<?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, 25 Feb 2026 12:20:33 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[Breaking Down Diversity Barriers in Entry-Level Tech Policy Jobs: A 2025 Report Reveals Persistent Challenges]]></title> <link>https://www.juniorremotejobs.com/article/breaking-down-diversity-barriers-in-entry-level-tech-policy-jobs-a-2025-report-reveals-persistent-challenges</link> <guid>breaking-down-diversity-barriers-in-entry-level-tech-policy-jobs-a-2025-report-reveals-persistent-challenges</guid> <pubDate>Wed, 25 Feb 2026 12:00:28 GMT</pubDate> <description>< *Caption: Photo of a job seeker listening to information about employment during a job fair in Dallas, by LM Otero/AP* ### Call to Action for the Community The report underscores the need for ongoing commitment from organizations to address these barriers and foster a more inclusive environment in tech policy careers.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>techpolicy</category> <category>diversity</category> <category>careerdevelopment</category> <category>inclusion</category> <category>remotework</category> <enclosure url="https://broadbandbreakfast.com/content/images/2026/02/AP26017596515621-1-1.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[10 High-Paying Careers That Don't Require a 4-Year Degree: Earn $80,000+ Annually]]></title> <link>https://www.juniorremotejobs.com/article/10-high-paying-careers-that-dont-require-a-4-year-degree-earn-80-000-annually</link> <guid>10-high-paying-careers-that-dont-require-a-4-year-degree-earn-80-000-annually</guid> <pubDate>Wed, 25 Feb 2026 05:00:44 GMT</pubDate> <description><![CDATA[The journey to a new career can be challenging, especially when financial stress is a concern. Many worry that without a traditional college education, their options are limited. However, did you know that several lucrative career paths offer excellent salaries without the need for a time-consuming and costly four-year degree? Here are 10 careers that pay a median salary of at least **$80,000 a year**, based on data from the Bureau of Labor Statistics (BLS). ## 1. Transportation Inspector **Median annual salary: $87,290** Quality control is crucial in transportation, and inspectors play a key role in ensuring smooth operations for production and transportation companies. Responsibilities may include inspecting goods or equipment to maintain optimal performance. Typically, only a **high school diploma** is required. ## 2. Electrical Power-Line Installer and Repairer **Median annual salary: $92,560** This role involves installing and repairing electrical power lines to keep power flowing. It requires technical training and physical ability. The job outlook is positive, with a projected **7% growth** through 2034. ## 3. Dental Hygienist **Median annual salary: $94,260** To become a dental hygienist, you need an **associate's degree in dental hygiene** and a state license. Duties include teeth cleanings and patient education. This field is expected to grow by **7%** over the next decade. ## 4. Nuclear Medicine Technologist **Median annual salary: $97,020** Nuclear medicine technologists assist doctors in diagnosing and treating medical conditions using nuclear technology, such as PET scans. An **associate's degree in nuclear medicine technology** is typically required. ## 5. Radiation Therapist **Median annual salary: $101,990** With an **associate's degree in radiation therapy** and a state license if needed, you can work as a radiation therapist, administering and monitoring radiation therapy, often for cancer patients. Job growth is projected at **2%** through 2034. ## 6. Transportation, Storage, and Distribution Managers **Median annual salary: $102,010** These managers coordinate the movement of products or people at a high level. Starting in a lower-level position is common, and typically, no education beyond a **high school diploma** is required. ## 7. Power Plant Operator, Distributor, and Dispatcher **Median annual salary: $103,600** These professionals monitor the flow of electrical power. Training is usually on-the-job, and a **high school diploma** is often sufficient. It's a high-pressure role but offers competitive pay. ## 8. First-Line Supervisors of Police and Detectives **Median annual salary: $105,980** Supervisors coordinate schedules and logistics for law enforcement. Entry typically requires only a **high school diploma**. ## 9. Elevator and Escalator Installers and Repairers **Median annual salary: $106,580** This career involves installing and repairing elevators and escalators, with only a **high school diploma** needed. An apprenticeship can help start this path, and demand is expected to grow by **5%** through 2034. ## 10. Air Traffic Controller **Median annual salary: $144,580** Air traffic controllers coordinate flight paths to ensure safety. Requirements include an **associate's degree**, extensive on-the-job training, and high concentration. Job growth is projected at **1%** through 2034. Achieving financial stability involves strategic planning and leveraging your skills. These career paths can reduce stress by avoiding lengthy educational commitments. Non-degree programs are also on the rise, offering further opportunities to save time and increase earnings.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>career</category> <category>jobs</category> <category>salary</category> <category>education</category> <category>opportunities</category> <enclosure url="https://s.yimg.com/os/en/aol_financebuzz_844/2a523703b2aa3db2d31a2b80dbb2549c" length="0" type="image//os/en/aol_financebuzz_844/2a523703b2aa3db2d31a2b80dbb2549c"/> </item> <item> <title><![CDATA[25 Remote Jobs You Can Land With Zero Experience (And Their Salaries!)]]></title> <link>https://www.juniorremotejobs.com/article/25-remote-jobs-you-can-land-with-zero-experience-and-their-salaries</link> <guid>25-remote-jobs-you-can-land-with-zero-experience-and-their-salaries</guid> <pubDate>Tue, 24 Feb 2026 23:01:06 GMT</pubDate> <description><![CDATA[Recent reports found that **over half of workers (56%) believe their skills are only somewhat aligned** with the job market, while another 15% say they aren’t aligned at all. The gap can feel even wider when it comes to remote work. Many assume remote jobs require years of experience, but new research from FlexJobs suggests otherwise. FlexJobs identified **25 remote jobs that require little to no prior experience**, many with salaries that rival traditional entry-level roles. **Examples of in-demand remote jobs that require no experience and are actively hiring include:** * **QA Testing** (average salary: $68,400) * **Bookkeeping** ($50,290) * **Administrative** ($46,994) * **Customer Service** ($45,864) To get you started, we’ve rounded up this list of the best **remote jobs** with no experience requirements. Before you jump into your job search, take time to understand what relevant experience you *do* have. It’s probably more than you think, and when you realize that, you’ll be able to communicate your worth more effectively to hiring managers. ## 25 Remote Jobs That Require Little or No Experience Below are 25 **work-from-home jobs with no experience required**. Whether you’re exploring a new career path or adding a side gig to your schedule, these **entry-level remote jobs** give you a practical way to get started. For each job, the average salary is listed using **Payscale** data. ### 1. Administrative Jobs **Average Salary:** $46,994 Administrative professionals provide support to businesses or individuals through tasks that might include scheduling meetings, booking travel arrangements, answering calls and emails, managing files, and other admin duties. These roles often value **strong organization and communication skills** over formal experience. ### 2. Appointment Setting Jobs **Average Salary:** $40,775 Appointment setters contact potential clients or customers to schedule meetings or consultations. These roles prioritize **clear communication, organization, and the ability to handle objections professionally**, making them great for those looking to start a remote career with no prior experience. ### 3. Billing Jobs **Average Salary:** $53,847 Billing professionals help process invoices, manage payment records, and track accounts receivable. Entry-level billing positions are often available for those with **basic computer skills and an eye for accuracy**. ### 4. Bookkeeping Jobs **Average Salary:** $50,290 Bookkeepers record financial transactions, update spreadsheets, and help keep company accounts organized. Many remote bookkeeping jobs are open to beginners with **math skills, basic accounting knowledge, and comfort using software like Excel or QuickBooks**. ### 5. Call Center Jobs **Average Salary:** $42,860 Call center agents handle incoming or outgoing calls to assist customers with questions, orders, or service issues. These are great beginner work-from-home jobs for **strong communicators with a quiet home workspace**. ### 6. Chat Support Jobs **Average Salary:** $43,579 Chat support agents assist customers through live messaging, helping resolve questions or concerns in real time. If you’re a **fast typist with strong written communication skills**, many companies offer paid training to get started in these remote jobs, no experience required. ### 7. Collections Jobs **Average Salary:** $53,052 Collections jobs involve reaching out to customers or clients to recover overdue payments. These positions require **good communication skills, persistence, and the ability to stay calm when handling sensitive conversations**. Many entry-level collections jobs can be done remotely with the right training. ### 8. Community Engagement Jobs **Average Salary:** $51,091 Entry-level community engagement jobs, such as community outreach coordinators, focus on connecting with audiences through social media, partnerships, events, and online initiatives. These roles are well suited to **strong communicators who enjoy relationship-building, organizing outreach efforts, and representing a company or mission**. ### 9. Customer Service Jobs **Average Salary:** $45,864 Professionals in customer service jobs assist customers over the phone, through email, or via live chat. **Strong communication skills, fast typing, and the ability to handle customer concerns with patience and professionalism** are often all you need to qualify for these no-experience work-from-home jobs. ### 10. Data Entry Jobs **Average Salary:** $41,156 Data entry jobs typically involve inputting information into computer systems or secure file systems and may include other general clerical tasks. Data entry remote jobs, no experience required, are attainable if you have **strong typing skills, excellent time management, and keen attention to detail**. ### 11. Gaming Jobs **Average Salary:** $52,226 Gaming jobs for beginners might include testing new video games, moderating online communities, or providing customer support for gaming platforms. While these roles don’t require advanced skills, a **genuine interest in gaming and basic tech knowledge** can help you stand out. ### 12. Graphic Design Jobs **Average Salary:** $53,910 Graphic designers create visual content for ads, social media, and branding materials. Many entry-level positions focus on assisting experienced designers while you build your portfolio, though **creativity and basic knowledge of design tools, such as Adobe Photoshop or Canva**, can help you land your first role. ### 13. Insurance Claims Jobs **Average Salary:** $62,812 Insurance claims professionals help process and review claims to ensure accurate and timely handling. Entry-level positions often involve reviewing claim details, communicating with clients, and maintaining records, and many employers offer **on-the-job training** to get you started. ### 14. IT Support Jobs **Average Salary:** $58,478 IT support specialists troubleshoot issues with software, hardware, or internet connectivity. These entry-level IT jobs, no experience required, are great for those who enjoy **solving tech problems and explaining solutions to others in a clear, simple way**. ### 15. Marketing Jobs **Average Salary:** $52,584 Marketing roles often include managing social media, creating email campaigns, or assisting with market research. Entry-level marketing jobs, such as marketing coordinator roles, are an excellent way to **develop your skills in digital strategy while learning the basics of branding and analytics**. ### 16. Onboarding Jobs **Average Salary:** $53,675 Onboarding coordinators guide new hires through the training and setup process, often over the phone and in virtual meetings for work-from-home roles. These can be at-home jobs, no experience needed, as they typically focus more on **communication and organization than past HR experience**. ### 17. Proofreading Jobs **Average Salary:** $51,295 Proofreaders review written content for grammar, punctuation, and clarity. If you have a **good eye for detail and strong language skills**, it’s possible to land entry-level **proofreading roles** while you build experience. ### 18. QA Testing Jobs **Average Salary:** $68,400 Quality assurance (QA) testers review websites, apps, or digital products to identify bugs, usability issues, or design flaws before they launch. These roles often focus on **attention to detail and clear feedback**, so they’re accessible beginner remote jobs for those with no coding or tech background. ### 19. Research Jobs **Average Salary:** $63,686 Entry-level research jobs generally involve collecting and analyzing data to support projects or business initiatives. These roles are perfect for **detail-oriented individuals who enjoy investigating topics and organizing information**. ### 20. Sales Jobs **Average Salary:** $52,371 If you think you have an inclination for sales or you’ve worked retail, an online sales rep job may be a good fit. Entry-level sales jobs typically involve taking inbound calls or making outbound calls to sell a product or service, and remote roles allow you to do so from home vs on-site in a call center environment. ### 21. Social Media Jobs **Average Salary:** $54,642 Social media jobs involve managing content and interactions on platforms like Instagram, Facebook, and LinkedIn. These roles typically require **creativity and organization**, making them a great option for beginners interested in digital marketing and working from home. ### 22. Transcription Jobs **Average Salary:** $48,711 Transcriptionists listen to audio files and type them into written text. From remote typing jobs, no experience required, to captioning and beyond, these roles typically only call for a **fast typing speed and a good ear for detail**, so they’re an excellent option for beginners looking to work from home. ### 23. Translation Jobs **Average Salary:** $54,612 If you speak multiple languages, working as a translator could be a great fit. Remote translator roles can involve translating verbal files into written documents, using video to interpret virtually, or proofreading and cleaning up translated files. ### 24. Virtual Assistant Jobs **Average Salary:** $50,502 Virtual assistants provide administrative support to businesses, entrepreneurs, or executives. Virtual assistant jobs, no experience required, may involve **managing emails, scheduling, social media management, and more**. ### 25. Writing Jobs **Average Salary:** $63,753 Writing is a skill that often comes naturally and is also a common work-from-anywhere job. Writing blog posts, news articles, social media content, and more can allow you to make money at home. **Knowledge in a niche area, such as real estate, education, fashion, or finance**, can help you land a writing gig even faster.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>remotejobs</category> <category>entrylevel</category> <category>careerchange</category> <category>workfromhome</category> <category>flexjobs</category> <enclosure url="https://azbigmedia.com/wp-content/uploads/2024/09/hybrid-jobs-remote.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[AI's 73% Job Collapse: The Shocking Truth About Vanishing Entry-Level Tech Roles]]></title> <link>https://www.juniorremotejobs.com/article/ais-73-job-collapse-the-shocking-truth-about-vanishing-entry-level-tech-roles</link> <guid>ais-73-job-collapse-the-shocking-truth-about-vanishing-entry-level-tech-roles</guid> <pubDate>Tue, 24 Feb 2026 12:00:46 GMT</pubDate> <description>< Recent data paints a stark picture for the US (and increasingly global) tech job market in early 2026: - Entry-level tech hiring (often labeled P1 or junior roles) has collapsed by **73.4%** year-over-year, according to Ravio's 2025–2026 tech job market and compensation reports. This far outpaces the overall hiring decline of around 7% across seniority levels. - In contrast, **AI-related roles** have surged: AI/ML hiring grew by **88%** year-on-year in 2025 (Ravio 2026 Compensation Trends), with AI Engineer positions making up a large share. - Average salary for **AI Engineers** in the US now hovers around **$206,000** — a jump of roughly **$50,000** from 2024 levels, per multiple sources including Glassdoor aggregates, Second Talent reports, and industry analyses. On the surface, this looks like a classic market shift: companies chase high-demand skills and pay premiums. But dig deeper, and it's clear AI has **automated much of the execution layer** that once defined junior work. --- ### The Old Model vs. The New Reality **Traditionally, companies built engineering organizations like this:** 1. Hire juniors (fresh grads or bootcamp alumni). 2. Invest 1–2 years in training: code reviews, pair programming, basic task assignment. 3. Promote to mid-level, then senior—creating a sustainable talent pipeline. That ladder is breaking.  Tools like **Cursor** (an AI-powered IDE built on VS Code), **Claude** (via Claude Code or integrations), GitHub Copilot, and others now handle the bulk of routine coding: - Writing boilerplate code from specs; - Implementing straightforward features; - Fixing bugs in existing code; - Refactoring small modules; - Generating tests. What juniors once did — translating tickets into pull requests — is increasingly done by prompting an AI with natural language or partial code. Senior engineers now prompt, review, and integrate at 3–5x speed, often without needing as many hands. **The remaining high-value work is architectural:** - System design decisions; - Trade-off evaluations (scalability vs. speed vs. cost); - Security and compliance reasoning; - Strategic prioritization; - Debugging complex, interdependent failures. These require deep context, experience, and judgment — areas where current AI still lags or needs heavy human oversight. Result: companies hire **experienced seniors** (or AI-fluent mid-levels), equip them with AI tools, and achieve team-level output that previously required larger headcounts. --- ### The Consequences Are Already Visible **This pivot creates a cascade of long-term effects:** - **No clear entry path for newcomers**. Bootcamps, CS degrees, and self-taught developers face a brutal barrier: companies rarely hire juniors when AI covers the "learning on the job" phase. Stanford's Digital Economy Lab research (2025) shows employment for software developers aged 22–25 dropped nearly **20%** from late-2022 peaks in high-AI-exposure roles — far steeper than for older cohorts. - **Universities and bootcamps are misaligned**. Curricula still emphasize fundamentals like algorithms and syntax, but the market rewards prompt engineering, AI tool mastery, system thinking, and domain expertise. Graduates enter a job market where entry-level postings have shrunk dramatically. - **Future senior shortage**. Without juniors feeding the pipeline, the supply of experienced engineers could tighten in 5–10 years. Today's seniors (many in their 30s–40s) won't have enough successors unless companies rethink training models—perhaps through structured AI-augmented apprenticeships or internal upskilling. - **Wider talent inequality**. Those who break in (via internships, open-source, or rare junior-friendly firms) gain an edge; everyone else faces prolonged unemployment or pivots to adjacent fields (e.g., AI ethics, product, or non-tech roles). --- ### Why Companies Are Doubling Down Anyway **Short-term incentives win:** - **Cost efficiency**. Paying one $200k+ senior + AI tools often beats three juniors + training overhead. - **Speed to production**. AI reduces iteration time; teams ship faster with fewer people. - **Risk reduction**. Fewer juniors means less code debt, fewer security slips from inexperience. Many leaders openly admit: "We can do more with less thanks to AI." Reports from Ravio and others show administrative and junior roles deprioritized explicitly due to automation.  --- ### What This Means Moving Forward **For aspiring developers in 2026:** - Specialize early (AI/ML, security, cloud architecture, or niche domains). - Master AI tools as core skills—Cursor, Claude, etc., aren't optional. - Build portfolios showing complex problem-solving, not just code volume. - Seek roles at companies still investing in growth (startups in certain verticals, or firms with strong apprenticeship cultures). **For companies:** - The current optimization is rational but shortsighted. Without rebuilding pipelines, talent scarcity looms. - Hybrid models—AI + structured junior programs—may emerge as the sustainable path. The 73% drop isn't "just the market" — it's proof AI has already rewritten the rules of software engineering careers. Execution is commoditized; judgment is premium. The winners will be those who adapt fastest to this new reality.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>ai</category> <category>techjobs</category> <category>careerdevelopment</category> <category>entrylevel</category> <category>automation</category> <enclosure url="https://quasa.io/storage/images/news/mal5wvkjqff8cfFdbfKpWTzhjZ36kpi0UHMyO65D.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[7 Tech Giants Are Doubling Down on Entry-Level Engineers - Here's Why]]></title> <link>https://www.juniorremotejobs.com/article/7-tech-giants-are-doubling-down-on-entry-level-engineers-heres-why</link> <guid>7-tech-giants-are-doubling-down-on-entry-level-engineers-heres-why</guid> <pubDate>Tue, 24 Feb 2026 18:00:30 GMT</pubDate> <description>< *While some may be reluctant to hire junior developers, others are doubling down on the talent pool.* **Breaking into the tech job market has never been more challenging**, especially for entry-level software engineers. With AI automating many tasks that were once handled by junior workers, some companies have scaled back early-career hiring due to economic concerns or uncertainty about AI's impact. However, a surprising trend is emerging: **several major tech companies are actually expanding their entry-level engineering programs**, recognizing the unique value that new graduates bring to the table. ## LinkedIn  LinkedIn is planning to **expand its entry-level engineering internship program by 40%** compared to the previous year. Erin Scruggs, vice president and head of global talent acquisition, explained that the company is "working closely with our engineering leaders to keep investing in early-career talent, especially engineers who are AI-native and bring a builder mindset." The company aims to adjust its hiring mix to create more opportunities for the next generation of engineers. ## IBM  IBM is making a bold move by **tripling its entry-level hiring in 2026**, including in software engineering. Nickle LaMoreaux, chief human resources officer at IBM, emphasized that talent professionals need to "rewrite every job" and communicate the value of entry-level workers. She noted that while AI can handle many tasks that entry-level workers did a few years ago, today's developers are using AI assistance for coding and testing while also building new products, gathering client feedback, and collaborating with marketing teams. LaMoreaux predicts that "the companies three to five years from now that are going to be the most successful are those companies that doubled down on entry-level hiring in this environment." ## Cognizant  The IT-services company Cognizant is **quadrupling its pipeline of entry-level talent**, with plans to hire up to 2,000 early-career professionals by the end of the year. Kathy Diaz, chief people officer at Cognizant, stated that "Cognizant believes early-in-career talent have a competitive edge in this dynamic moment as AI-natives and lifelong learners." The company offers various workforce development programs, including its Fusion Internship program, to support these candidates. ## Cloudflare  Cloudflare announced plans to hire **1,111 interns in 2026**, a significant increase from its previous 60-person program. The company aims to "train the next generation of technology leaders" by providing hands-on experience and mentorship. Interns will work on projects that impact millions of internet users, from securing network infrastructure to developing cutting-edge server-less applications. Cloudflare also noted that "without hiring emerging talent, industries risk a critical shortage of experienced workers in the future." ## Dropbox  Dropbox is **expanding its internship and new-graduate programs by 25%** to capitalize on younger workers' AI fluency. Melanie Rosenwasser, chief people officer at Dropbox, compared entry-level workers' AI skills to "biking in the Tour de France, and the rest of us still have training wheels." This expansion includes engineering hires, highlighting the company's commitment to leveraging the AI proficiency of new graduates. ## ThreatLocker  Cybersecurity firm ThreatLocker plans to **nearly double its headcount to 1,200 employees over the next 18 months**, with a significant number of those hires being entry-level. The company maintains rigorous training standards for engineers at every level to reflect the real pressure of defending critical systems. Additionally, ThreatLocker offers a free, in-person, 60-hour cybersecurity bootcamp for college students and recent graduates. ## Invisible Technologies Invisible Technologies, an AI software platform for businesses, has hired **160 engineers in the past 18 months**, with roughly half being entry-level or junior. CEO Matt Fitzpatrick noted that entry-level engineers are "some of the most thoughtful about using gen AI, because they've grown up using this in their schooling." He described the entry-level talent pool as "incredibly proficient" and "more useful than ever." This shift in hiring strategy highlights a growing recognition among tech leaders that **entry-level engineers bring valuable AI fluency and fresh perspectives** to the workplace. As companies navigate the evolving job landscape, those investing in junior talent may be positioning themselves for long-term success.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>entrylevel</category> <category>engineering</category> <category>hiring</category> <category>ai</category> <category>career</category> <enclosure url="https://i.insider.com/699c832f2237a6a8f0cda69b?width=1200&format=jpeg" length="0" type="image//699c832f2237a6a8f0cda69b"/> </item> <item> <title><![CDATA[IBM Triples Entry-Level Hiring in 2026: How AI is Redefining Early-Career Roles]]></title> <link>https://www.juniorremotejobs.com/article/ibm-triples-entry-level-hiring-in-2026-how-ai-is-redefining-early-career-roles</link> <guid>ibm-triples-entry-level-hiring-in-2026-how-ai-is-redefining-early-career-roles</guid> <pubDate>Mon, 23 Feb 2026 23:00:39 GMT</pubDate> <description>< *IBM Expands Entry-Level Hiring Even as AI Reshapes Early-Career Roles* ### How AI is Transforming Junior Roles at IBM Nickle LaMoreaux, IBM's chief human resources officer, emphasized that this hiring increase will apply **broadly across multiple departments** rather than focusing on just one area. "And yes, it's for all these jobs that we're being told AI can do," LaMoreaux stated during a conference in New York. LaMoreaux explained that she has **revised entry-level job descriptions** for software developers and other roles to demonstrate internally why expanding hiring at this level still makes strategic sense. This shift is already changing how junior employees work at IBM. ### The New Reality for Junior Developers Since AI can now handle much of the routine coding, **junior developers are spending less time writing basic code**. Instead, they are **working more closely with customers** and supporting real-world implementation. This represents a significant shift in how early-career technical professionals contribute to the organization. ### Evolution of Entry-Level HR Roles A similar transformation is occurring in human resources. Entry-level HR staff are **no longer answering every employee question directly**. Instead, they step in when **HR chatbots fail to provide accurate responses**. Their role now includes **reviewing AI output, correcting errors**, and working with managers when needed. ### The Strategic Importance of Entry-Level Hiring LaMoreaux highlighted that while cutting entry-level hiring might reduce costs in the short term, it creates **significant long-term risks**. Without sufficient early-career hires, companies may struggle to develop future mid-level managers. This often forces organizations to **hire from competitors**, which tends to be more expensive and less efficient. She added that **external hires usually need more time to adjust** to company systems, culture, and processes compared to employees who grow within the organization. ### IBM's Business Context International Business Machines Corporation provides **hybrid cloud, artificial intelligence, and consulting services** worldwide. Its business is organized into Software, Consulting, Infrastructure, and Financing segments. While the article acknowledges IBM's potential as an investment, it notes that certain AI stocks might offer greater upside potential with less downside risk.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>ibm</category> <category>entrylevel</category> <category>ai</category> <category>careerdevelopment</category> <category>hiring</category> <enclosure url="https://s.yimg.com/ny/api/res/1.2/E1vExCeLkqCMVWpnjkFXsA--/YXBwaWQ9aGlnaGxhbmRlcjt3PTEyMDA7aD02NzM7Y2Y9d2VicA--/https://media.zenfs.com/en/insidermonkey.com/006bcfc0bf6a5e2502bce632646ee7ea" length="0" type="image/com/006bcfc0bf6a5e2502bce632646ee7ea"/> </item> <item> <title><![CDATA[The Great Stay 2026: Is Staying in Your Job Hurting Your Career Growth?]]></title> <link>https://www.juniorremotejobs.com/article/the-great-stay-2026-is-staying-in-your-job-hurting-your-career-growth</link> <guid>the-great-stay-2026-is-staying-in-your-job-hurting-your-career-growth</guid> <pubDate>Mon, 23 Feb 2026 18:00:48 GMT</pubDate> <description><![CDATA[In 2026, a new workplace phenomenon is emerging: **The Great Stay**. Instead of job-hopping in search of better pay, flexibility, or fulfillment, many workers are choosing to stay put—even if they’re unhappy, burnt out, or in a role that no longer aligns with their career aspirations. Why? Because the job market feels uncertain, layoffs feel imminent, and job security has become nonnegotiable. According to MyPerfectResume’s The Great Stay 2026 report, **32% of employees say they’re worried about losing their job this year**. That fear is driving the workforce to prioritize career preservation over rocking the boat, even when staying comes with real tradeoffs. The Great Stay isn’t about loyalty or long-term commitment. It’s about safety often over real career growth. And while staying can absolutely be the right move in some cases, it’s important to understand the impact of staying too long for the wrong reasons. ## Impact #1: Burnout Doesn’t Go Away, It Just Gets Worse One of the biggest risks of The Great Stay is compounding burnout. According to MyPerfectResume’s Burnout Nation report, **63% of workers feel burnout several times a week**, and 55% rate their burnout as moderate to severe. Burnout doesn’t just impact how you feel, it also affects how you perform, and how willing you are to take on new opportunities. When employees stay in roles that drain them, they often shift into preservation mode, doing only what is required but no more. This has nothing to do with ambition but sheer exhaustion. And for young professionals, this is especially dangerous. Your early career years are pivotal to your growth, and burnout at this stage can limit skill-building, confidence, and momentum before your career really has a chance to take off. So if you’re in a role that’s causing burnout, staying will sadly only make the situation worse over the long term. ## Impact #2: Stagnant Pay Can Cost You Over Time Another hidden cost of staying too long is the impact on your financial gains. Only **23% of workers say they’re satisfied with their current pay**, and 41% haven’t received a meaningful raise in the past two years. Staying in a role without pay growth just increases that gap and can delay important life goals like paying down student loans, building savings, moving out, or investing in your future. For early-career professionals, raises and role changes often drive the biggest jumps in compensation. When the opportunities to increase your salary don’t come around, it can start to feel like the “safe” decision you’re making today costs you tens of thousands of dollars over the long term. ## Impact #3: Career Growth Can Slow Way Down Even early in your career, mobility matters. Gaining new skills, experiences, and focusing on visibility are the building blocks of long-term success. Yet **36% of workers say they feel detached at work due to a lack of career growth**. Staying in a role that no longer challenges you, or doesn’t offer a clear path forward, can limit how competitive you are in the future job market. So if your role isn’t helping you move closer to where you want to be in three to five years, staying indefinitely can diminish your options. ## So… Should You Stay or Should You Go? The answer isn’t one-size-fits-all. Staying can be the right choice if your needs are being met including fair pay, a manageable workload, learning opportunities, and a realistic path forward. Sometimes stability allows you to build skills, recover from burnout, or prepare for your next move intentionally. But staying should be a strategy, not a fear response. To ensure you are making the right choice, take a step back and ask yourself: - Is this role helping me grow professionally? - Am I gaining skills that will matter in my next role? - Does this job support my financial and personal goals? - Can I realistically see progress here in the next 1–3 years? If the answer is no, that doesn’t mean you need to quit tomorrow. But it does mean it’s time to build an exit strategy. ## Even If You Stay, Always Keep Your Options Open One of the most powerful things you can do, whether you plan to stay or leave, is invest in your network. According to MyPerfectResume, **54% of workers are hired through a connection**. Networking isn’t just about finding a job, it can also provide perspective, much needed advice, or visibility. Conversations with people in your field can help you understand what’s possible, and when it might be time to move on from your current role. Networking also doesn’t have to be an added chore. You can start small by reconnecting with former classmates or coworkers, attending industry events or virtual panels, or having informational conversations with new contacts. Focusing on networking means you aren’t just jumping into a job search, but are really planning for any great opportunity to come your way. Whether this is your first job or your fifth, always remember that you have a choice on the direction your career takes. The Great Stay may define the current moment, but it doesn’t have to define your career. If you choose to stay in your role for job security you aren’t doing anything wrong. And if you decide to kickstart your exit strategy to find something new then you aren’t being reckless. What matters is knowing why you’re choosing either path and making sure fear isn’t the only thing making the decision for you.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>career</category> <category>jobmarket</category> <category>burnout</category> <category>networking</category> <category>growth</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2026/01/Young-white-male-flipping-coin-to-choose-decide-between-two-job-opportunities.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[From Arizona to the NHL: The Unconventional Journey of Hockey Star Auston Matthews]]></title> <link>https://www.juniorremotejobs.com/article/from-arizona-to-the-nhl-the-unconventional-journey-of-hockey-star-auston-matthews</link> <guid>from-arizona-to-the-nhl-the-unconventional-journey-of-hockey-star-auston-matthews</guid> <pubDate>Sun, 22 Feb 2026 12:00:26 GMT</pubDate> <description><![CDATA[Auston Matthews is widely recognized as one of the premier hockey players in the NHL today. The American forward made an immediate impact, earning **Rookie of the Year honors** in the 2016-17 season and securing his first **MVP award** during the 2021-22 campaign. Throughout his entire 10-year NHL career, Matthews has remained loyal to the **Toronto Maple Leafs**, consistently leading the team to the playoffs each season while pursuing his first **Stanley Cup championship**. Beyond his NHL success, Matthews is a pivotal figure for the **United States national team**, representing Team USA in prestigious tournaments like the **Four Nations** and the **Olympics**. ### Hometown and Early Life Matthews was born in **San Ramon, California**, on September 17, 1997. Shortly after his birth, his family relocated to **Scottsdale, Arizona**, where he spent his formative years. His amateur hockey development took place with the **USA Hockey National Team Development Program**, based in Plymouth, Michigan. Notably, Matthews also spent a year playing professionally for the **ZSC Lions** in Switzerland before settling in Toronto for his NHL career. ### Junior Hockey Path Unlike many NHL prospects, Matthews did not follow the traditional junior hockey route. Although drafted by the **Everett Silvertips** in the 2012 WHL Bantam Draft, he chose to hone his skills with the **USA Hockey National Team Development Program**, which competes in the United States Hockey League and focuses on preparing players for international competition. After the 2014-15 season, Matthews faced a critical decision: continue with amateur hockey, transition to major junior hockey in Canada, or pursue professional opportunities abroad. He opted for the latter, joining the **ZSC Lions** in Switzerland's National League A. This experience proved invaluable, as he was subsequently selected **first overall** by the Toronto Maple Leafs in the **2016 NHL Draft**. ### Career Statistics Here is a breakdown of Auston Matthews' career stats with the Toronto Maple Leafs: | Season | Team | GP | Goals | Assists | Points | +/- | |----------|--------------|-----|-------|---------|--------|-----| | 2016-17 | Maple Leafs | 82 | 40 | 29 | 69 | 2 | | 2017-18 | Maple Leafs | 62 | 34 | 29 | 63 | 25 | | 2018-19 | Maple Leafs | 68 | 37 | 36 | 73 | -9 | | 2019-20 | Maple Leafs | 70 | 47 | 33 | 80 | 19 | | 2020-21 | Maple Leafs | 52 | 41 | 25 | 66 | 21 | | 2021-22 | Maple Leafs | 73 | 60 | 46 | 106 | 20 | | 2022-23 | Maple Leafs | 74 | 40 | 45 | 85 | 31 | | 2023-24 | Maple Leafs | 81 | 69 | 38 | 107 | 31 | | 2024-25 | Maple Leafs | 67 | 33 | 45 | 78 | 11 | | 2025-26 | Maple Leafs | 51 | 26 | 22 | 48 | 4 | | **Total**| **Maple Leafs**| **680**| **427**| **348**| **775**| **155** | Matthews' journey highlights the importance of **alternative pathways** in sports careers, demonstrating that success can be achieved through diverse experiences and international exposure.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>hockey</category> <category>career</category> <category>nhl</category> <category>sports</category> <category>development</category> <enclosure url="https://library.sportingnews.com/styles/crop_style_16_9_desktop_webp/s3/2026-02/Auston%20Matthews%20022126.jpg.webp?itok=eTwpz4IY" length="0" type="image/webp"/> </item> <item> <title><![CDATA[Unlock Your Dream Job in 2026: How to Land Hired Without Years of Experience]]></title> <link>https://www.juniorremotejobs.com/article/unlock-your-dream-job-in-2026-how-to-land-hired-without-years-of-experience</link> <guid>unlock-your-dream-job-in-2026-how-to-land-hired-without-years-of-experience</guid> <pubDate>Sun, 22 Feb 2026 05:00:46 GMT</pubDate> <description><![CDATA[We often hear from early career professionals who feel trapped by a single line in a job description. You find a role that perfectly matches your abilities, but then you see the requirement: **“minimum five years of experience.”** It feels like a door slamming shut before you even have a chance to knock. But as we move further into 2026, we are seeing a fundamental shift in how companies find and hire talent. The era of counting years is ending, and the era of proving skills is beginning. At College Recruiter, we call this the **Skill First Pivot**. It is a movement where employers prioritize what you can actually do over where you went to school or how many years you have sat in a cubicle. For those of you in the 0 to 5 year experience bracket, this is the most significant opportunity of your professional life. It means that the **“paper ceiling”** is finally cracking. If you have the competencies, the market is ready to listen. ## Why the Shift Is Happening Now By 2026, the pace of technological change has made traditional job titles almost obsolete. A “Marketing Coordinator” role today looks nothing like it did three years ago. Companies have realized that a person with two years of high intensity experience in modern AI tools and data analytics is often more valuable than someone with ten years of experience in legacy systems. Hiring managers are no longer looking for a **“safe” hire based on tenure**. They are looking for a **“capable” hire who can solve specific problems on day one**. This is why you see so many job postings removing degree requirements or softening their experience demands. They are opening the door for people who have taken the initiative to learn the skills the modern economy demands. If you have been teaching yourself Python on the weekends or managing a complex freelance project on the side, you are exactly who these companies want to find. --- ## Auditing Your Skill Inventory Before you can pivot, you need to know what you are selling. Most job seekers underuse their own history. You might think of your first job as a series of tasks, but we want you to think of it as a collection of capabilities. We suggest sitting down this February and performing a deep audit of your professional inventory. Do not just list your job duties. Instead, ask yourself what specific problems you were trusted to solve. Did you manage a budget? Did you resolve customer conflicts? Did you streamline a reporting process that used to take three days? These are your **“Power Skills.”** In 2026, we categorize skills into three main buckets: 1. **Technical Proficiencies:** These are the tools of your trade, such as software, coding languages, or specific machinery. 2. **Adaptive Skills:** Often called soft skills, these include your ability to communicate, lead a team, and learn new things quickly. 3. **Domain Expertise:** This is your understanding of how an industry actually works. --- ## Restructuring Your Resume for a Skill First World If you want to take advantage of this pivot, your resume cannot lead with a chronological list of jobs. If the first thing a recruiter sees is “Junior Associate: 2024 to 2026,” they are immediately putting you in a **“two year experience” box**. Instead, we recommend moving your **Skills section to the top of the document**. Lead with your strengths. If you are an expert in data visualization, put that in bold right under your name. Your work history should then act as the **“evidence” for these skills**. | Instead of Writing… | Try Writing… | |---------------------|--------------| | Handled customer service calls. | Mastered conflict resolution and high volume communication. | | Assisted with social media posts. | Executed cross platform content strategy using AI automation tools. | | Attended weekly team meetings. | Collaborated on strategic planning to increase Q4 efficiency by 15 percent. | Notice how the second column focuses on the competency rather than the task. This is how you speak the language of a skill first recruiter. You are showing them that you have the **“tools” they need**, regardless of how many candles were on your last work anniversary cake. --- ## Validating Your Capabilities One of the challenges of a skill first search is proving that you actually have the skills you claim. Anyone can write “Project Management” on a resume. In 2026, the most successful candidates are those who provide **third party validation**. This is where **micro certifications and digital badges** become vital. If you have zero to five years of experience, these are your **“boosters.”** Whether it is a certificate from a major tech provider or a badge from a professional association, these credentials give a recruiter confidence. They act as a seal of approval that says a third party has tested your knowledge and found it sufficient. We also encourage the use of **“Proof of Work” links**. If you are a writer, link to your portfolio. If you are a coder, link to your repository. If you are a business analyst, link to a sanitized version of a report you created. In a world where AI can generate a resume in seconds, actual proof of work is the **ultimate differentiator**. --- ## Networking Through Competency The Skill First Pivot also changes how you network. Instead of reaching out to someone and asking for a job, you should be reaching out to discuss the **“craft.”** Join communities where people are solving the problems you want to solve. Participate in forums, attend webinars, and share your own insights. When you demonstrate your knowledge in a public or semi public space, you are essentially **interviewing in real time**. We have seen many cases where a professional with only one year of experience was headhunted because they shared a brilliant solution to a common industry problem on a professional network. By 2026, recruiters are spending as much time in these skill based communities as they are on traditional job boards. --- ## Owning Your Narrative The biggest hurdle in the Skill First Pivot is often your own mindset. Many early career professionals feel like imposters because they do not have a decade of experience. We want you to stop thinking of your youth as a liability. In 2026, your **“0 to 5 years” means you are unburdened by old ways of thinking**. You are a digital native who is comfortable with change. When you sit down for an interview this February, do not apologize for your lack of tenure. Instead, lean into your specific competencies. Talk about how you have stayed current with the latest trends. Show them the projects you have built. Explain how your unique combination of skills makes you the best person for the job right now. ## The February Advantage We are currently in the peak of the hiring season. Companies have a lot of work to do, and they need people who can do it. If you can pivot your search to focus on your skills, you will find that those **“minimum five year” requirements are often more flexible than they appear**. At College Recruiter, we are here to help you navigate this new landscape. Your career is not a race to see who can stay in one place the longest. It is a journey of building a toolkit that makes you indispensable. Take some time this month to sharpen those tools and show the world what you are truly capable of. The market is moving toward skills, and it is time for you to move with it.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>skillfirst</category> <category>careerdevelopment</category> <category>jobsearch</category> <category>hiringtrends</category> <category>earlycareer</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2025/08/White-male-with-glasses-dressed-in-suit-with-concerned-look-on-his-face-and-holding-sign-that-reads-no-experience.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[AI Anxiety Is Reshaping Careers: Why Workers Are Fleeing Tech for Trades and Healthcare]]></title> <link>https://www.juniorremotejobs.com/article/ai-anxiety-is-reshaping-careers-why-workers-are-fleeing-tech-for-trades-and-healthcare</link> <guid>ai-anxiety-is-reshaping-careers-why-workers-are-fleeing-tech-for-trades-and-healthcare</guid> <pubDate>Sat, 21 Feb 2026 12:00:26 GMT</pubDate> <description><![CDATA[## The Rise of AI Anxiety in the Workforce Matthew Ramirez started at Western Governors University as a computer science major in 2025, drawn by the promise of a high-paying, flexible career as a programmer. But as headlines mounted about tech layoffs and AI’s potential to replace entry-level coders, he began to question whether that path would actually lead to a job. When the 20-year-old interviewed for a datacenter technician role that June and never heard back, his doubts deepened. In December, Ramirez decided on what he thought was a safer bet: turning away from computer science entirely. He dropped his planned major to instead apply to nursing school. He comes from a family of nurses, and sees the field as more stable and harder to automate than coding. “Even though AI might not be at the point where it will overtake all these entry-level jobs now, by the time I graduate, it likely will,” Ramirez said. Ramirez is not alone in reshaping his career out of anxiety over AI. As students like him are reconsidering their majors over concerns that AI may disrupt their employment prospects, more established workers – some with decades of experience – are rethinking their trajectories because they’re encountering AI at work and share the same unease. Some workers are eschewing it entirely; others are embracing it. It’s not clear when AI will become advanced enough to replace certain white-collar workers and just how many jobs it will be capable of taking over. But jitters around its potential impact are already pushing people to change course, reshaping the labor market before automation fully arrives. --- ## Why Workers Are Feeling the Pressure What is clear is why workers are feeling on edge. The World Economic Forum projects that AI could displace 92 million roles worldwide by 2030, including many white-collar positions. In the US, employers cited AI as a factor in nearly 55,000 job cuts in 2025, according to Challenger, Gray & Christmas, a consulting firm, as job seekers navigate a tougher market. While AI is still just one factor among many that are leading to layoffs, ADP, the largest payroll company in the US, found that professional and business services roles, alongside information services jobs in media, telecom and IT, collectively lost 41,000 jobs in December 2025. In that same month, employment grew in healthcare, education and hospitality, per the firm’s data. Many of those white-collar roles involve writing, data analysis and coding – tasks generative AI tools can increasingly perform. Hands-on, people-facing work remains less exposed. Jobs that emphasize interpersonal and hands-on skills are increasingly appealing to young people who are wary of automation, according to Dr Jasmine Escalera, a career development expert at Zety, a professional development platform. She pointed to research showing that 43% of Gen Z workers who are anxious about AI are moving away from entry-level corporate and administrative roles and toward careers that rely on what she calls “human skills”, including creativity, interpersonal connection and hands-on expertise. In that same report, 53% of young respondents said they were seriously considering blue-collar or skilled trade work. Escalera said it was a move that workers were making to reduce their exposure to AI and one that the Wall Street Journal, the paper of record of white-collar work, had recently urged its readers to consider. But the pivot may come with sacrifices. Many of the white-collar roles that workers worry could be automated – from software development to financial analysis – are paid median salaries well above $75,000 a year, with developers raking in about $133,000, according to the Bureau of Labor Statistics. Blue-collar jobs pay less. Many skilled trades, like electricians and plumbers, receive closer to $60,000 a year. These types of jobs also often require in-person work, physical labor and less predictable schedules – all trade-offs workers may accept in their attempts to future-proof their careers. --- ## Avoiding AI-Centric Jobs For some job seekers, any mention of AI is a red flag in job listings, so they’re skipping them entirely. After getting laid off last January, Roman Callaghan, 30, spent nine months hunting for his next job. As a medical coder at a medication access firm for four years, Callaghan handled administrative tasks like calling insurance providers and entering medical data. After his employer started rolling out AI across the company to streamline workflows, he wondered whether the move would one day affect his job. When he was laid off two years later, he suspected his fears had come true, though his employer didn’t specifically cite AI as a reason. When he looked for new work, he avoided any roles that mentioned phrases like “integrating AI”, “AI-first” or “developing AI” in job descriptions. Callaghan wanted a new job, but his AI anxiety steered him away from roles that now felt short-term to him. He just didn’t want to risk being laid off again because a future employer would eventually use AI to cull its ranks. In the past nine months, he said, he applied to at least 100 jobs across data entry, medical coding, call centers and paralegal work, while deliberately skipping 30 to 40 postings that referenced AI. While he searched, he took odd gigs to make ends meet, first at a local fish store and later at a call center. He stayed there until mid-October, when he landed a data entry job. Avoiding AI-centric jobs “felt like it narrowed the amount of companies I could work for”, Callaghan said. “Even though my options were limited, sticking to my convictions felt worth it.” Recruiters say that kind of avoidance is becoming more common. Marshall Scabet, the CEO of Precision Sales Recruiting, which helps manufacturers hire sales professionals, said that roughly a quarter of sales candidates he spoke with over the past six months were trying to pivot away from software-as-a-service (SaaS) jobs. Many clients told him they worried their tech sales roles could be replaced by AI, Scabet said, and believed selling industrial equipment was safer from automation. Doing so, he said, required building human relationships with vendors. “In their opinion, there was less likelihood of that job being taken by AI,” Scabet said. “AI isn’t just going to walk into a factory and give a pitch about a machine.” --- ## Experienced Workers Rethinking Their Paths For more experienced workers, their encounters with AI in the workplace are pushing them to reconsider entire industries or build new skill sets. Liam Robinson, a 45-year-old animation artist, says he is actively avoiding jobs in the mobile gaming industry he has worked in for more than a decade. In his last role as an art director, his employer encouraged staff to use generative AI to speed up production. Robinson, who refused to use AI in his own work, said he watched the quality of animation suffer around him as his colleagues began relying on the tech. Last September, after disclosing in a self-evaluation survey that he wasn’t using AI, Robinson was laid off. It left him disillusioned with the direction of the industry. He believes AI flattens creativity, erodes craftsmanship and hurts the environment, fueling his resistance to work for companies building or deploying it. He is not actively applying for new roles and instead is focused on creating webtoon comics. But if money runs dry, he said, he would take on other work, from driving for Uber to trash disposal. “As long as I’m useful and making a little money, that’s enough,” Robinson said. As professionals like Robinson confront the possibility that skills they spent years mastering are no longer highly valued, many are redefining what stability looks like, according to Arianny Mercedes, founder of the career strategy firm Revamped. Rather than chasing prestige or high salaries, Mercedes said her job-seeking clients increasingly prioritize roles tied to regulated or essential parts of an organization, such as healthcare administration, education or compliance. “The objective isn’t to avoid AI,” Mercedes said. “It’s to be in roles where AI changes the tools of work without undermining authority or decision-making.” For others, the safest response to AI is to lean into it. After designing and developing websites for four years, Dmitry Zozulya decided to leave his work behind. As AI tools have proliferated and make it possible to code and create branding at a fraction of what it used to cost, the 29-year-old found it increasingly difficult to sell website and landing page work. Instead, Zozulya began offering AI-driven automation services, helping businesses streamline workflows. He now runs a small consultancy while building personal projects to deepen his experience. “I believe it’s very important to adapt,” Zozulya said. “Even when it’s uncomfortable.” --- ## The Future of Work in an AI-Driven World Whether the rise of AI is steering workers away from entire industries or just certain roles, it is disrupting many people’s calculus for what their future at work will look like – and it’s happening abruptly. For Ramirez, that recalculation began before he had even entered the workforce. He believes switching from computer science to nursing means he’ll find work after graduation, even if it means letting go of the future he once imagined. “When you throw AI into the picture, the likelihood of healthcare jobs disappearing is slim as of right now,” Ramirez said. “I can’t speak for the future, but in the next few years, they’re still going to be there.”]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>ai</category> <category>careerchange</category> <category>futureofwork</category> <category>jobmarket</category> <category>automation</category> <enclosure url="https://i.guim.co.uk/img/media/701714c0c6d696c052b98a75d66b06980042e0d7/1_0_2999_2400/master/2999.jpg?width=1200&height=630&quality=85&auto=format&fit=crop&precrop=40:21,offset-x50,offset-y0&overlay-align=bottom%2Cleft&overlay-width=100p&overlay-base64=L2ltZy9zdGF0aWMvb3ZlcmxheXMvdGctZGVmYXVsdC5wbmc&enable=upscale&s=ae8e246f4894a53c9bdf49e207d56428" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[The Vanishing Act: 15 Careers That Could Disappear in the Next Decade Due to AI and Automation]]></title> <link>https://www.juniorremotejobs.com/article/the-vanishing-act-15-careers-that-could-disappear-in-the-next-decade-due-to-ai-and-automation</link> <guid>the-vanishing-act-15-careers-that-could-disappear-in-the-next-decade-due-to-ai-and-automation</guid> <pubDate>Sat, 21 Feb 2026 05:00:25 GMT</pubDate> <description><![CDATA[Choosing a sustainable career is a key element of maintaining **financial fitness**. However, for better or worse, it's impossible to predict all the ups and downs of the global economy, and your once-promising career field might start to dry up before you reach retirement age. Wonder if your current job could end up on the chopping block in the next ten years? Keep reading for our list of careers that seem primed to disappear sooner rather than later. ## 1. Mail Clerks Jobs that lend themselves easily to **automation** are among the most likely to disappear over the next decade. For instance, mail clerks work behind the scenes in mail rooms where they time-stamp, sort, and route mail, all tasks that can increasingly be done by machines. ## 2. Administrative Assistants and Secretaries A 2025 report from the World Economic Forum states that clerical jobs, including secretarial positions, are likely to decline sharply over the next 10 years. Tasks like scheduling travel, calculating budgets with spreadsheet software, and sending emails are becoming easier than ever to automate with the introduction and ongoing development of **AI**, which could render secretaries obsolete. ## 3. Typists Thanks to voice-to-text transcription and automated, **generative-AI-boosted** formatting and phrasing, typists are already much less in demand than they were a few decades ago. This job title is at serious risk of becoming fully extinct in the next decade. ## 4. Cashiers As Amazon Fresh customers can confirm, cashiers are no longer essential to a grocery store's daily operations. Technologies like Amazon's Dash Carts, which calculate costs as shoppers take items off shelves and place them in their carts, are currently available in some Amazon Fresh stores. Fast-expanding technology and the ever-growing number of self-checkouts at retail stores suggest human cashiers could disappear entirely in the next decade. ## 5. Bank Tellers Banking jobs have already dropped off with the rise of **online banking**. ATMs have made it easy to get cash without driving to your bank, and since checks can be deposited via mobile app, there aren't many reasons to go through a bank drive-through and get help from a teller. ## 6. Transportation Attendants How long has it been since an attendant asked to check your ticket after you got on a train? Digital scanners, cameras, and other technologies are likely to replace this job with software and surveillance systems in the near future. Though the same can't be said for flight attendants, whose jobs are predicted to keep growing at an above-average rate. ## 7. Proofreaders While editing and content strategizing jobs are likely to stick around, proofreading is likely to go the same way as other time-consuming and repetitive jobs that can be done with optimal accuracy by artificial technology tools like EditGPT and Grammarly. ## 8. Door-to-Door Sellers Younger generations are less likely than their older counterparts to answer a knock on the door, especially from someone they don't immediately recognize. The Bureau of Labor Statistics expects jobs in door-to-door sales to decline by at least 10% in the next decade, though the World Economic Forum predicts an even steeper global decline in these jobs. ## 9. Accounting and Payroll Clerks Historically, accounting and payroll clerks have entered data by hand and rigorously reviewed spreadsheets to spot errors. However, advanced accounting software is getting better at sorting and proofreading data with minimal supervision or input from a human. While accountants will likely be around ten years from now, data-entry positions in the field likely won't. ## 10. Telemarketers Sales jobs generally are expected to decline between now and 2036, and telemarketing is at the top of the list. Plus, most major phone carriers screen for spam calls, flagging numbers associated with telemarketers so individuals on the other end of the line can choose to decline the call. The calls that do get through can just as easily be automated as made by a real human. ## 11. Data-Entry Clerks Any job that requires humans to rapidly input data sets and proofread for errors is likely to dry up in the next decade, which means data-entry clerks in all sorts of professions will probably be phased out as **generative AI** capabilities improve. ## 12. Travel Agents Travel agents help their clients book hotels, find plane tickets, and sign up for tours, all tasks that many people are comfortable performing on their own. Generative AI modules can now answer questions that would-be travelers would typically pose to a travel agent, meaning agents are likely to find less and less work in this sphere. ## 13. Printers While print material isn't going to vanish, mass-produced products like printed brochures, manuals, and even restaurant menus are becoming less common, leaving fewer jobs for professional printers. ## 14. Material Recording Clerks Inventory management software with built-in **generative-AI features** is likely to replace in-person stock-keeping clerks. Product tracking is relatively easy to automate, and it will only get easier as technology continues to advance. ## 15. Insurance Claims Adjusters Insurance adjusters look into insurance claims and determine if a policyholder qualifies for assistance or settlement, a task that is increasingly being turned over to algorithms and generative AI. If you're an employee in one of the career fields we mentioned above, don't panic just yet. If the 2020 pandemic taught us anything, it's that no one can say for sure what's around the corner. Instead of pivoting to a new career out of fear, be strategic and measured as you chart your financial future. Consider picking up a part-time job to make extra money on the side, plotting a careful budget, and researching new careers so you can make thoughtful decisions moving forward.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>automation</category> <category>ai</category> <category>career</category> <category>future</category> <category>jobs</category> <enclosure url="https://s.yimg.com/os/en/aol_financebuzz_844/df1dbc82ec334acb30ccbcb594014a23" length="0" type="image//os/en/aol_financebuzz_844/df1dbc82ec334acb30ccbcb594014a23"/> </item> </channel> </rss>