PDF and label the file ‘LastName_FirstName_Internship’.” You upload two separate Word documents named “Resume_FINAL_v12” and “CL_draft.” **Why it hurts you:** This is the very first test of your ability to follow directions. Failing this test is basically telling the recruiter, “I don’t pay attention to details, and I think your systems don’t apply to me.” It makes their administrative life harder, and annoyed recruiters don’t schedule interviews. **How to avoid it:** **Read the application instructions three times** before you hit submit. Follow them exactly. If they ask for a PDF, give them a PDF. If they want a specific subject line in the email, copy and paste it precisely. Show them you are coachable and attentive. ### 5. The “Brand Snob” Mentality You only apply to Google, Goldman Sachs, and Disney. If you haven’t heard of the company, you scroll right past it. **Why it hurts you:** You are ignoring about 95% of the amazing opportunities out there. Small and mid-sized businesses (SMBs) are huge drivers of the economy and often offer *better* internships than the giants. At a massive corporation, you might just be fetching coffee for the person who fetches coffee. At a smaller company, you might actually be drafting social media strategy, sitting in on client meetings, and doing real work because they genuinely need the help. **How to avoid it:** **Broaden your horizons**. Research companies based on the *industry* and the *role*, not just the brand name. Look for companies with good cultures that are doing interesting work in your field. A meaty, hands-on internship at “Mid-Sized Logistics Co.” looks way better on a future resume than “Paper Shredder Intern” at a Fortune 500. ### 6. The Unprofessional Digital Footprint The recruiter gets your resume, likes what they see, and then Googles your name. The first thing that pops up is your public TikTok complaining about how much you hate doing work, or an Instagram photo from last weekend’s keg stand. **Why it hurts you:** It’s hard to take a candidate seriously as a future professional when their online persona screams “permanent spring break.” Companies are terrified of hiring liabilities. They don’t want someone who will embarrass their brand. **How to avoid it:** **Google yourself right now** in an incognito window. See what comes up. Lock down your privacy settings on everything personal. Change that Instagram handle from @PartyKing_99 to something normal. Clean up your LinkedIn profile and make sure it matches the professional persona you’re presenting in your application. ### 7. Skipping the Cover Letter (Even When It’s “Optional”) Many application portals make the cover letter optional. Students see this and think, “Awesome, less work!” and skip it. **Why it hurts you:** “Optional” in recruiter-speak often means “Optional for lazy people; required for people who really want this job.” If you have zero experience, the cover letter is the *only* place you can explain your passion, connect your coursework to the real world, and show a bit of personality. Skipping it makes you look like you’re doing the bare minimum. **How to avoid it:** **Always write the letter**. Keep it concise. Don’t just rehash your resume. Use it to tell a brief story about why you love this field, or connect the dots between a class project and the skills they are asking for. ### 8. Focusing Only on GPA, Not Skills You have a 3.9 GPA. That’s awesome, and you should be proud! But your resume leads with your GPA and lists every relevant course you’ve taken, with almost no mention of actual skills, projects, or previous work experience (even non-related work). **Why it hurts you:** Employers care less about how well you take tests and more about what you can actually *do*. Can you use Excel pivot tables? Can you write code in Python? Can you manage a project timeline? A high GPA gets your foot in the door, but demonstrated skills get you the job. **How to avoid it:** **Highlight course projects** where you applied knowledge. Did you create a marketing plan for a mock product? Did you build a financial model in a group project? Put those on your resume under a “Relevant Projects” section. List hard skills clearly. Even your part-time job as a barista shows soft skills like customer service, time management, and working under pressure. ### 9. Ghosting the Career Center Your college has a building full of people whose entire full-time job is to help you get hired. You have never met them. **Why it hurts you:** You are leaving free money—and expertise—on the table. These folks have connections with alumni employers. They know which companies love hiring students from your specific program. They can do mock interviews with you. Ignoring them is like trying to learn to swim while refusing to use the life preserver right next to you. **How to avoid it:** **Make an appointment this week**. Bring your resume. Ask them for help identifying target companies. Ask about alumni networking events. Use the resources your tuition is already paying for! ### 10. The “Winging It” Interview You land the interview! Congrats! You figure you’re good at talking to people, so you’ll just show up and be your charming self. **Why it hurts you:** Charm doesn’t answer behavioral interview questions like, “Tell me about a time you failed when working on a team.” When you wing it, you ramble. You miss opportunities to highlight your strengths. You say “um” and “like” every three words because your brain is scrambling for an answer. **How to avoid it:** **Prep is everything**. Research the company thoroughly. Practice the STAR method (Situation, Task, Action, Result) for answering behavioral questions. Have 3-5 go-to stories from your classes, jobs, or extracurriculars that you can adapt to different questions. Practice out loud in front of a mirror or your cat. ### 11. The Silent Treatment at the End of the Interview The interviewer asks, “So, do you have any questions for me?” You smile nervously and say, “Nope, I think you covered everything!” **Why it hurts you:** This is the kiss of death. It signals zero curiosity and zero genuine interest in the role. If you don’t have questions, it looks like you don’t care enough to want to know more. **How to avoid it:** **Always have at least three prepared questions**. Good ones include: “What does success look like in the first 30 days of this internship?” “How would you describe the company culture here?” or “What’s the biggest challenge the team is facing right now that an intern could help with?” ### 12. Forgetting the Follow-Up You leave the interview, heave a sigh of relief, and wait by the phone. **Why it hurts you:** You’re missing a final chance to sell yourself and show professionalism. A lack of follow-up can make you seem ungrateful for their time. In a tight race between two good candidates, the one who sent a thoughtful thank-you note often gets the edge. **How to avoid it:** **Send a thank-you email within 24 hours** to everyone you interviewed with. Keep it brief. Thank them for their time, reiterate your excitement for the role, and maybe briefly mention one specific thing you enjoyed discussing. It shows polish and keeps you top-of-mind. --- Look, everyone makes mistakes. The job hunt is a learning process. But now that you know the “Dirty Dozen,” you don’t have to make *these* mistakes. Take a deep breath, proofread that resume one more time, tailor that cover letter, and go get ’em. You’ve got this, and Anita is rooting for you!]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>internships</category> <category>careeradvice</category> <category>jobsearch</category> <category>students</category> <category>applications</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2025/08/Male-college-university-student-applying-to-paid-internships-on-his-laptop-while-sitting-outside-on-campus.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[Unlock Your Career Potential: How to Land Impactful Internships and Volunteer Roles]]></title> <link>https://www.juniorremotejobs.com/article/unlock-your-career-potential-how-to-land-impactful-internships-and-volunteer-roles</link> <guid>unlock-your-career-potential-how-to-land-impactful-internships-and-volunteer-roles</guid> <pubDate>Tue, 03 Feb 2026 12:00:29 GMT</pubDate> <description><. Stay connected by following their updates on platforms like Facebook to learn about new openings and events. Remember, the key to success is **proactivity and persistence**. Don't hesitate to reach out, ask questions, and show why you're the perfect fit for the role. Your career journey starts with that first step—so take it today!]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>internships</category> <category>volunteering</category> <category>career</category> <category>networking</category> <category>skills</category> <enclosure url="https://www.facebook.com/images/cookies/cookie_info_popup_image_1.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[The Art of Authentic Networking: How to Build Genuine Connections Without Feeling Fake]]></title> <link>https://www.juniorremotejobs.com/article/the-art-of-authentic-networking-how-to-build-genuine-connections-without-feeling-fake</link> <guid>the-art-of-authentic-networking-how-to-build-genuine-connections-without-feeling-fake</guid> <pubDate>Tue, 03 Feb 2026 01:00:40 GMT</pubDate> <description><![CDATA[As a college student, you're often bombarded with advice to start networking. Alumni events, on-campus conferences, and job fairs are all opportunities that faculty and staff encourage you to participate in so you can meet others in your field, learn about new opportunities, and begin growing your professional network. The problem is, networking can feel incredibly fake, especially when you're just starting to launch your career. Authenticity matters a lot to younger generations, so traditional, transactional networking can feel like it contradicts your values. But the evidence is clear that the old adage still stands: **it's not what you know, it's who you know**. While most of us would prefer a world where success is based solely on merit, **connections still tend to matter just as much, if not more, than your credentials**. That said, you don't have to sacrifice your values to build meaningful relationships. There are ways to form genuine connections that feel natural rather than forced. Let's take a look at how students and early-career professionals can authentically grow their network and set themselves up for future success. ## Let Curiosity Guide You A good first step toward feeling more comfortable with networking is to reframe your mindset. Many people think of networking as a way to gain favors or use connections for personal benefit. In reality, networking works best when you approach it as a learning opportunity. Building relationships with people who are already working in the fields you're exploring gives you the chance to ask questions, gain insight, and build confidence. Instead of entering a conversation feeling like you need to "sell" yourself, focus on what you're curious about. What do you hope to learn from the other person? **Leading with curiosity**, rather than worrying about what you might get out of the interaction, helps you gather useful information about different industries, roles, or career paths that interest you. Once you have a sense of what you want to learn, it becomes much easier to identify the right people to talk to. This approach feels more natural and leads to more genuine relationships. And networking doesn't have to be one-sided. You might be able to offer something in return. For example, alumni who visit campus often enjoy hearing what student life looks like now or catching up on what's changed within their department. When both sides walk away with something meaningful, the connection becomes even stronger. ## Start With Your Existing Circle As a student, it's easy to underestimate the value of the connections you already have. When you think about it, professors, classmates, supervisors, student organization advisors, and even family friends all form a strong foundation for your network. Small interactions, like taking the time to ask questions in class, stopping by a professor's office hours, helping a classmate study for a test, or checking in with someone you haven't talked to in a while, all count as networking. Remember that networking is ultimately about building relationships, and relationships take time. The more touchpoints you create, the more visible and memorable you become. That familiarity makes people more likely to think of you when opportunities come up or to respond positively when you reach out. Most people genuinely like helping others, especially when they feel the relationship is built on real interest rather than a quick ask. When you start with people you already know, you remove a lot of the pressure and can focus on strengthening those existing connections. It's the easiest and most natural place to begin. ## How to Reach Out Authentically Whether you're reconnecting with someone you already know or trying to start a conversation with a new connection, authenticity matters. If you reach out to a complete stranger asking for a favor, you're unlikely to get a response. But if your goal is to spark a genuine conversation and build a relationship, your chances of success increase significantly. For existing connections, you might mention a shared experience or reference your last interaction, then follow up with a question about how they're doing or ask about something interesting in their life. For new connections, keep your message simple and low-pressure: introduce yourself, explain what caught your eye about their work, and share what you'd love to learn from them. A specific request, like asking if they could answer a few questions or hop on a 15-minute call, followed by a thank-you, shows genuine interest and relatability. Your messages don't need to be overly polished or formal. The goal is to sound human and demonstrate sincere curiosity about the person and what you can learn from them. ## Conversation and Follow-Up (Where Real Connection Happens) Making small talk is often the part of networking that feels the most "fake," and starting conversations with strangers can be uncomfortable, especially if you don't consider yourself a social butterfly. The key to a successful conversation is asking thoughtful questions. People appreciate genuine interest, and **exercising your active listening skills** helps build a stronger rapport than trying to impress them with your own stories. Questions about their experiences, career path, and insights can keep a conversation flowing naturally. You might ask how their college experience influenced their career, what they wish students today understood better about the field, how they got started, or what experiences shaped their path. You could also explore any unexpected challenges they faced or the skills they've found most important for success. These types of questions help you gain perspective while keeping the conversation engaging. Afterward, be sure to follow up. Send a quick message thanking them for their time and advice. If they offered suggestions, let them know how it went when you tried them, or share an article related to something you discussed. A meaningful conversation is a strong start, but the real impact comes from maintaining your connections over time. ## Small Steps Create Meaningful Connections and Build Confidence When you're just starting out, it's important to take things slow. Strong networks aren't built overnight, but small, consistent steps over time can help you cultivate meaningful connections that grow into lasting relationships. Remember, not every networking effort will be successful, and not every connection will become a fruitful relationship, but the more you engage with others in your field, the more your confidence will grow. The goal of networking is to build a support structure before you even need it and to maintain it over time. Networking is a give-and-take, and aiming to give more than you take will make your relationships stronger. You may never need your network, but having it in place ensures you're prepared when opportunities or challenges arise.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>networking</category> <category>career</category> <category>students</category> <category>connections</category> <category>authenticity</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2025/11/Campus-networking-event-with-employers-students-and-career-service-office-professionals-enjoying-wine-and-cheese.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[AI Is Killing Entry-Level Jobs: How Colleges Must Adapt to Save Your Career]]></title> <link>https://www.juniorremotejobs.com/article/ai-is-killing-entry-level-jobs-how-colleges-must-adapt-to-save-your-career</link> <guid>ai-is-killing-entry-level-jobs-how-colleges-must-adapt-to-save-your-career</guid> <pubDate>Sat, 31 Jan 2026 23:00:47 GMT</pubDate> <description>< *International Monetary Fund (IMF) managing director Kristalina Georgieva gestures as she speaks during the final day of the World Economic Forum (WEF) annual meeting in Davos on January 23, 2026. (Photo by Fabrice COFFRINI / AFP via Getty Images)* For decades, companies relied on a simple bargain to develop talent. Colleges taught students how to think. Entry-level jobs taught them how to work. Junior roles gave early-career professionals room to learn how decisions are made and to take on responsibility before the stakes were high. **That bargain is breaking.** Artificial intelligence is now doing much of the routine work that once defined entry-level employment. As those roles disappear, so does one of the primary ways young professionals learn how organizations function and how leaders exercise judgment. The scale of this disruption became clear this month at the 2026 World Economic Forum in Davos. IMF Managing Director Kristalina Georgieva described AI **“like a tsunami hitting the labor market,”** warning that entry-level jobs are often the first to be affected. “Tasks that are eliminated are usually what entry-level jobs present,” she said. Her warning reflects what many employers are already seeing. As machines take over the work that once trained college graduates, the traditional path from education to experience is fracturing. ## Why Human Judgment Is the Most Valuable Job Skill The shift is already visible in the data. A 2025 Stanford University study, "Canaries in the Coal Mine?," found that workers aged 22 to 25 in jobs most exposed to AI, including research, entry-level coding, and design, experienced a **13% decline in employment** since late 2022. Older, more experienced workers in similar roles were largely unaffected. Long-standing stepping-stone jobs in software support, customer service, and junior marketing were among the hardest hit. For employers, this is not simply a story about job loss. It is a capability problem. When early-career roles disappear, organizations don’t just lose headcount; they lose the environment where judgment is learned. That shift helps explain why some skills are becoming more valuable just as others vanish. AI is increasingly effective at execution. It’s far less reliable at knowing when something is wrong, or why. “While AI is eliminating routine tasks," says Jossie Haines, an executive coach and former engineering leader at Apple, **“it’s not able to automate human judgment.”** By judgment, Haines does not mean abstract critical thinking. She means the ability to notice when an output doesn’t make sense, understand the implications, and intervene before a small issue becomes an expensive one. It is the difference between completing a task and understanding its consequences. Haines often illustrates this shift with a familiar scenario inside technology companies. When a product decision raises intellectual-property concerns, it triggers an internal review known as a “copyright ticket.” “AI could potentially figure out how to process copyright tickets,” she explains. “But it cannot figure out why the product team keeps building features that raise copyright concerns, or how to address that from a process perspective.” That distinction-- connecting decisions across teams and anticipating downstream risk-- is the essence of human judgment. Hiring managers recognize it quickly. The candidates who stand out are not those with the most polished résumés, but those who can explain how they think, challenge outputs that don’t feel right, and adjust their reasoning when new information is introduced. **In an AI-driven organization, judgment *is* the job.** ## How Colleges Can Prepare Students for the AI Workforce College can no longer function as a holding pattern before real work begins. In an AI-driven economy, the advantage will go to students who can think clearly, exercise judgment, and take ownership early. Those are leadership capabilities, and they must be developed before graduates ever step into their first job. Higher education can no longer outsource that work; it has to take responsibility for it. That does not mean lowering academic standards. It means aligning education with how work actually happens. Real business problems rarely arrive neatly defined. They cut across teams, evolve quickly, and require decisions under uncertainty. “Experience is the name of the game,” says Bari Williams, a startup advisor and former senior legal counsel at Facebook. **“Employers are increasingly unwilling to gamble on unproven candidates.** Instead, they favor applicants who can point to concrete work they’ve already done and explain how it translates to the role.” Williams urges students to build that experience while still in school, through internships, contract work, startup roles, or other hands-on opportunities that force them to take ownership and see consequences. By giving students responsibility for work that matters beyond a grade, colleges can graduate employees who are ready to contribute on day one, bypassing entry-level roles that no longer exist. ## The Business Risk of Doing Nothing The question is no longer whether AI will change work. It’s whether higher education will adapt quickly enough to prepare students for the work that remains. For employers, the risk is equally clear. Without new pathways to develop judgment early, organizations face a shrinking pipeline of future leaders– people who know how to think, reason and decide, before the stakes are high. AI may be accelerating execution. But leadership, accountability, and judgment remain human, and more important than ever.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>ai</category> <category>career</category> <category>education</category> <category>futureofwork</category> <category>leadership</category> <enclosure url="https://imageio.forbes.com/specials-images/imageserve/697d4a0acad58c3fa397ead0/0x0.jpg?format=jpg&height=900&width=1600&fit=bounds" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[From Junior Champion to World No.1: Hannah Klugman's Tennis Journey]]></title> <link>https://www.juniorremotejobs.com/article/from-junior-champion-to-world-no1-hannah-klugmans-tennis-journey</link> <guid>from-junior-champion-to-world-no1-hannah-klugmans-tennis-journey</guid> <pubDate>Fri, 30 Jan 2026 23:00:39 GMT</pubDate> <description>< ### Impressive 2025 Season Performance The 16-year-old British star secured the top ranking following an outstanding 2025 season where she: - **Finished runner-up at Roland Garros** - Reached the semi-finals at the **US Open** - Made the quarter-finals at **Wimbledon** In May 2025, Klugman became the **first British player in 49 years** to reach the junior Roland Garros singles final. ### Historic Junior Career Achievements Klugman's junior tennis career has been remarkable from the start. At just **14 years old in 2023**, she became the **first British player to win the prestigious 18U Orange Bowl**. She has won **six junior singles titles**, with her most recent victory coming at the J300 Vrsar tournament last year. Klugman also placed **fourth at the 2025 ITF World Tennis Tour Junior Finals**. ### Doubles Success The young star has also excelled in doubles competition: - **Runner-up in the 2023 Wimbledon girls' doubles** with fellow Brit Isabelle Lacy - **Finalist at the 2025 Australian Open** in girls' doubles - Reached the doubles semi-final at the US Open - Made the quarter-final at Roland Garros Klugman's achievement of reaching **world No.1** represents the culmination of her junior career as she now prepares to compete at the professional level.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>tennis</category> <category>career</category> <category>junior</category> <category>achievement</category> <category>sports</category> <enclosure url="https://www.lta.org.uk/48fa7e/siteassets/news/2026/january/2025-hannah-klugman-wimbledon-action.jpg?w=1200&h=630&c.focus=1404.4875,457.148014440434,1404.4875,457.148014440434&c.finalmode=crop&mode=crop&c.zoom=false" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[The Disappearing Entry-Level Job: Why New Grads Can't Get Hired]]></title> <link>https://www.juniorremotejobs.com/article/the-disappearing-entry-level-job-why-new-grads-cant-get-hired</link> <guid>the-disappearing-entry-level-job-why-new-grads-cant-get-hired</guid> <pubDate>Wed, 28 Jan 2026 01:00:43 GMT</pubDate> <description>< Scroll through any job board, and you will find **junior or assistant roles asking for two to three years of experience**, advanced technical skills, and professional connections that most newcomers simply do not have. For many recent graduates, the **entry part has quietly vanished from entry-level**. The result is a strange contradiction in the job market: companies complain about a **shortage of talent**, yet new workers cannot get hired because they lack experience. Employers increasingly want candidates who can **hit the ground running**, with little to no training. Tight budgets and cost-cutting have sharpened that expectation, with unpaid internships and short-term contracts replacing the kind of full-time roles where people used to learn as they went. A recent study by Business Insider found that **69 per cent of jobs labelled entry-level now require three-plus years of previous experience**, especially in fields like marketing, communications, and technology. Meanwhile, the cost of living continues to rise, making unpaid work a luxury not everyone can afford. For anyone without financial support, long internships are simply unrealistic, filtering out talented people from low-income or marginalized backgrounds before they even have a chance. A career ladder that used to feel straightforward now feels gated. More and more, employers have placed **less value on mentorship and training**, pushing the responsibility for skill development onto individuals and universities. Yet, higher education cannot prepare students for everything. You can teach theory, tools, and technical basics, but you can’t simulate the workplace: the pace, the expectations, the politics, the mistakes. Skills like collaboration, adaptability, and professional judgment only come from doing the job. When companies refuse to invest in new workers, they don’t just block young professionals from entering the labour market; they undermine the pipeline they’ll later claim is empty. Fixing entry-level work isn’t complicated, but it does require honesty. Employers need to stop seeing training as a burden and start viewing it as a **long-term investment**. Paid apprenticeships, clear development programs, and honest job descriptions are realistic steps that can benefit both workers and companies. Governments also have leverage here, through incentives for businesses that hire and train early-career employees, and through tighter standards around what entry-level is allowed to mean in the first place. If employers want a future workforce, they need to build the bridge instead of demanding that newcomers arrive fully formed on the other side.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>entrylevel</category> <category>career</category> <category>hiring</category> <category>jobmarket</category> <category>graduates</category> <enclosure url="https://thelinknewspaper.ca/images/articles/_resized/08_OPS_Entry_LaurenMcCarthy.jpeg.png" length="0" type="image/png"/> </item> </channel> </rss>