<?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, 18 Feb 2026 11:19:42 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[Is AI Killing Entry-Level Jobs? The Shocking Truth About Learning on the Job in the Age of Automation]]></title> <link>https://www.juniorremotejobs.com/article/is-ai-killing-entry-level-jobs-the-shocking-truth-about-learning-on-the-job-in-the-age-of-automation</link> <guid>is-ai-killing-entry-level-jobs-the-shocking-truth-about-learning-on-the-job-in-the-age-of-automation</guid> <pubDate>Tue, 17 Feb 2026 01:00:22 GMT</pubDate> <description>< *By Dr Vivek Soundararajan* Dr Vivek Soundararajan is a professor of work and equality at the University of Bath. He conducts research on the governance of labour rights in supply chains, inequalities in and around organisations and the future of work. He leads a research initiative called Embed-Dignity and acts as a deputy director of the Centre for Business, Organisations and Society (CBOS) at the University of Bath.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>ai</category> <category>careerdevelopment</category> <category>entrylevel</category> <category>automation</category> <category>futureofwork</category> <enclosure url="https://www.siliconrepublic.com/wp-content/uploads/2026/02/Learning-on-the-job.jpeg" length="0" type="image/jpeg"/> </item> <item> <title><![CDATA[Negotiate Your Raise Like a Pro: High-Risk Gambles vs. Safe Strategies That Actually Work]]></title> <link>https://www.juniorremotejobs.com/article/negotiate-your-raise-like-a-pro-high-risk-gambles-vs-safe-strategies-that-actually-work</link> <guid>negotiate-your-raise-like-a-pro-high-risk-gambles-vs-safe-strategies-that-actually-work</guid> <pubDate>Tue, 17 Feb 2026 23:00:25 GMT</pubDate> <description><, we discuss the controversial, high-risk strategy of subtly signaling to your employer that you are interviewing for other jobs, a tactic that sometimes works for **"important cogs"** but can be **career suicide** for average performers, especially when companies may view it as **extortion or disloyalty**. The reality is that **job hopping often remains the most reliable way to achieve significant salary increases**, with some professionals reporting large pay jumps every time they change jobs. Many employees feel they have lost the social expectation of negotiation, forgetting that a raise is an estimate of what the company would lose if they walked away. When asking for a raise, you must be ready to leave, and you should always provide evidence of what fair compensation is for your role, as employers often don’t know what **"fair"** is. We also cover the critical importance of **communicating your value proactively** to your manager—you cannot assume they know the impact of your work—and the growing influence of **artificial intelligence**, which makes fundamental knowledge and initiative more crucial than ever for early-career professionals. <iframe loading="lazy" title="Strategies and risks for negotiating a raise" width="500" height="375" src="https://www.youtube.com/embed/7FLKPWJZ7s8?feature=oembed" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" referrerpolicy="strict-origin-when-cross-origin" allowfullscreen=""></iframe>]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>salarynegotiation</category> <category>careeradvice</category> <category>jobhopping</category> <category>raisestrategies</category> <category>professionaldevelopment</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2024/10/From-Dorms-to-Desks-podcast-cover-art-3000x3000-7-Oct-2024.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[11 Lucrative Remote Entry-Level Jobs That Pay $85K+ Annually]]></title> <link>https://www.juniorremotejobs.com/article/11-lucrative-remote-entry-level-jobs-that-pay-85k-annually</link> <guid>11-lucrative-remote-entry-level-jobs-that-pay-85k-annually</guid> <pubDate>Mon, 16 Feb 2026 01:00:39 GMT</pubDate> <description><![CDATA[Whether you're just starting your job search or considering a career change, finding a high-paying remote position can be daunting. But numerous professions offer both financial growth and the flexibility to work from home. If you're seeking more flexibility or want to eliminate your commute, don't worry. Here are 11 **entry-level jobs** that pay at least **$85,000 per year** in a remote setting. **Editor's note:** All salary figures are sourced from the U.S. Bureau of Labor Statistics. ## 1. Marketing Specialist Marketing specialists help businesses and organizations increase their public visibility. They research competitors and develop strategies to boost online business. Remote work allows them to set up campaigns and monitor progress effectively. Regarding pay, **25% of workers** in this field earn **$102,450 or more**. Compensation can increase significantly with experience and specialization in areas like **digital marketing**. ## 2. Data Scientist Data scientists transform raw data into meaningful insights using programming languages and visualization software. This role is well-suited for remote setups. Financially, this career is rewarding, with **50% of workers** making at least **$108,020** annually. ## 3. Software Developer Software developers create computer and network software, often working remotely to develop solutions for various entities. For this role, **75% of workers** earn **$101,200 or more**. ## 4. Translator Translators interpret oral or sign language and translate text between languages, offering a fulfilling career that can be done from anywhere. Top earners in this field make **$97,100 or more** annually. ## 5. Writer Writers can work remotely to produce original content for books, articles, ads, and other media. Those in technical fields often start with good salaries. **25% of writers** earn **$100,990 or more** each year. ## 6. Geoscientist Geoscientists study the Earth's physical aspects, conduct research, and create geological charts and maps. This science-related job offers lucrative pay. The median annual wage for geoscientists is **$92,580**. ## 7. Registered Nurse Nurses provide patient care and health education, with new technologies enabling remote work through **telehealth**. The median salary for registered nurses is **$86,070 per year**. ## 8. Therapist Therapists help individuals and families with mental health, using digital platforms for remote sessions. Pay varies, but **25% of therapists** earn **$89,050 or more**. ## 9. Accountant Accountants analyze financial records, prepare statements, and offer advice, with much of the work doable from home. On the higher end, **25% of accountants** make **$103,990 or more**. ## 10. Wholesale and Manufacturing Sales Representatives These representatives sell to businesses for wholesalers or manufacturers, building client relationships remotely via phone or video calls. **25% of employees** in this field earn at least **$96,090**. ## 11. UX/UI Designer Also known as web and digital interface designers, they design user interfaces, test layouts, and collaborate with teams and clients remotely. The median annual salary for UX/UI designers is **$98,540**. New technologies are creating opportunities for professionals to work remotely in **high-paying entry-level jobs**. This year could be your chance to explore these roles without commuting to an office.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>remotejobs</category> <category>careerdevelopment</category> <category>highpaying</category> <category>entrylevel</category> <category>workfromhome</category> <enclosure url="https://s.yimg.com/cv/apiv2/aolfp/images/og-image.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[IBM's Bold Move: Tripling Entry-Level Jobs in the US by 2026 with a Focus on AI Oversight]]></title> <link>https://www.juniorremotejobs.com/article/ibms-bold-move-tripling-entry-level-jobs-in-the-us-by-2026-with-a-focus-on-ai-oversight</link> <guid>ibms-bold-move-tripling-entry-level-jobs-in-the-us-by-2026-with-a-focus-on-ai-oversight</guid> <pubDate>Mon, 16 Feb 2026 12:00:27 GMT</pubDate> <description>< **IBM plans to triple entry-level hiring in the US by 2026, focusing on roles that leverage human judgement and oversight of AI systems.** This announcement comes as artificial intelligence reshapes the job landscape for new graduates, shifting responsibilities away from routine tasks. As reported by *Bloomberg*, the technology giant emphasizes the continued value of early-career workers, but with redesigned roles. IBM has not specified exact numbers or types of positions, but the new jobs will prioritize areas requiring **human judgement, customer interaction, and oversight of AI systems** over administrative or repetitive work. Nickle LaMoreaux, IBM's chief human resources officer, stated that the company has rewritten entry-level job descriptions to reflect these changes. "And yes, it's for all these jobs that we're being told AI can do," she said at a conference in New York. She noted that AI systems now handle many routine tasks previously assigned to junior staff, making it essential to demonstrate the real value these individuals bring. ### Redefining Junior Roles Under this new approach, junior software developers at IBM will spend less time writing basic code and more on **direct customer engagement and supervising AI-generated outputs**. In human resources, entry-level employees are increasingly tasked with stepping in when HR chatbots fail, correcting responses, and collaborating with managers. This move addresses growing concerns about AI's impact on graduate employment. Last year, Anthropic CEO Dario Amodei warned that up to half of entry-level office jobs could disappear by 2030, adding to anxiety in a competitive job market. ### Balancing Short-Term Savings and Long-Term Talent LaMoreaux highlighted that cutting graduate hiring might save money short-term but could lead to a shortage of experienced managers later, forcing companies to recruit mid-level staff from competitors at higher costs. Some experts argue that younger workers are a better long-term investment during technological shifts due to their adaptability. IBM's announcement follows restructuring efforts, including role reductions in its US infrastructure division and layoffs in China and globally as it shifts focus to higher-growth areas. ### Industry Trends IBM is not alone in boosting early-career recruitment. Dropbox plans to expand its internship and graduate programs by 25%, citing younger workers' familiarity with AI tools. Dropbox's chief people officer, Melanie Rosenwasser, compared recent graduates to Tour de France bikers, while older colleagues are still using training wheels.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>ibm</category> <category>entrylevel</category> <category>ai</category> <category>hiring</category> <category>career</category> <enclosure url="https://www.computing.co.uk/news/2026/media_174126a729421e79e5e31599e74b76b2ea5eb904a.jpg?width=1200&format=pjpg&optimize=medium" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Transform Your Internships into a Resume That Lands Interviews]]></title> <link>https://www.juniorremotejobs.com/article/transform-your-internships-into-a-resume-that-lands-interviews</link> <guid>transform-your-internships-into-a-resume-that-lands-interviews</guid> <pubDate>Mon, 16 Feb 2026 18:00:27 GMT</pubDate> <description><![CDATA[By Vicki Salemi, career expert at Monster.com When you excel in your internships during college, you're not just gaining valuable skills and experiences—you're building the foundation for a powerful resume. This resume can be your ticket to securing job interviews and proving to employers that you have what it takes to succeed. Whether your internship leads to a full-time offer or you're applying elsewhere, your resume needs to stand out. Here’s how to make it shine and catch an employer’s eye. ### Focus on the Impact Employers want to see not just what you did, but the results you achieved. For example, if you created and scheduled 25 social media posts weekly, don’t just list the task—highlight the outcome. Did engagement increase by a certain percentage over eight weeks? Mention it. Did a post go viral? Include the impressive metrics. From an employer’s perspective, they want to know the problems you solved and how your work made a tangible impact. **Quantify your achievements** with numbers—this applies to full-time roles too, like managing budgets or driving sales revenue. ### Lean into ATS-Friendly Keywords When you apply for jobs, your resume often goes through an Applicant Tracking System (ATS). This software allows recruiters to search for candidates using keywords. To increase your visibility, **review job descriptions** and incorporate relevant terms. For instance, if a company uses “human capital management” instead of “HR,” make sure your resume includes that phrasing. As a former corporate recruiter, I used these systems to find candidates for unposted roles, so optimizing with keywords is crucial. ### Use Action Verbs Replace passive phrases like “helped with” or “was responsible for” with **dynamic action verbs**. Words like “collaborated,” “contributed,” “facilitated,” “partnered with,” and “engaged” make your resume more compelling and show initiative. ### Lean into Transferable Skills Your internship might not align perfectly with every job requirement, but you can highlight **transferable skills** that demonstrate your versatility. Skills like problem-solving, collaboration, and time management are valuable across roles. For example, in a social media internship, you likely brainstormed ideas, multitasked, and sought approvals. Frame these experiences to show how they apply to the job you’re targeting. ### Show Growth Your resume should not only open doors but also provide talking points for interviews. Highlight how you **learned quickly, adapted, and took initiative**. If you proposed a new process or mastered a new program, include it to show curiosity and a willingness to grow. ### Tailor Your Resume Customize your resume for each job application. Use the job description as a guide to **emphasize relevant skills and experiences**. Companies often list priorities in descending order, so align your bullet points accordingly, especially in the top sections. For instance, in a marketing role, focus on analytical skills and campaign engagement, while for finance, highlight research and analysis. ### Include All of Your Internships Don’t omit any internships, even short or challenging ones. Every experience offers **valuable lessons**. For a negative internship, you can discuss what you learned, such as the importance of clear communication, without criticizing former employers. A standout resume based on internships should showcase your skills, growth, and impact. By tailoring it to each role, you help employers quickly see your value and why they should interview you.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>resume</category> <category>internships</category> <category>career</category> <category>jobsearch</category> <category>ats</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2025/11/female-manager-looking-at-resume-with-school-college-experience-and-other-also-has-internship-experience-deciding-which-job-seeker-candidate-to-hire.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[12 High-Paying Remote Entry-Level Jobs That Don't Require a Degree]]></title> <link>https://www.juniorremotejobs.com/article/12-high-paying-remote-entry-level-jobs-that-dont-require-a-degree</link> <guid>12-high-paying-remote-entry-level-jobs-that-dont-require-a-degree</guid> <pubDate>Sat, 14 Feb 2026 18:00:42 GMT</pubDate> <description><![CDATA[Landing a job that allows you to work from home is a significant game-changer for your finances and overall well-being. No longer will you be subjected to that brutal morning commute or get stuck in traffic after work. Plus, numerous remote jobs exist that pay well and don't require an advanced degree. If you're starting your professional life or seeking a way to move beyond living paycheck to paycheck, here are 12 entry-level jobs that can be done remotely. **Editor's note:** All data is sourced from the U.S. Bureau of Labor Statistics (BLS). ## 1. Insurance Claims Adjuster **Median hourly wage: $36.92** Your job will be to determine if the claimants meet the insurance policy requirements. That means interviewing claimants and witnesses, reviewing police reports, and inspecting property damage. While you will spend part of your time in a home office making calls and entering the information into your company's database, you may have to visit properties on occasion. This depends on what insurance claims you're specializing in, as some lend themselves to more remote work than others. ## 2. Cost Estimator **Median hourly wage: $37.05** As a cost estimator, your primary role will be to analyze large datasets and projections to determine the project's cost for your company. That means assessing the labor, materials, and the time required to do the job. Given that all data is now digital, this can be done from home. Having a bachelor's degree in a related field is a great way to get started, and prior job experience as a project manager or a junior estimator also helps. ## 3. Cartographer **Median hourly wage: $37.68** In this role, you will analyze, interpret, and collect geographic information to update and create maps. Since maps are now created on digital platforms, this job can be done remotely, although you may need to visit an office or site being mapped on occasion. An undergraduate degree in cartography, geography, or a similar field is what you'll need to get started. And a burning passion for maps and detailed geographic datasets, of course. ## 4. Underwriter **Median hourly wage: $38.40** In this job, you will analyze insurance applications and determine if your company should take on the policy. This requires a keen understanding of the risk/reward ratio and potential red flags that could sink applications. Since applications are now digitized, this role can be performed remotely. A background in insurance and a bachelor's degree in a related field are good things to have to get started. ## 5. Fashion Designer **Median hourly wage: $38.79** In this role, you will utilize your fashion sense and creative eye to develop striking fashion designs. While you will need to get in the thick of things as you cut up and stitch various fabrics, a lot of the design work can now be done digitally. If you live near a fashion hub like New York or Los Angeles, it's possible to do much of the job from home. A background in fashion and a bachelor's degree are good places to start, though it's more about your overall portfolio. ## 6. Technical Writer **Median hourly wage: $44.07** Technical writers prepare documentation, including how-to guides, blog posts, whitepapers, and other similar pieces. A strong grasp of technical concepts and the ability to translate them into easily digestible sentences are essential in this job. A technical background and a portfolio of work are a good way to get started, as any potential employer will want to see if you have the writing chops to handle the work. Since writing is now largely done on a computer, this role can be done remotely. ## 7. Computer Programmer **Median hourly wage: $47.44** In this job, you will write, analyze, debug, and test computer code for various software applications. Since you will be working entirely on your own machine, this is one of the ideal work-from-home jobs, provided you have a stable internet connection. Having a bachelor's degree in computer science and a portfolio of projects on a site like GitHub is a good way to get started. A familiarity with artificial intelligence programming is also helpful in gaining a competitive edge in what is becoming a highly competitive industry. ## 8. Geoscientist (Remote Sensing) **Median hourly wage: $47.71** You'll be able to spend a lot of time working on your computer from a remote setting as you dig into the data and make data models and projections. This includes analyzing data from sensors like drones, satellites, and other devices to monitor environmental changes, urban development, and natural disasters. You might need to occasionally go out into the field to install new sensors and fix broken ones, but a good portion of the job can be done from home. ## 9. Financial Analyst **Median hourly wage: $48.99** As a financial analyst, you will help individuals and businesses maximize their financial resources and ensure that their finances are in order. This involves conducting in-depth analyses of extensive and complex financial documentation and utilizing advanced algorithms to model potential investment trajectories. A bachelor's degree in finance or a related field is a good place to start. This is another computer-intensive job that can be done mostly from home. ## 10. Data Scientist **Median hourly wage: $54.13** Data scientists analyze large datasets for valuable information and develop actionable insights, providing a company with a roadmap for proceeding with various business projects. Digging into the data requires a lot of time spent looking at complex datasets on your computer, so this job lends itself to remote work. A background in computer science and knowledge of data mining algorithms and concepts are essential to start. If you have any sort of technical knowledge, that will give you a leg up in breaking into this emerging field. ## 11. Sales Engineer **Median hourly wage: $58.42** If you've got a knack for making human connections and you love talking on the phone, this job could be a great fit for you. As a sales engineer, you will sell technical products, including computer hardware and software. A familiarity with technical concepts is a big help, but it's more about the right personality fit, considering you could get countless rejections every day. A bachelor's degree in a technical field is a good starting point, but it's not required. ## 12. Information Security Analyst **Median hourly wage: $60.05** You'll be the go-to cybersecurity expert in this role, as you analyze and determine security vulnerabilities in your company's systems. A background in computer science and an understanding of IT infrastructure are must-haves to succeed in this job. Beyond a bachelor's degree in a related field, a body of work that shows you can handle the necessary security measures is worthwhile to have. Plus, with a high median hourly wage, this is a great option if you want to build wealth. Working from home is a great way to get ahead financially, as you will save a significant amount of money (and time) since you won't have to commute to an office. As of late 2025, about 24% of job postings were hybrid, and 11% were entirely remote, according to Robert Half. This means there may be several options out there to choose from if this is your goal.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>remotejobs</category> <category>entrylevel</category> <category>careerdevelopment</category> <category>workfromhome</category> <category>highpaying</category> <enclosure url="https://s.yimg.com/cv/apiv2/aolfp/images/og-image.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[28-Day Job Search Sprint: Land Your Dream Interview by Mid-March]]></title> <link>https://www.juniorremotejobs.com/article/28-day-job-search-sprint-land-your-dream-interview-by-mid-march</link> <guid>28-day-job-search-sprint-land-your-dream-interview-by-mid-march</guid> <pubDate>Sat, 14 Feb 2026 23:00:25 GMT</pubDate> <description><![CDATA[February is the shortest month of the year, but we see it as the most potent window for **career growth**. While others are waiting for the spring rush, you can outpace the competition by treating these twenty-eight days as a high-intensity sprint. At College Recruiter, we've analyzed hiring patterns, and one thing is clear: the early bird doesn't just get the worm; they get the interview before the job board is even flooded. We're challenging you to a twenty-eight-day journey. No more endless scrolling or shouting into the void of "Quick Apply" buttons. This is a **structured plan** designed to get you in front of a hiring manager by mid-March. If you have zero to five years of experience, this is your roadmap to move from "searching" to "interviewing." ### Week 1: The Diagnostic and Digital Foundation The first seven days are about honesty. Stop applying for a moment and look at the "product" you're selling. In a **skills-first market**, your resume and LinkedIn profile are not just lists of history; they're evidence of your capability. - **Days 1 to 3:** Audit your presence. Google your name. Does your LinkedIn headline reflect what you can do today, or is it still your graduation title from two years ago? Update your skills section to include any **AI tools** or software you've mastered in the last six months. - **Days 4 to 5:** Build your target list. Identify fifteen companies that are actually hiring for roles that fit your 0 to 5 year experience bracket. Don't just look at the big names. Look at the **mid-sized firms** that are growing. - **Days 6 to 7:** Draft your "Connection Stories." Instead of a generic cover letter, write three short paragraphs about why you specifically care about the mission of your top three target companies. --- ### Week 2: The Power of Micro Networking By week two, we shift from preparation to participation. In 2026, the **"hidden" job market** is larger than ever. Most roles for early career professionals are filled via internal referrals or direct outreach before the public listing even gains traction. We want you to embrace "micro networking." This isn't about asking for an hour of someone's time for coffee. It's about small, intentional interactions that keep you top of mind. - **The Outreach Goal:** Contact two people at each of your target companies. One should be a peer (someone with 2 to 3 years of experience) and one should be a potential manager. - **The Message:** "I saw your team's recent project on [Topic] and loved the approach. I'm currently looking to transition into a similar role and would appreciate one piece of advice on how to stand out in your department." - **The Follow Up:** If they reply, thank them immediately. If they don't, move to the next person on your list. Don't take it personally. Everyone is busy. --- ### Week 3: Precision Targeting and The "Backchannel" Now that you've made connections, it's time to apply with a **"backchannel" strategy**. This is where we see the highest success rates for our users. Instead of just hitting submit, you're going to use the information you gathered in week two to make your application undeniable. > **Note from the team:** In 2026, many companies use automated filters that look for specific "proof of work." If you can link to a portfolio, a GitHub repository, or a case study of a problem you solved, your chances of passing the initial screen increase by nearly forty percent. - **Days 15 to 18:** Apply to five roles. For each one, spend at least one hour tailoring the keywords to match the job description exactly. If the job asks for "data visualization," don't just say you're good at math. - **Days 19 to 21:** The "Ping." After you apply, send a brief note to the peer you connected with in week two. "Just wanted to let you know I officially applied for the [Title] role! Thanks again for the advice you shared last week." --- ### Week 4: Performance and Interview Prep If you followed the plan, week four is when the emails start hitting your inbox. This is the **"Execution Phase."** You have the foundation and the connections; now you need the performance. | **Phase** | **Goal** | **Key Action** | |-----------|----------|----------------| | **Preparation** | Deep Research | Find three recent news articles about the company. | | **Practice** | The STAR Method | Draft five stories about your wins using Situation, Task, Action, Result. | | **Presentation** | Digital Professionalism | Check your lighting and background for virtual calls. | | **Post Game** | The Gracious Close | Send a personalized thank you within four hours of the interview. | --- ### Why This Works in February We know that job searching can feel like a full-time job itself. By breaking it down into these twenty-eight days, you avoid the **burnout** that comes with "spray and pray" applications. February is a unique month because hiring budgets that were approved in January are now being actively used. Recruiters are under pressure to fill roles before the end of the quarter. By mid-March, you'll have a refreshed brand, a stronger network, and several active applications in the pipeline. Even if you don't have a signed offer in hand by the end of the month, you'll have built a momentum that's impossible to stop. ### Taking the Leap At College Recruiter, we believe that your first five years define your professional trajectory. Don't spend them waiting for someone to find you. Take the challenge. Be the person who does the work that others are too tired to do. The shortest month of the year can be the start of your longest and most successful career chapter. We're rooting for you. ]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>jobsearch</category> <category>careerdevelopment</category> <category>networking</category> <category>interviewprep</category> <category>earlycareer</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2025/01/scopio-e057679a-19eb-4e32-bc47-9f5dc8dfac3d-scaled.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[IBM's Bold Move: Tripling Entry-Level Hiring to Power the AI Revolution]]></title> <link>https://www.juniorremotejobs.com/article/ibms-bold-move-tripling-entry-level-hiring-to-power-the-ai-revolution</link> <guid>ibms-bold-move-tripling-entry-level-hiring-to-power-the-ai-revolution</guid> <pubDate>Fri, 13 Feb 2026 01:00:22 GMT</pubDate> <description>< ### Why IBM Is Betting on Beginners for AI Roles There is a pipeline logic here. Enterprises that stop cultivating early talent often find themselves short on future technical leaders, product managers, and architects. The World Economic Forum’s Future of Jobs research has estimated that **44% of workers’ skills are expected to change within a few years**, and that the share of automated tasks is rising—both signals that structured reskilling and entry pathways matter more, not less. Market data backs the shift to skills-first hiring. The Burning Glass Institute has documented a broad **“degree reset,”** with many employers removing four-year degree requirements from roles historically labeled as entry-level. IBM has been a prominent proponent of this with its New Collar agenda and apprenticeship pathways, tapping candidates from community colleges, military backgrounds, and career switchers. ### Redefining Entry-Level for the AI Workplace IBM’s fresh cohort is likely to land in roles such as **client success for AI platforms, solution co-pilot support, data stewardship and governance, model operations, and product analytics**. These jobs rely on structured thinking, clear communication, and domain knowledge—competencies that amplify AI tools rather than compete with them. Expect less emphasis on writing boilerplate code and more on **evaluating model outputs, designing prompts and workflows, enforcing privacy and security controls, and explaining trade-offs to nontechnical stakeholders**. In other words, the new junior toolkit mixes applied analytics, service orientation, and risk awareness. ### Skills That Will Stand Out for Early AI Careers Signals from large labor datasets are consistent. LinkedIn’s talent research continues to rank **communication, adaptability, and stakeholder management** among the most in-demand competencies, even across technical roles. The National Association of Colleges and Employers likewise places teamwork, problem-solving, and professionalism at the top of employer wish lists. For candidates, this does not negate technical fluency. **Baseline coding literacy, data handling, familiarity with cloud workflows, and an understanding of AI guardrails** are differentiators—especially when showcased through portfolio projects, apprenticeships, or industry credentials from recognized organizations.  ### What It Means for Employers Competing With IBM Tripling entry-level intake at a marquee enterprise will tighten the market for early-career talent with customer-facing and AI-savvy profiles. Employers that want to compete should **audit job posts for automatable tasks, strip unnecessary degree filters, and define capability rubrics focused on outcomes and behaviors**. Building durable pipelines requires partnerships with community colleges and workforce programs, paid apprenticeships that convert, and manager training tuned to AI-era workflows. Measure success by **time to productivity, quality of customer outcomes, and retention after the first year**—not just requisitions closed. ### The Bigger Labor Market Picture in the AI Age Despite well-publicized tech layoffs, entry-level tech-adjacent roles remain sticky in many regions, according to U.S. labor statistics and industry analysts. Indeed Hiring Lab has reported that **postings mentioning generative AI grew severalfold over the past year**, signaling demand for workers who can operationalize AI in sales, support, operations, and product. At the same time, the gap between AI pilots and scaled deployments is often human. Frameworks like the NIST AI Risk Management Framework emphasize **governance, documentation, and continuous monitoring**—activities where diligent junior staff can be force multipliers when properly trained. ### The Catch and the Opportunity for AI-Era Hiring There are risks if companies backfill entry roles with ill-defined “AI helper” positions that lack growth tracks. Without scope, mentorship, and learning budgets, churn rises and institutional knowledge evaporates. **Clear ladders from associate to specialist to lead, coupled with rotational assignments**, are the antidote. IBM’s move is a signal to the market that the AI economy still runs on people who can earn trust, translate needs, and keep systems safe. For graduates and switchers, the path in is widening—but it favors **demonstrable skills, curiosity, and the ability to work with AI rather than against it**.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>ibm</category> <category>ai</category> <category>entrylevel</category> <category>careerdevelopment</category> <category>hiring</category> <enclosure url="https://www.findarticles.com/wp-content/uploads/2026/02/ibm_edited_1770941140.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[AI's Hidden Threat: How Automation is Blocking Young Canadians from Entry-Level Careers]]></title> <link>https://www.juniorremotejobs.com/article/ais-hidden-threat-how-automation-is-blocking-young-canadians-from-entry-level-careers</link> <guid>ais-hidden-threat-how-automation-is-blocking-young-canadians-from-entry-level-careers</guid> <pubDate>Thu, 12 Feb 2026 05:00:24 GMT</pubDate> <description><![CDATA[For Joshua Smith, 28, landing an entry-level job has started to feel more like a battle against algorithms than a test of his qualifications. “It hit me that finding an entry-level job was harder than I had expected by the 13th application towards a local restaurant,” said Smith, whom Canadian Affairs agreed to not identify by his real name to protect his employment prospects. “The entire thing felt hopeless.” Smith, who is currently still a student at the University of Lethbridge in Alberta, says his school actually coached students on how to navigate AI-driven hiring systems. “Uni has taught us to put keywords on our résumé that can trigger the AI into considering us, and avoiding keywords that can kick us out,” he said, referring to automated résumé screening tools increasingly used by Canadian employers. “Ironically, they’ve also taught us not to use AI because after the AI checks for candidates, an actual human will read it to filter even more.” ## The Rise of AI in Hiring Labour market experts say Smith’s struggle has become a familiar one in Canada. AI is not the sole reason young people are struggling to find work, but it is steadily reshaping entry-level jobs in ways that could weaken career pathways. “You can’t get a job now, [so] you take a job that’s under your skill level or maybe outside of your domain,” said Graham Dobbs, a senior research associate at the Conference Board of Canada, a research organization. “Maybe that delays your career.” ## ‘Career Scarring’ for Gen Z Gen Zers, born between 1997 and 2012, are entering the labour market at a moment of unusually high uncertainty. In Canada, unemployment among 15- to 24-year-olds hit nearly 18 per cent in August, the highest since the pandemic. While only 12 per cent of Canadian businesses reported using AI to produce or deliver services last spring, that was up from six per cent just one year before. Statistics Canada research suggests AI has not yet caused broad job losses, even in AI-exposed occupations. But employment growth has been weaker for younger and less-educated workers from 2022 to 2025 — the period when tools such as ChatGPT became widely available. Experts say mass adoption of AI risks making job prospects harder for these workers, who are most likely to perform the routine, rules-based tasks that AI is best able to complete. “We’re already seeing fewer positions [in clerical and administrative work], because a lot of those tasks are being complemented by AI,” said Tricia Williams, research director at the Future Skills Centre, a labour-market focused research hub. “Whereas before you might have had an admin supporting two executives, now maybe they can support four executives because they have those productivity tools to help them … I think we’re expecting to see the numbers even further decrease in those areas.” Other AI-exposed jobs include customer service, junior content and marketing roles, routine digital work, and professional and scientific services. Sophia Wright, a 29-year-old based in Charlotte, North Carolina, who also spoke under a pseudonym, described a brutal market for early-career tech workers. After eight months of unemployment, Wright finally settled for a part-time IT role, “despite it being not the right fit.” “Entry-level jobs are getting taken away,” she said. Wright says she will continue to search for a position that better aligns with her career ambitions, despite the poor jobs outlook. “I have reasonable suspicion to believe that AI and offshoring and outsourcing are the culprits here and making life difficult for people like me who went to school and worked hard,” said Wright, who completed a degree in information technology in 2020. “There’s an element of disillusionment at play regarding my career,” she added. ## Talent Pipelines at Risk Dobbs, of the Conference Board of Canada, says AI can eliminate entry-level jobs even when it is not used to directly replace junior workers’ tasks. Companies may simply restructure their work processes to become leaner and flatter. “Firms may cut or never create entry-level roles, even if AI isn’t literally ‘doing a junior employee’s job’,” he said. In June, Vancouver-based software company Klue Labs Inc. laid off nearly half of its more than 200-employee workforce saying it would be relying more on generative AI for content writing and junior support. Jobs that require a physical presence or involve unpredictable work conditions — such as landscaping, food services, accommodation and health-care support — may be the least vulnerable to disruption. However, these positions often provide few pathways to higher-paying careers, notes Williams, of the Future Skills Centre. Cutting entry-level work could also backfire for employers. “[When] more experienced workers move companies or retire, who replaces them?” Dobbs said. “Cutting junior roles and entry level jobs poses a serious challenge for … even a small organization. What’s the succession plan around that?” ## AI Isn’t the Only Problem Not everyone is raising the alarm over AI disruption. Chris Roberts, of the Canadian Labour Congress, says youth work precarity is nothing new and is not clearly attributable to AI. “Young people are often less hired and first fired, and they work in industries in which there is characteristically high turnover,” said Roberts, who directs the labour organization’s Social & Economic Policy department. Roberts pointed to generally unfavourable economic conditions and the uncertainty created by the trade war as factors behind low hiring. “AI adoption isn’t really rocketing ahead in Canada, to put it mildly, so it’s hard to get … strong evidence that this is technologically fueled, as opposed to a general problem we’ve been seeing for some quarters, which is just generally weak hiring, and a real reluctance to take on young people,” he said. Dobbs notes AI is also creating opportunities for young people who develop new skills. “There is now a demand for skills that interface with not just AI prompting, but the ability to understand and apply it,” he said. “Current employees … are busy doing their day-to-day. They don’t have time to necessarily adapt or learn these new ways of working.” Looking ahead, Williams sees potential for Canadian youth job training programs modeled after international initiatives. Since 2013, the EU’s Youth Guarantee has required national governments to ensure people under 30 receive a quality job, education, apprenticeship or traineeship within four months of leaving school or becoming unemployed. It is funded through a mix of national spending and EU support programs. In December, the U.K. launched a guaranteed jobs scheme that commits £820 million to ensuring young people receive jobs training and work experience. On Jan. 22, Prime Minister Mark Carney announced an upcoming AI strategy in a national address. Carney touted AI’s potential to improve health care, education and government services, but cautioned that realizing its benefits for workers will require major reforms. “[AI] can empower Canadians with new skills for more fulfilling jobs,” he said. “Realizing that potential will require fundamental reforms to our education system — how we do skills training — and to our social welfare system.” In the meantime, students like Smith will just have to find jobs the hard way. “[I] thought to myself that it was entirely a better use of my time to upgrade my résumé and find nepotism contacts, rather than uselessly applying,” Smith said.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>ai</category> <category>career</category> <category>genz</category> <category>jobmarket</category> <category>automation</category> <enclosure url="https://www.canadianaffairs.news/wp-content/uploads/2026/02/AI-jobs-canada.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[The Future Leadership Crisis: Why Cutting Graduate Programs Could Leave Companies Without Tomorrow's Bosses]]></title> <link>https://www.juniorremotejobs.com/article/the-future-leadership-crisis-why-cutting-graduate-programs-could-leave-companies-without-tomorrows-bosses</link> <guid>the-future-leadership-crisis-why-cutting-graduate-programs-could-leave-companies-without-tomorrows-bosses</guid> <pubDate>Thu, 12 Feb 2026 01:00:25 GMT</pubDate> <description>< ### Investing in Organizational Sustainability Seek’s Haynes reveals that her company is increasing its graduate intake as an investment in **organizational sustainability**. “If we don’t foster this talent, we run the risk of losing them to bigger opportunities overseas,” she says. “Anyone in the workforce knows that your early experiences shape not just your technical capabilities but your leadership philosophies and commitment to your employers. Moreover, graduates bring fresh perspectives, challenge established thinking, and drive innovation in ways that hiring exclusively experienced workers cannot replicate.” *The Top 100 Graduate Employers 2026 is a joint publication of Seek Grad and The Australian Financial Review.*]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>graduateprograms</category> <category>futureleadership</category> <category>talentpipeline</category> <category>careerdevelopment</category> <category>workforceplanning</category> <enclosure url="https://static.ffx.io/images/$zoom_0.2024%2C$multiply_3%2C$ratio_1.777778%2C$width_1059%2C$x_0%2C$y_95/t_crop_custom/c_scale%2Cw_800%2Cq_88%2Cf_jpg/t_afr_no_label_no_age_social_wm/ea50f3da4ed79450bf367de46fe82e6a655e27d8" length="0" type="image/777778%2C$width_1059%2C$x_0%2C$y_95/t_crop_custom/c_scale%2Cw_800%2Cq_88%2Cf_jpg/t_afr_no_label_no_age_social_wm/ea50f3da4ed79450bf367de46fe82e6a655e27d8"/> </item> </channel> </rss>