<?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>Sat, 13 Dec 2025 00:37:28 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[Job Board Leaders Reveal: How to Dominate 2026 with Niche Strategies and AI]]></title> <link>https://www.juniorremotejobs.com/article/job-board-leaders-reveal-how-to-dominate-2026-with-niche-strategies-and-ai</link> <guid>job-board-leaders-reveal-how-to-dominate-2026-with-niche-strategies-and-ai</guid> <pubDate>Fri, 12 Dec 2025 12:00:27 GMT</pubDate> <description>< --- Each month, **Steven Rothberg** of College Recruiter hosts the **Job Board Leaders’ Roundtable**, a collaborative meeting of leaders from job boards, recruitment marketplaces, and related organizations worldwide. The December meeting, sponsored by **Job Boards Connect**, focused on closing 2025 strong, opening 2026 strong, and whether 2026 will differ significantly from 2025. ### Key Discussions from the Roundtable **End-of-Year Business Challenges** Steven Rothberg opened by noting the busy and challenging nature of year-end for customers, with some reluctant to spend due to exhausted budgets, while others are anxious to finalize deals. He emphasized the importance of having staff available to sign contracts on the last day of the year, as this often secures significant sales. **New Roles and Industry Moves** Ethan Bloomfield shared his new role at **Bold**, which acquired parts of Monster and CareerBuilder. His focus is on integrating these ecosystems into the marketplace, capitalizing on perceived weaknesses in Indeed’s offerings and LinkedIn’s resume seat renewals. Bloomfield highlighted that his role came through long-standing **professional networks**, underscoring the value of deep industry expertise over mere connections. **Strategies for Growth and Sales** Jim Durbin of Respondable discussed helping vendors and Talent Acquisition (TA) departments improve operations, especially with AI. He noted two types of people in the current market: those frozen with fear of spending and those eager to act but unsure how. Mark Belaiche introduced **Gahuza**, seeking job board owners with resume databases for integration. **Product Infrastructure and Success Stories** Matt Farrah from nurses.co.uk shared success stories of major client renewals, attributing them to driving decent applications. He highlighted their migration to the **Jobico platform** and implementation of a **job data pipeline** using AI to automate and classify job postings for better organic search. Farrah emphasized focusing on product in 2025 and shifting to marketing in 2026. **Vendor and Migration Timing** Samantha Leech with UBO suggested that year-end, when candidate applications trough, is ideal for development and vendor discussions. Marty Aghajanyan of JBoard agreed, noting that November and December are perfect for vendor conversations, with leads peaking in January as people delay launches for New Year’s goals. **The Value of Niche Job Boards** A key topic was how to pitch **niche job boards** to clients who prefer single suppliers. Mike Corso of disableperson.com emphasized that niche boards offer **community and grassroots networks**, reaching specific audiences effectively. Matt Farrah added that specialist boards, with proper tech setups like ATS integrations, can match the ease of use of generalist boards. **Deep Granularity and Customer Service** Thibault Blanchetière highlighted that niche boards provide **deep granularity and better taxonomy** to compete against generalist sites like Indeed in specific sectors. Mike Corso gave an example of a niche board delivering over 20 applications quickly for an urgent hiring need. Farrah stressed that niche boards often offer superior **customer service and personal touch**. **Cost Efficiency and Budgeting** Jeff Taylor suggested creating charts to show clients where their money goes with big players versus niche boards. He advocated for combining volume from programmatic vendors with targeted budgets for specialties, viewing it as more transparent and beneficial. **Leveraging Data and Networking** Terry Baker noted that PandoLogic’s success in programmatic recruitment was based on using vast data to predict outcomes and set budgets, outperforming rules-based systems. Jeff Taylor reiterated the value of **networking and coopetition**, where knowing each other’s businesses aids sales and partnerships. **Fraud and Identity Verification** Jeff Taylor raised the significant issue of **fraud**, including fake applicants and cash stacking, which has become a major concern for clients. Terry Baker and David Morgan discussed how candidates might use tools like ChatGPT to enhance resumes inaccurately, and the need for **agentic agents** to validate applicants. They also highlighted state actor threats, such as North Korea co-opting LinkedIn profiles, necessitating robust identity verification. **Competitive Strategy** Matt Farrah shared that most generalist job boards, like Indeed, are not direct competitors. He emphasized that sensible clients use a mix of platforms and social media, requiring niche boards to differentiate rather than try to be everything. James Wood added that specialist boards succeed by **delivering applications that Indeed and LinkedIn can’t**, focusing on niche specialties and passive audiences. **Upcoming Meeting and Format Change** Steven Rothberg announced a format change for the next meeting, scheduled for the second Thursday of the month. It will feature a panel discussion with Ben Eubanks and Gerry Crispin debating whether candidates hired through **Agentic AI** or other AI assistance are genuinely more productive. <iframe loading="lazy" title="Will 2026 differ from 2025 for job boards?" width="500" height="281" src="https://www.youtube.com/embed/pGwVoK_cNBw?feature=oembed" frameborder="0" allow="accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share" referrerpolicy="strict-origin-when-cross-origin" allowfullscreen></iframe>]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>jobboards</category> <category>careerdevelopment</category> <category>ai</category> <category>nichemarkets</category> <category>recruitment</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2025/12/Job-Board-Leaders-Roundtable-cover-art-December-2025.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[The Ambition Gap: Why Women Are Leaning Out of Promotions in 2025]]></title> <link>https://www.juniorremotejobs.com/article/the-ambition-gap-why-women-are-leaning-out-of-promotions-in-2025</link> <guid>the-ambition-gap-why-women-are-leaning-out-of-promotions-in-2025</guid> <pubDate>Wed, 10 Dec 2025 23:00:26 GMT</pubDate> <description><![CDATA[## The Lean In Report Reveals a Troubling Shift For the first time since the **Women in the Workplace report** began a decade ago, significantly fewer women than men are interested in getting a promotion at work. According to nonprofit **Lean In** and **McKinsey & Co.**'s latest findings, only **69% of entry-level women** (compared to 80% of men), **82% in mid-career** (vs. 86% of men), and **84% of female senior executives** (vs. 92% of men) reported a desire to advance in their careers. This data, gathered from **124 companies** with **3 million workers** and interviews with **62 HR executives**, highlights an **"ambition gap"** that has emerged in the past year. In 2023, **81% of both men and women** surveyed said they were interested in getting promoted, including **93% of women under 30**. ## The Root Causes of the Ambition Gap Lean In attributes this gap to a **disparity in support and resources** available to women in the workplace. When women receive the same career support as men—such as advocacy from managers and recommendations for promotions—the ambition gap in seeking a promotion disappears. Former **Meta Platforms** executive and Lean In founder **Sheryl Sandberg** calls this part of a growing pattern of women being left behind. While the number of men in the workplace has risen by nearly **400,000** this year, the number of working women has fallen by about **500,000**, according to U.S. Bureau of Labor Statistics data. "This is my fourth decade in the workplace, and we are in a particularly troubling moment in terms of the rhetoric on women," Sandberg told CNN. "We make progress, we backslide. And I think this is a major moment of backsliding." ## The Impact of Remote Work and Childcare Challenges Stricter **return-to-office mandates** and the rising cost of childcare have forced many women to either cut hours or quit their jobs altogether—a trend researchers are calling **"The Great Exit."** Labor force participation from women aged 25 to 44 with children under 5 fell by about **3%** from January to June of this year alone. Women who work from home, often out of necessity due to childcare responsibilities, risk becoming **invisible at their jobs**. They receive **less feedback and mentorship** than their in-office counterparts and are **less likely to be promoted**, with fewer raises and lower wages. ## The Rollback of DEI Efforts These changes coincide with concerted efforts to **curb diversity, equity, and inclusion (DEI) initiatives** in the workplace. Women report that this rollback has impacted their career plans, leading them to prioritize **job security over career growth opportunities**. Despite **88% of companies** saying they prioritize inclusive cultures, only **54%** have committed to programs designed for women’s career enhancement, and **48%** to efforts advancing women of color. One-fifth of companies surveyed reported **no specific support efforts** for moving women up in their careers. ## Economic Consequences and Calls for Change Billionaire philanthropist **Melinda French Gates** notes, "We’ve built systems that aren’t working, and women are bearing the brunt of it." She attributes continued challenges to tradeoffs women make, such as balancing work with childcare, and enduring stereotypes about their leadership capabilities. Sandberg argues that neglecting women in the workplace is a **dangerous economic choice**. If the U.S. increased women’s workforce participation on par with other wealthy countries, it could add an additional **4.2% GDP growth**. OECD data shows that a country’s wealth is correlated with women’s participation in its workforce. "This is a critical issue, not of special treatment," Sandberg said, "but of making sure we get the best out of our workforce and … are competitive economically."]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>women</category> <category>career</category> <category>promotion</category> <category>workplace</category> <category>gender</category> <enclosure url="https://fortune.com/img-assets/wp-content/uploads/2025/12/GettyImages-2150315449-e1765385758792.jpg?resize=1200,600" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[8 High-Paying Trade Careers That Actually Hire Beginners with Zero Experience]]></title> <link>https://www.juniorremotejobs.com/article/8-high-paying-trade-careers-that-actually-hire-beginners-with-zero-experience</link> <guid>8-high-paying-trade-careers-that-actually-hire-beginners-with-zero-experience</guid> <pubDate>Wed, 10 Dec 2025 18:00:26 GMT</pubDate> <description><![CDATA[Mass layoffs across multiple industries have left millions of workers searching for stable careers. Many are looking for positions in new fields that can provide **a way out of living paycheck to paycheck**, but they keep encountering conflicting job postings for "entry-level" positions. Trade careers, however, offer **genuine opportunities for workers without previous experience** to build reliable pay and long-term stability. Here are a few of the well-paying trade jobs that usually really mean "no experience necessary". **Editor's note:** All salary figures are sourced from the U.S Bureau of Labor Statistics (BLS). ## Solar Panel Installation Technician **Median annual salary: $51,860** According to folks already in the field, getting started in the photovoltaic installation sector is often as easy as applying to your local solar company. Employers are often looking for **desire and initiative** in job candidates because much of the training is done on the job. Solar energy, and installation specifically, is expected to grow significantly (42%) over the next 10 years. Companies such as Solar Energy International also provide both free and paid training courses to help people get started in the field. ## Flight Attendants **Median annual salary: $67,130** If you love to travel, getting hired as a flight attendant doesn't require experience so much as the ability to pass basic yet stringent requirements, such as a background check, possession of a valid passport, and passing physical tests to comply with requirements by the Federal Aviation Administration (FAA). Airlines are very transparent about how to get started and what is required, so potential applicants can self-select out early in the process. ## Wind Turbine Technician **Median annual salary: $62,580** The green energy sector is expected to grow quickly over the next decade, and the Bureau of Labor Statistics (BLS) projects a **50% growth rate** for wind turbine technicians. Many in the field say it's easy to enter the field without experience, and the main qualification is safety. There are rigorous safety tests for OSHA standards that need to be passed during training, so convincing companies that you operate safely in potentially dangerous situations and follow instructions can get you set up with a job that offers paid training. ## Veterinary Assistants and Laboratory Animal Caretakers **Median annual salary: $37,320** The average pay for vet assistants is on the low end, but reports from workers within the industry say it's an easy way to get your foot in the door towards becoming a veterinary technician without having to pay for the certification yourself, which bumps up the pay on average to $45,980 per year. States have different requirements, so depending on your location, you may be able to start as a tech with no formal experience beyond being generally good with animals. ## Electricians **Median annual salary: $62,350** The barrier to entry for electricians varies widely by locale. Some areas have a shortage of apprentices, which can make it easy to join the International Brotherhood of Electrical Workers (IBEW) without experience. Areas without a shortage can be more challenging, and some report waitlists of over 5 years. Training is either on-the-job or through classes, but the first step is reaching out to your local IBEW to learn how to get started. ## Welders, Cutters, Solderers, and Brazers **Median annual salary: $51,000** There are several ways to enter welding as a career. Local community colleges often offer inexpensive welding classes that don't require a full degree. However, many employers (such as shipyards) will pay for classes and then hire graduates, making this an excellent option for those who are money tight when it comes to sponsoring their own training. ## Water and Wastewater Treatment Plant and System Operators **Median annual salary: $58,260** Water purification technicians usually require a state license, but most entry-level workers obtain it through on-the-job training. People on the job suggest requesting a tour of your local water and wastewater plants, and asking about what kind of entry-level positions would be available without experience to get started. Your local town or city authority will be able to direct you to contact information and job postings, so you can skip directly to applying if you're already certain this is the path for you. ## Material Moving Machine Operator **Median annual salary: $46,620** Many forklift operators say to skip the paid courses and just apply directly for open positions, even if the positions require some experience. It does require certification. However, employers will train and certify you while you get paid if the demand for workers is there. From there, it's easy to transition to other material-moving machine operator positions that can pay more, but will also have on-the-job training and certifications. If the layoffs of the past years have you rethinking your job prospects and career path, there are still entry-level positions that don't require experience and instead train you after hiring. Many of these trade positions are economically situated to withstand economic downturns and are likely to offer stability in the coming years.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>tradejobs</category> <category>careerchange</category> <category>entrylevel</category> <category>jobtraining</category> <category>stability</category> <enclosure url="https://cdn.financebuzz.com/images/2025/12/09/machine-operator-factory-taking-notes.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[2026 Job Market Forecast: AI Exposure, Sector Splits, and Vanishing Entry-Level Jobs]]></title> <link>https://www.juniorremotejobs.com/article/2026-job-market-forecast-ai-exposure-sector-splits-and-vanishing-entry-level-jobs</link> <guid>2026-job-market-forecast-ai-exposure-sector-splits-and-vanishing-entry-level-jobs</guid> <pubDate>Tue, 09 Dec 2025 12:00:32 GMT</pubDate> <description><![CDATA[The Professional Association of Résumé Writers and Career Coaches (PARWCC) has released its **2026 U.S. Job Market Outlook**, forecasting a labor market defined by stabilization, deeper complexity, and widening skills divides. The report highlights key structural forces shaping work in 2026, including rising AI exposure, uneven sector growth, and increasing pressure on early career talent. "Volatility is behind us, but the difficulty is not," said Margaret Phares, Executive Director of PARWCC. "The workers who thrive in 2026 will be those who align quickly with sector trends, build **AI fluency**, and strengthen the human skills that technology cannot replace. Everyone else risks falling behind as the labor market reorganizes." ## Top Findings From the 2026 PARWCC Outlook 1. **AI exposure is accelerating faster than worker readiness** Sixty percent of jobs in advanced economies contain tasks that AI can now augment or replace. Nearly one quarter of global roles will undergo significant change by 2030. 2. **The labor market is cooling, not contracting** Job creation continues slowly and selectively. Employers are focused on productivity, impact, and clear value alignment. 3. **Sector splits are creating a two-speed economy** **Strong growth**: healthcare, green energy, data roles, skilled trades. **Under pressure**: clerical work, administrative support, retail, government contracting. 4. **Hybrid work has stabilized, but RTO mandates threaten flexibility gains** Research from Gallup and Claudia Goldin shows potential setbacks for gender equity if inflexible on-site policies expand. 5. **Early career pathways are tightening** NACE projects minimal hiring growth for new graduates. Employers expect clearer direction and stronger portfolios from entry-level applicants. 6. **Human skills remain the most consistent predictor of employability** Across twenty-one million job postings, **communication, leadership, collaboration, and problem-solving** remain among the top requested skills. ## Implications for Career Coaches and Résumé Writers The report identifies **alignment** as the defining challenge of 2026. Career professionals are uniquely positioned to help clients interpret market signals, refine their narratives, and develop skill strategies that increase mobility in an AI-influenced labor economy. "Career service providers are no longer simply résumé editors," Phares said. "They are economic interpreters. They help job seekers understand where opportunity is moving and how to position themselves for it." The complete **2026 U.S. Job Market Outlook**, including charts, forecasts, and sector analyses, is available at: https://parwcc.com/parwcc-2026-u-s-job-market-outlook-stability-skills-and-sector-splits-ahead/ PARWCC experts are available for interviews on AI exposure, labor trends, and workforce readiness. ## About PARWCC Representing nearly 3,000 professionals in more than 40 countries, the Professional Association of Résumé Writers and Career Coaches is the global leader in credentialing, continuing education, and ethical practice for the career services industry.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>jobmarket</category> <category>ai</category> <category>careerdevelopment</category> <category>skills</category> <category>employment</category> <enclosure url="https://mma.prnewswire.com/media/2731816/PARWCC_Logo.jpg?p=facebook" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Gen Z's Job Hunt Crisis: Why Recent Grads Are Struggling to Launch Careers in a Shrinking Market]]></title> <link>https://www.juniorremotejobs.com/article/gen-zs-job-hunt-crisis-why-recent-grads-are-struggling-to-launch-careers-in-a-shrinking-market</link> <guid>gen-zs-job-hunt-crisis-why-recent-grads-are-struggling-to-launch-careers-in-a-shrinking-market</guid> <pubDate>Mon, 08 Dec 2025 18:00:30 GMT</pubDate> <description>< AI is another reason why businesses have pulled back on hiring, Tremper says. The technology isn’t necessarily replacing human workers en masse, he says, but it’s allowing businesses to hire more slowly as they evaluate the best place to add new employees: “They’re able to use AI to fill the gaps as they’re thinking about their overall hiring strategy and what that looks like going forward.” Some young job seekers, including Terrell, say they feel AI looms large in their challenges to finding a job. “I have noticed in the last couple months, especially since this summer, that there have been fewer job postings that I am qualified for just because I feel like AI is taking away some of those jobs,” Terrell says. She adds that many of her friends have given up on finding a job that will use the expertise of their college degree. “Some of them have kind of settled for the underemployed route and have taken those jobs, and some of them went to trade school,” she says. ## Young Workers Swap Office Jobs for the Trades One such person who went into the trades after college is 25-year-old Chris Henderson. He graduated from New Jersey’s Rowan University in 2022 with a degree in business management. He planned on getting a corporate finance job after college but says he didn’t find anything in his desired salary range. After three months of job hunting, he decided to work for his family’s electrician business. While job searching after graduation, Henderson recalls his father telling him that there will always be work in the electrical field and that he could “always fall back on the trades” if the white-collar job market wasn’t steady. Henderson went through two years of trade school and now makes about $72,000 a year. He plans to use his business degree to either run his family’s business one day or start his own contracting company. He’s hopeful the development of electric vehicles will mean more steady work as he progresses in his career.  “I actually do find it really satisfying and fulfilling as an electrician, because [there’s] nothing better than working with your hands and completing a job that you did on your own” Electrician jobs are expected to be among the 20 top-growing jobs in the next decade, according to the Bureau of Labor Statistics, as well as more job openings for construction workers, nurse practitioners and registered nurses, software developers and home health care aides. ## Grads Say College Is Worth It Despite Career Challenges Despite not using his bachelor’s degree in his current career, Henderson doesn’t regret going to college. “There’s certain aspects of college that teach you things like no other, such as time management,” he says. “I think that college was really a great route to really know what is your true passion.” And though she’s still searching for a job, Terrell agrees. > It kind of feels like we’re all in the same boat of, how can we help each other when none of us are really thriving? > — Ashley Terrell, Gen Z job seeker “The biggest way it paid off for me was just being able to grow a bit more independent, away from my parents and to get some life skills,” she says. She’s still hopeful about landing a job related to her degree and finds that referrals from her network make the biggest difference in landing interviews. But the search can be hard when many of her classmates also seem stuck, she says. “Things are just changing really, really fast around it seems like all industries, not just one,” she says. “Half of the classmates that I graduated college with didn’t have a job when they all walked the stage with me. And so it kind of feels like we’re all in the same boat of, how can we help each other when none of us are really thriving?” Flat hiring for young workers today could become a growing concern for the next 10 to 20 years, Tremper says, “as these folks are trying to get skills that are able to support their long-term career progression, their overall wage growth, and also their own promotion potential.”]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>genz</category> <category>jobmarket</category> <category>careerdevelopment</category> <category>entrylevel</category> <category>trades</category> <enclosure url="https://image.cnbcfm.com/api/v1/image/108236150-1764789474478-chris_henderson.jpeg?v=1764966597&w=1920&h=1080" length="0" type="image/jpeg"/> </item> <item> <title><![CDATA[8 High-Paying Psychology Careers You Never Knew Existed]]></title> <link>https://www.juniorremotejobs.com/article/8-high-paying-psychology-careers-you-never-knew-existed</link> <guid>8-high-paying-psychology-careers-you-never-knew-existed</guid> <pubDate>Sat, 06 Dec 2025 01:00:24 GMT</pubDate> <description><![CDATA[For psychology majors nearing graduation, the question of what comes next is more complex than simply matching a major to a job title. There's the pull of meaningful work and the need to earn a solid living. Career experts consistently remind students that this major creates **options rather than restrictions**. Psychology graduates often assume their path leads directly to counseling or research, yet the discipline also opens doors to roles in business, healthcare, data, and technology that offer **strong earning potential and long-term advancement**. One of the best places for students to explore these options is their college or university career service office. Professionals there see thousands of student pathways yearly, giving them insight into which careers pay well, which are growing, and which fit different personalities and goals. They help students translate classroom learning into practical skills, show what success looks like in different fields, and guide them toward internships and employers that align with personal strengths and financial goals. The experts featured in this round-up highlight careers where psychology majors can earn well above average salaries while working in roles that draw on their understanding of people, motivation, communication, and decision-making. Some roles lead to higher pay, others to more freedom, less stress, or work that directly supports underserved communities. Their advice gives graduating students a clearer view of what's possible and how to choose a path that not only pays well but fits who they are and who they want to become. **Consumer Behavior Analyst** Many major business decisions revolve around one question: “Why do customers behave the way they do?” If you can answer that consistently, employers will be eager to add you to their team. This role blends business strategy with behavioral science, making it a perfect fit for psychology majors. There's a shortage of people who understand both data and human behavior, and psychology majors shine here. Pay ranges from around **$60,000 at entry-level to over $200,000 for senior leadership positions**. **Training and Development/L&D Specialist** L&D is one of the few psychology-related paths directly tied to the business world, giving it strong salary growth potential. Companies across sectors like manufacturing, construction, and energy rely on strong training for safety, compliance, and productivity. Psychology majors stand out because they understand behavior change and cognitive processes. Professionals with skills in instructional design, project management, and safety training can earn **$80K-$95K at mid-level and $110K+ in senior roles**. **Industrial-Organizational (I/O) Psychologist** This role combines psychology with organizational impact, making it one of the best career paths for psych majors. It applies principles of human behavior and group dynamics to real-world workplaces. Demand is high across diverse sectors, including scientific organizations (paying **$150,000+**), HR consulting firms (**$150,000-$200,000+**), corporate talent management (six-figure salaries), and government (respectable pay for mid-level or senior roles). Professionals often enjoy high flexibility alongside earning potential. **User Experience (UX) Researcher** UX Researcher is naturally aligned and well-compensated for psych grads who enjoy analyzing human behavior to solve problems. UX is all about understanding how people think and make decisions. To outcompete others, add UX-specific skills like journey mapping, persona creation, usability testing, and information architecture. Familiarity with tools like Figma and Google Analytics helps. Combining these with behavioral science principles makes you highly marketable. **Corporate Wellness Coordinator** Workforce health and resilience are business-critical, especially in industries like energy with physically demanding, high-stress environments. Psychology majors can use their behavioral expertise to secure roles with high long-term earning potential and direct impact on employee experience. Entry-level roles like Wellness Specialist pay **$60,000-$70,000**, with salaries of **$75,000+** in high-cost regions. Advancement to mid-level roles in 2-3 years and senior roles in 5-8 years can lead to **$110,000-$150,000**. **Cognitive/Behavioral Research Scientist** Companies want to understand consumers at a deeper level—why buyers choose products, how habits form, and how environment influences decisions. Cognitive and Behavioral Research Scientists are increasingly essential, with compensation rising as demand grows. This career offers research-driven work with real-world impact, steady demand, and strong growth into six-figure salaries. Opportunities span tech startups, public health, and global brands. **Compensation & Benefits Manager** Compensation & Benefits is a well-kept secret in HR—well-compensated with room for growth and stability. It's a perfect match for psychology majors because knowledge of human behavior is as important as analytical thinking. Six-figure salaries are common for manager positions, with advancement into lucrative leadership roles like VP or Director. Candidates good with data and strategy can advance quickly from analyst to specialist to manager. **Behavioral Data Analyst** Behavioral data analysis is a smart path for strong earning potential. Companies want analysts who can explain why people behave the way they do and what motivates decisions. Psychology majors bring insights into research design, human cognition, and perception, making their analysis more valuable. Companies pay a premium for analysts who turn behavior patterns into actionable guidance for product strategy, marketing, HR, and more, across sectors like retail, finance, healthcare, and tech.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>psychology</category> <category>career</category> <category>jobs</category> <category>salary</category> <category>behavior</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2025/10/psychology-psychiatrist-psychologist.png" length="0" type="image/png"/> </item> </channel> </rss>