<?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, 24 Dec 2025 11:32:20 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[Google AI Is Killing Entry-Level Jobs: How Search Changes Are Crushing New Graduates]]></title> <link>https://www.juniorremotejobs.com/article/google-ai-is-killing-entry-level-jobs-how-search-changes-are-crushing-new-graduates</link> <guid>google-ai-is-killing-entry-level-jobs-how-search-changes-are-crushing-new-graduates</guid> <pubDate>Wed, 24 Dec 2025 01:00:25 GMT</pubDate> <description><![CDATA[If you've recently applied for an entry-level position and heard nothing back, you're not alone. However, the reason behind your struggles may not be your CV. It could be **Google**. A growing body of evidence indicates that Google's **AI Overviews**, which deliver instant answers at the top of search results, are creating a domino effect that is devastating small publishers, reducing advertising revenue, and ultimately eliminating many of the jobs young workers need to begin their careers. ## The Traffic Collapse Hitting Businesses Hard According to data from Digital Content Next, a trade organisation representing major publishers such as the New York Times and Condé Nast, median year-on-year referral traffic from Google Search declined by **10%** between May and June 2025. The impact on non-news brands was even more severe, with a **14% drop** in traffic. In August, the UK's Professional Publishers Association submitted evidence to the Competition and Markets Authority, claiming that some lifestyle publishers experienced click-through rates plummeting from **5.1% to just 0.6%** for popular search queries. One automotive publisher reported a **25% decrease** in traffic despite ranking first in organic search results. For smaller and mid-sized websites, the situation is even more alarming. A Bloomberg investigation revealed that some publishers have lost up to **70% of their website traffic** since the launch of AI Overviews. Morgan McBride, owner of the DIY website Charleston Crafted, reported losing **65% of her advertising revenue** in just one year. Google has disputed these claims, asserting that fluctuations in traffic stem from various factors, such as seasonal demand and algorithmic updates. Nonetheless, publishers maintain that the pattern is clear. ## Why Your Job Search Is Suffering When websites lose traffic, they lose revenue. When revenue declines, organisations often respond by cutting staff. **Entry-level positions tend to be the first casualties**. Data from venture capital firm SignalFire shows that hiring of new graduates by the 15 largest tech companies has fallen by **over 50%** since 2019, with recent graduates now making up only **7% of new hires**. A report by Cengage indicates that **76% of employers** hired the same or fewer entry-level employees in 2025 compared to the previous year. The unemployment rate for recent graduates has risen sharply, approaching levels seen among high school leavers amid widespread hiring freezes. Heather Doshay, a partner at SignalFire, commented: 'The entry-level careers of recent graduates are most affected, which could have lasting effects as they continue to grow their careers with less experience while finding fewer job opportunities.' ## Google Tightens Its Control Over Search Data Meanwhile, Google appears intent on consolidating its dominance over search data. The company recently filed a lawsuit against SerpApi, accusing the data provider of bypassing security measures to scrape and resell search results. Should Google succeed, independent access to search data could become scarcer and more expensive, further disadvantaging smaller competitors. Publishers find themselves in a difficult position. The Professional Publishers Association warns that opting out of Google's AI crawler means disappearing entirely from search results. Without regulatory intervention or a resolution to the ongoing Department of Justice antitrust case, options remain limited. ## What This Means for You For recent graduates entering the workforce, the outlook is stark. The websites that once offered entry-level roles in content creation, marketing, and editorial work are shrinking. Small businesses that might have hired them are cutting costs, while large tech firms that could absorb the surplus have already reduced graduate intake by half. The invisible hand influencing your job prospects may now be an algorithm, shaping opportunities in ways that are difficult to see or influence.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>googleai</category> <category>jobsearch</category> <category>entrylevel</category> <category>careerdevelopment</category> <category>techimpact</category> <enclosure url="https://d.ibtimes.co.uk/en/full/1777814/jobseeker.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[LinkedIn's Top Tip for Entry-Level Job Seekers in 2026: Why Starting Small Is Your Best Career Move]]></title> <link>https://www.juniorremotejobs.com/article/linkedins-top-tip-for-entry-level-job-seekers-in-2026-why-starting-small-is-your-best-career-move</link> <guid>linkedins-top-tip-for-entry-level-job-seekers-in-2026-why-starting-small-is-your-best-career-move</guid> <pubDate>Tue, 23 Dec 2025 18:00:26 GMT</pubDate> <description><![CDATA[Many entry-level workers are having a tougher time finding jobs these days. LinkedIn is sharing one tip that could help. ### The Rise of Small Businesses for Young Jobseekers The professional networking site published a list of its predictions for 2026 on Dec. 16. One proclaims, **"The best career move for entry-level workers will be to start small."** It predicts small businesses, defined as those with fewer than 250 employees, will be **"the top destination for young jobseekers in 2026."** "When you look at who's hiring by company size, what we're seeing is that small businesses still offer a lot of advantages for entry-level workers," Karin Kimbrough, LinkedIn's chief economist, tells CNBC Make It. ### Why Small Businesses Are Key Opportunities Small companies account for a large proportion of the workforce domestically and globally. The World Bank Group estimates small and medium enterprises constitute roughly 90% of all businesses and are responsible for more than 50% of global employment, as LinkedIn notes in its prediction. **Entry-level and early-career workers** also tend to make up a higher proportion of the workforce at small businesses than at larger firms. "When you think of opportunities, that's the best way to start," Kimbrough says. **"That's where a lot of opportunity lies."** ### The Bleak Picture for Entry-Level Workers The picture for entry-level workers has been bleak in recent years. Entry-level hiring is down 23% from March 2020, compared to an 18% decline in overall hiring over the same period, according to a May LinkedIn report. As of September 2025, the unemployment rate for both 20- to 24-year-old high school graduates without college degrees and 20- to 24-year-old college graduates with a bachelor's degree was 9.7%, according to data from the Federal Reserve, more than double the overall unemployment rate of 4.4% that month. "You're facing a challenging job market where there are more applications for every job out there," Kimbrough says. **"Small businesses are the best on-ramp right now."** ### Getting Your Foot in the Door At very big employers, the average share of entry-level workers is "flat or shrinking," according to an October LinkedIn report on entry-level hiring. For workers just starting out, what matters is getting experience, regardless of the company's size, Kimbrough says. "What's most important for new grads is getting their foot in the door," she says. **"If you're not getting traction in a very large company that isn't hiring as much as they used to, don't forget the small companies that are all around you."**]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>entrylevel</category> <category>jobsearch</category> <category>smallbusiness</category> <category>careeradvice</category> <category>linkedin</category> <enclosure url="https://image.cnbcfm.com/api/v1/image/108203393-1758731669825-gettyimages-1725679453-3z6a69504.jpeg?v=1766390957&w=1920&h=1080" length="0" type="image/jpeg"/> </item> <item> <title><![CDATA[AI Is Killing Entry-Level Jobs: 35% Decline in 2 Years Signals Career Crisis]]></title> <link>https://www.juniorremotejobs.com/article/ai-is-killing-entry-level-jobs-35-decline-in-2-years-signals-career-crisis</link> <guid>ai-is-killing-entry-level-jobs-35-decline-in-2-years-signals-career-crisis</guid> <pubDate>Mon, 22 Dec 2025 01:00:21 GMT</pubDate> <description>< ### An Existential Problem for the Workforce Experts warn the trend could have **long-term consequences for the future workforce** — including the pipeline of employees who eventually move into leadership roles. "This is an existential problem," said Umesh Ramakrishnan, co-founder and partner at Kingsley Gate, a global executive search firm. "We’ve always had a social contract: you go to school, you study hard, and that first job helps you build a career. That first step is going away for so many companies, and we expect that to increase dramatically over the next 12 to 24 months." ### The Breaking Pipeline Ramakrishnan said the decline in entry-level jobs is raising concerns among executives worldwide. His firm operates in 40 countries and regularly advises corporate leaders. "Every CEO, every CFO, every board member started with an entry-level job," he said. "If those jobs disappear, where does the next generation come from? Middle-level jobs come from entry-level jobs, and that pipeline is breaking." While companies are seeing **short-term productivity gains and profit growth** by relying more heavily on AI, Ramakrishnan said many executives are worried about what happens in three or four years, when experienced workers are needed to fill midlevel roles. "They don’t know how to solve for today and tomorrow at the same time," he said. "All the investment dollars are going into AI, not into training young people coming out of colleges and schools." ### What Needs to Change Ramakrishnan said the education system will need to change quickly to keep pace. He called for a **"radical" shift in how colleges and universities prepare students** for the workforce, including earlier and more immersive real-world work experience. "We need to start placing freshmen," he said, adding that companies should help pay for education in exchange for meaningful, on-the-job training. "Students should be spending a lot of time in real workplaces so that after four years, they’re not competing for entry-level jobs — they’re ready to fill that middle layer." He said the urgency extends beyond college campuses to high schools and families planning for the future. "Start learning AI in high school," Ramakrishnan said. "And parents need to start thinking differently. If you want students to do well, get them real-world training much earlier than any of us did." Experts say without swift changes from both employers and educators, the decline in entry-level jobs could reshape not just how people begin their careers — but who leads organizations in the decades ahead.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>ai</category> <category>entrylevel</category> <category>career</category> <category>workforce</category> <category>education</category> <enclosure url="https://images.foxtv.com/static-media.fox.com/fmcv3/prod/fts/zqooedux8zwg8yzs/1280/720/hofycrlj7gzyeef1.jpg?ve=1&tl=1" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Beyond College Degrees: Why Blue-Collar Careers Offer Stability and Fulfillment in Today's Economy]]></title> <link>https://www.juniorremotejobs.com/article/beyond-college-degrees-why-blue-collar-careers-offer-stability-and-fulfillment-in-todays-economy</link> <guid>beyond-college-degrees-why-blue-collar-careers-offer-stability-and-fulfillment-in-todays-economy</guid> <pubDate>Sun, 21 Dec 2025 18:00:23 GMT</pubDate> <description><![CDATA[When something breaks—whether it’s the plumbing or a car—the first call most people make is to a blue-collar worker. That was the lesson Clint Crawford wanted his children to understand. Clint Crawford is a 55-year-old automotive technician at Midas Auto and Repair Shop in Arkansas. He has a message for parents who are concerned about the shortage of white-collar entry-level work: **open their minds to the possibility of a fulfilling career elsewhere**. Like the conversation Ford CEO Jim Farley described having at his own dinner table with his son, Crawford believes it should be a debate—one that needs to happen at dinner tables across the country. “They need to be introduced to alternatives, and we need to place an equal importance on technical programs,” he asserts. Crawford has a 22-year-old daughter and a 21-year-old son. Both went to college, but it wasn’t expected of them as the default while growing up, as he worked to emphasize the **dignity and stability that comes with blue-collar careers**. “If something happens with the plumbing, the first call is either the landlord or the plumber,” Crawford tells Fortune, adding that when a car breaks down, the first call goes to a repair shop. “The first call that most people are going to make is to that blue-collar worker.” Those were the examples he gave his children when counseling them on what career to pursue, believing that such workers are **essential to the running of the economy and to the smooth functioning of everyday life**. “That way, they could understand that there are options,” Crawford says. He also urged his children to be realistic, something many parents can now relate to. While the majority of parents still prefer a four-year college education for their children, a new survey from American Student Assistance found that **35% believe some form of technical education or a blue-collar career may be better suited for their child**. In 2019, that figure was 13%. And it makes sense. Most white-collar entry-level jobs require a college degree, which has become a severe economic burden for younger generations. According to a 2024 report by the Education Data Initiative, the average Gen Zer has $22,948 of student loan debt. In addition, companies have reduced their rates of hiring entry-level employees, in part due to tariff disruptions as well as **AI automating some of these early work experiences**. Crawford himself was concerned when his son decided to study data science, having heard—like many others—about struggles in hiring. But he realized that “it’s something that he enjoys, and he’s good at. And so computer science it is.” Ideally, Crawford believes schools and parents should start these types of conversations early on. For his kids, they decided college was, in fact, right for them. But they had a conversation, which he encourages others to have. For Crawford’s family, career discussions took place before his kids earned college degrees, and he encouraged his kids to be practical. “I think a lot of times parents are telling their kids, you know, do what makes you happy.” That’s great, he says, but adds that “the reason we work is to pay bills.” If a worker can’t do that or is underpaid, “it just seems pointless.” Crawford believes people should consider these jobs as valid options that offer stability—something that seems hard-won these days. Young people should be offered aptitude tests to help determine what kind of work best aligns with their skills. When someone is good at math, he believes they should be encouraged to pursue blue-collar careers that require highly logical and math-heavy processes. Crawford has found that electricians are “incredibly math-oriented” and that liking math doesn’t mean you have to be a mathematician. “There are plenty of opportunities out there that require a strong background in math that don’t limit you to teaching math at the high school or college level,” he adds.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>career</category> <category>bluecollar</category> <category>education</category> <category>parenting</category> <category>stability</category> <enclosure url="https://fortune.com/img-assets/wp-content/uploads/2025/12/GettyImages-490048372.jpg?resize=1200,600" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Career Cushioning: The Smart Strategy Every Professional Needs in Today's Unstable Job Market]]></title> <link>https://www.juniorremotejobs.com/article/career-cushioning-the-smart-strategy-every-professional-needs-in-todays-unstable-job-market</link> <guid>career-cushioning-the-smart-strategy-every-professional-needs-in-todays-unstable-job-market</guid> <pubDate>Sat, 20 Dec 2025 23:00:25 GMT</pubDate> <description><![CDATA[If you've been active on TikTok, LinkedIn, or career platforms lately, you've likely encountered the term **career cushioning**. Often discussed alongside trends like **quiet quitting** and **job hopping**, this concept resonates with students and recent graduates who find it both strategic and slightly controversial. Is it forward-thinking planning or a sign of disloyalty? Is it a new phenomenon? And how would your manager react if they discovered you're practicing it? From my perspective, career cushioning isn't something to hide—it's a proactive approach to **taking control of your professional future** in a labor market that often feels unpredictable and unfair. When executed thoughtfully, it can boost your confidence, enhance your employability, and reduce dependence on any single employer. However, if mishandled, it risks damaging your reputation and professional relationships. If you're using platforms like College Recruiter to explore internships, entry-level roles, or your next career move, you're already engaging in a mild form of career cushioning. The key is understanding what it entails and aligning it with your personal values. ## What Career Cushioning Really Is Career cushioning involves **preparing for your next job while still employed in your current role**. Think of it as building a professional safety net. This can include updating your resume, browsing job postings, taking relevant courses, networking with recruiters, or even interviewing before you urgently need a new position. In simple terms, it means not relying solely on your current employer for your career security. Using College Recruiter to research available roles, salary ranges, and required skills—even when you're not actively job hunting—is a healthy example of career cushioning. It's about **staying informed about your options** rather than waiting for a crisis to force your hand. Crucially, the intent matters. Career cushioning isn't about undermining your current employer; it's about ensuring you're not starting from scratch if unexpected changes occur. ## Is Career Cushioning a New Trend? The behavior behind career cushioning isn't new at all. Long before social media coined the term, professionals kept their resumes updated, took recruiter calls, and maintained connections with former colleagues "just in case." Your parents or grandparents may not have used the phrase, but many quietly practiced similar habits. What's newer is the **language and openness** surrounding it. The term gained popularity during periods of layoffs and economic uncertainty, as workers sought to protect themselves from job loss or organizational shifts. Writers and influencers needed a label, and "career cushioning" stuck. So, you're not part of a shocking new trend. You're engaging in a time-honored practice that now has a modern name and more public discussion. The difference is that younger generations are more willing to talk about it openly, while employers are still adapting to this reality. ## Why Career Cushioning Is Becoming More Common Yes, career cushioning is on the rise. More professionals are quietly preparing for potential career moves, driven by several factors: - **Economic uncertainty**: Many have witnessed entire departments being cut despite excellent performance, eroding belief that loyalty alone guarantees job security. - **Changing expectations**: Students and recent graduates rarely expect to stay with one employer for decades. They view each job as a step in a longer journey, not a final destination. - **Trust gaps**: Many workers don't fully trust their employers to always act in their best interests, leading them to take more responsibility for their own career security. Combined, these factors make career cushioning a rational response—not about panic, but about refusing to depend entirely on any single organization's promises. ## How Leaders View Career Cushioning Let's flip the perspective and consider how leaders often perceive this behavior. Some leaders fall into the trap of feeling entitled to their employees' loyalty. When they discover an employee is exploring other opportunities, they may view it as disloyalty rather than valuable feedback. The truth is, when employees start looking elsewhere, it's usually because something important is missing—whether it's fair compensation, growth opportunities, work-life balance, or resolving conflicts. If leaders don't understand these dissatisfaction drivers, they can't address them. This highlights the importance of **communication and trust**. Clear, trusted dialogue between managers and employees is essential. If that trust isn't established early, it's often too late to retain someone who's already decided to leave. But when leaders invest in honest conversations and follow through, fewer employees feel compelled to look elsewhere. From your perspective as a job seeker or early-career professional, this matters. Your decision to explore options isn't random disloyalty; it's usually a reaction to real gaps in your current situation. Career cushioning becomes a way to protect yourself when those gaps aren't being addressed. ## Is Career Cushioning Harmful to Employers? It can be, but it doesn't have to be. Career cushioning becomes problematic for employers when it leads to disengagement. If an employee mentally checks out, does the bare minimum, and spends work time job hunting, it hurts teams, customers, and projects. However, there's another version that benefits employers. When career cushioning focuses on **building skills, expanding networks, and staying market-informed**, employers can gain from employees who bring new ideas and improved execution to their current roles. The real red flags for employers aren't employees learning or understanding market rates; it's when employees feel so unheard that they plan quiet exits without raising concerns. The core issue isn't that someone looked—it's that the organization created an environment where they felt they had to. ## Is Career Cushioning Good or Bad for You? It depends entirely on your approach. Career cushioning can be highly beneficial when it provides more options, reduces anxiety, and fosters real growth. Knowing your skills are in demand, understanding the job market, and having a contingency plan can lower stress and make you feel less trapped, improving your work performance. Using career cushioning to guide your learning is even more powerful. Researching job postings, networking with professionals in roles that interest you, and taking targeted courses can increase your value in both current and future positions. However, there are downsides if it clashes with your ethics: - If you mentally quit your job months before resigning, your performance may suffer, costing you strong references and future opportunities. - Applying on company time, lying about your schedule, or misusing confidential information can have long-term consequences. - It can be harmful if used to avoid difficult but necessary conversations with your manager about improving your current situation. The goal is to use career cushioning to build security and clarity, not to burn bridges on your way out. ## Should You Practice Career Cushioning? In today's labor market, most early-career professionals should practice some level of career cushioning—thoughtfully. You don't owe blind loyalty to any company, but you do owe honest effort while being paid for a job. These ideas can coexist: you can excel in your current role while quietly ensuring you'll land on your feet if circumstances change. For students and recent graduates, this preparation is especially important as you're still discovering your preferred work types, cultural fits, and geographic preferences. Staying aware of options and building transferable skills are smart moves, not betrayals. So, yes, you should cushion your career—in a way you'd feel comfortable explaining to a mentor who cares about both your ethics and success. ## How to Career Cushion Effectively with College Recruiter If you're going to practice career cushioning, follow these practical guidelines to stay ethical: 1. **Deliver solid work in your current role**: This protects your reputation, keeps doors open, and boosts your confidence in your own value. 2. **Use your own time and devices**: Search for roles, respond to recruiters, and take courses outside working hours. Use personal contact information on resumes and applications. 3. **Use College Recruiter for exploration, not panic**: Research a range of roles to identify required skills and experiences. Save interesting postings as a roadmap for skill development. 4. **Invest in transferable skills**: Whether it's a programming language, customer service approach, or design tool, skills that travel with you increase career freedom. 5. **Be honest with yourself**: Determine if you're career cushioning out of curiosity and growth desires, or because your current environment is unhealthy. If it's harming your finances, health, or dignity, your safety net may need to become an exit plan sooner. ## The Role of Manager Conversations In my advice to leaders, I emphasize that they don't own their employees. They're responsible for creating conditions where people want to stay, not feel trapped—starting with clear, trusted communication. For you, this means sometimes speaking up before walking away. You don't need to announce you're looking, but you can express needs for growth or address job aspects that aren't working. Sometimes these conversations lead to better schedules, different assignments, or promotion paths. Other times, they confirm that career cushioning should transition into resignation. Either way, you're making deliberate career choices instead of letting circumstances decide for you. ## The Bottom Line Career cushioning isn't a social media gimmick—it's a modern label for the human instinct to prepare for what's next. It's become more visible and common, especially after economic shocks and shifting work expectations. For employers, it's problematic when it manifests as disengagement and secrecy. For employees, it's powerful when it involves learning, networking, and thoughtful planning. You can't control everything in your career, but you can control how prepared you are. Using College Recruiter to understand the market, build skills, and keep options open is one of the smartest forms of career cushioning. Your employer doesn't own your future. You do.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>careercushioning</category> <category>careerdevelopment</category> <category>jobmarket</category> <category>professionalgrowth</category> <category>futureofwork</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2025/12/Young-woman-with-confused-look-on-her-face-holding-a-resume-in-one-hand-and-a-cushion-in-another-as-she-is-wondering-what-career-cushioning-is.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[How PGA TOUR's Pathways Program is Shaping the Future of Golf Careers]]></title> <link>https://www.juniorremotejobs.com/article/how-pga-tours-pathways-program-is-shaping-the-future-of-golf-careers</link> <guid>how-pga-tours-pathways-program-is-shaping-the-future-of-golf-careers</guid> <pubDate>Sat, 20 Dec 2025 01:00:23 GMT</pubDate> <description><![CDATA[The PGA TOUR's **Pathways to Progression** program recently hosted a special event featuring rising junior golf talents **Luke Clanton**, **Rose Zhang**, and **Michelle Wie West**. This unique evening provided an opportunity for these promising players to engage in a golf school experience designed to support their development as they advance through their junior careers. ### Supporting the Next Generation of Golfers The **Pathways to Progression** initiative aims to help young golfers keep climbing the ranks by offering **mentorship**, **training**, and exposure to professional environments. Luke Clanton, Rose Zhang, and Michelle Wie West, all recognized for their impressive junior achievements, participated in this exclusive session to refine their skills and gain insights from PGA TOUR professionals. Programs like **Pathways to Progression** are vital for nurturing talent and providing structured support for juniors aspiring to reach the professional level. The involvement of established names and the PGA TOUR's commitment to junior golf development underline the importance of investing in the future of the sport. ### Highlighting Junior Golf Progression **Rose Zhang**, who has already made significant waves in the amateur golf scene, along with **Michelle Wie West** and **Luke Clanton**, exemplify the potential within the junior ranks. Their participation in such initiatives not only benefits their personal growth but also inspires other young golfers aiming to follow a similar path. By fostering these talents early, the PGA TOUR ensures a steady pipeline of skilled players ready to compete at the highest levels. This approach aligns with the broader goals of the PGA TOUR and the LPGA Tour to promote inclusivity and excellence in golf. As these juniors continue their journey, events like this golf school session serve as crucial stepping stones, providing them with the tools and confidence needed to succeed on the PGA Tour and beyond.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>golf</category> <category>career</category> <category>mentorship</category> <category>junior</category> <category>development</category> <enclosure url="https://cms.golfpost.com/content/uploads/2025/12/jYy36QGAuj1SwoPc.jpg" length="0" type="image/jpg"/> </item> </channel> </rss>