<?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, 28 Feb 2026 06:44:40 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[Unlock Hidden Job Opportunities: Why February is Your Secret Weapon to Land a Dream Role]]></title> <link>https://www.juniorremotejobs.com/article/unlock-hidden-job-opportunities-why-february-is-your-secret-weapon-to-land-a-dream-role</link> <guid>unlock-hidden-job-opportunities-why-february-is-your-secret-weapon-to-land-a-dream-role</guid> <pubDate>Fri, 27 Feb 2026 01:00:23 GMT</pubDate> <description><![CDATA[One of the most frustrating parts of the job search is feeling like you are always a step behind the market. You see a **Dream Company** post a role, and by the time you apply, it feels like there are already five hundred people in the queue. You might think that February is a slow month because it is tucked between the New Year rush and the Spring graduation wave. But at College Recruiter, we see something different in the data. February is actually one of the most active months for what we call **Strategic Replacement** and **Q1 Expansion**. Many companies wait until the first few weeks of January to see their final budget numbers. Once those numbers are confirmed, they spend the rest of January getting the job descriptions approved. By the time February hits, the floodgates open. If you have **0 to 5 years of experience**, this is your window to slip into a role before the massive wave of May graduates hits the market. Here is why your dream company is likely hiring right now and how you can find those openings before the crowd does. ## The Bonus Exit Opening In many high-performing industries, February is when the **bonus checks** finally clear. Whether it is finance, tech, or specialized consulting, many mid-level professionals wait until their annual bonus is in their bank account before they hand in their resignation. This creates a sudden and often unexpected opening in the corporate hierarchy. When someone with five or six years of experience leaves, the company often looks to backfill that role with someone who is **early career** but ready to grow. They want someone with **2 to 4 years of experience** who can step in and take over the responsibilities at a lower price point than the person who just left. These roles are rarely advertised as entry-level, but they are perfectly suited for someone in our demographic. --- ## Q1 Expansion: The New Project Push By the second month of the year, the **big ideas** from the annual planning meeting are starting to turn into actual projects. Companies have realized that they cannot meet their ambitious 2026 goals with their current headcount. This leads to a specific kind of hiring: the **Implementation Team**. Companies aren’t looking for visionaries in February; they are looking for doers. They need project coordinators, junior analysts, and marketing specialists who can take the strategy and actually execute it. If you have been building your skills in **project management software** or **data visualization tools**, you are the exact profile these teams are desperate to find this month. --- ## How to Check the Hiring Temperature of Your Dream Company You do not have to wait for a job board to tell you a company is hiring. You can use a few strategic **backdoor methods** to see if your dream company is about to go on a hiring spree. - **Monitor the People Tab on LinkedIn:** Go to the company page and look at the People section. Are they hiring a lot of recruiters right now? If a company is hiring three or four internal recruiters in February, it means they are planning to hire hundreds of people in March and April. - **Watch for Internal Mobility Announcements:** If you see people at your dream company posting about their internal promotions, pay attention. Every time someone is promoted, a hole is created at the level below them. - **Check the Press or Investor Relations Page:** In 2026, companies are very vocal about their growth. If a company announces a new partnership or a successful funding round in early February, they will almost certainly be hiring for support roles within thirty days. --- ## The Just-in-Time Hiring Advantage As we mentioned in previous articles, the market has moved toward **Just-in-Time hiring**. This is especially true for companies with 50 to 500 employees. These mid-sized firms do not have the massive, year-long recruiting cycles that a Fortune 500 company might have. They hire when they have a need, and they want that need filled yesterday. | Company Type | Hiring Style | Best Time to Apply | |--------------|--------------|---------------------| | **Global Enterprise** | Structured, cyclical, and slow. | Fall for Summer starts. | | **High-Growth Mid-Market** | Agile, budget-dependent, and fast. | **February and March.** | | **Early Stage Startup** | Reactionary, skill-focused, and urgent. | Year-round, but Q1 is peak. | If you are targeting **mid-market companies**, February is your peak season. These are the companies where you can have the most impact and see the fastest career growth in your first five years. --- ## Taking the Initiative This Week Do not wait for your Dream Company to come to you. At College Recruiter, we encourage you to be the one who opens the door. 1. **Set Up Google Alerts:** Set alerts for [Company Name] + hiring or [Company Name] + expansion. You want to be the first to know when news breaks. 2. **Clean Up Your Digital Portfolio:** If you are checking for openings, ensure that what they see when they click your name is up to date. 3. **The Low-Stakes Connection:** Reach out to a peer at the company. Ask them a simple question: I’ve been following your company’s growth in [Sector]. Is the team feeling the pressure of new projects this quarter? This is a subtle way to find out if hiring is on the horizon without being pushy. ## Why You Shouldn’t Wait for Spring The biggest mistake you can make is thinking you have plenty of time. The job seekers who wait until the official spring recruiting season are competing with everyone else. The seekers who find the hidden openings in February are the ones who get the interviews. We believe that your dream company is out there, and they are likely staring at their Q1 goals and wondering where they will find the talent to hit them. Be that talent. Show them that you are paying attention and that you are ready to help them win in 2026. The shortest month of the year is more than enough time to change your career trajectory forever.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>jobsearch</category> <category>careerdevelopment</category> <category>hiringtrends</category> <category>earlycareer</category> <category>networking</category> <enclosure url="https://e0b9685dc8.nxcli.net/wp-content/uploads/2023/09/scopio-2fb83fc8-aa0a-4b2f-af14-d227a69cc0f4-scaled.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[AI vs. Entry-Level Jobs: The Surprising Truth About Hiring Trends in 2024]]></title> <link>https://www.juniorremotejobs.com/article/ai-vs-entry-level-jobs-the-surprising-truth-about-hiring-trends-in-2024</link> <guid>ai-vs-entry-level-jobs-the-surprising-truth-about-hiring-trends-in-2024</guid> <pubDate>Fri, 27 Feb 2026 23:01:30 GMT</pubDate> <description>< We asked the combined 23% who reported that hiring of early career talent in their organizations has decreased somewhat or significantly in the past 24 months to expand on the reasons for those decreases. The responses to this follow-up question may be surprising—or maybe not. ## It's Not AI—It's Economic Uncertainty While there's no argument that AI may be a contributing influence on economic uncertainty, the **number-one factor cited** by those who said hiring of early career talent has decreased in their organizations was cost pressures (reductions in force, overall cost-cutting, higher interest rates affecting corporate growth, etc.), followed by overall economic uncertainty, organizational restructuring or shift in strategy, and anticipated future automation of early-career work. And what about the payoffs versus risks? Will organizations look back with regret after holding off hiring humans in anticipation of fewer future needs as they operationalize AI? If their gamble doesn't pay off, will they have to scramble to cover skills gaps and absorb higher external hiring costs later? Will their leadership pipelines be hollowed out in the coming few years? Possibly. Only time will tell. Some are definitely rolling the dice, while others are taking a more pragmatic approach. ## The Early Career Hiring Outlook for 2026 is Optimistic Most survey respondents (50%) said they anticipate early-career hiring to remain steady in their organizations or even increase somewhat (22%) in 2026 with fewer (19%) expecting reductions.  Part of this optimism may be recognition that the **recruitment and retention of early career talent is more important than ever** in ensuring that mid-level pipelines don't become any more diminished than they already are in some organizations. A few survey participants noted that alarm bells are not ringing as loudly as they should be in their companies about the long-term impact on future leadership pipelines if early talent is not properly engaged and developed. Others framed the current state of early-career opportunity as shifting, rather than vanishing. They are **redesigning early career roles rather than eliminating them**, embedding AI into internships and apprenticeships, and using AI to enhance and support early-career talent rather than replace the roles. The question employers should be asking themselves now is: How do we redesign early career talent models in an AI-enabled workplace?]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>ai</category> <category>career</category> <category>hiring</category> <category>entrylevel</category> <category>research</category> <enclosure url="https://hrexecutive.com/wp-content/uploads/AdobeStock_369494413.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Forget Degrees: The New Hiring Currency is Skills and Microcredentials]]></title> <link>https://www.juniorremotejobs.com/article/forget-degrees-the-new-hiring-currency-is-skills-and-microcredentials</link> <guid>forget-degrees-the-new-hiring-currency-is-skills-and-microcredentials</guid> <pubDate>Fri, 27 Feb 2026 05:01:15 GMT</pubDate> <description>< ## The Era of Degree-First Hiring is Fading The era of relying on university degrees as the main gateway into white-collar careers is rapidly fading, as employers sharpen their focus on demonstrable skills, microcredentials and **“time-to-value”** on the job, according to HiBob APJ’s head of people and culture, Anna Volkova. Volkova says a powerful mix of technological change and **AI** is forcing HR leaders to rethink what really predicts success in modern roles – and formal education on its own is no longer cutting it. “The shift is driven by a new, undeniable reality: the half-life of knowledge is shrinking,” she said. “In fast-moving sectors, the theoretical foundations of a four-year degree can’t always keep pace with the rapid evolution of technology.” With the majority of HR professionals now placing greater value on skills and microcredentials than on traditional qualifications, Volkova argued the market has reached an inflection point. Degrees still matter, she says, but they are no longer the decisive filter they once were. “Today, 64% of HR professionals recognise that while a degree shows commitment, it doesn't guarantee the digital fluency or **AI capability** required to drive immediate business results,” said Volkova. “We are seeing a pivot toward **‘new collar’ hiring**, where microcredentials offer a more agile and verifiable way to prove a candidate can perform.” ## AI is Rewriting the Job Description One of the biggest catalysts is the rapid adoption of AI, which is swallowing up the routine, process-heavy tasks that used to dominate entry-level roles. “As AI begins to automate the administrative tasks once reserved for juniors, the premium has shifted to **adaptability and creativity**,” Volkova explained. “These are outcomes that are often better evidenced through practical projects than a transcript.” For employers in high-growth environments, she says, the core question has flipped. Instead of asking whether someone has the “right” degree, hiring managers increasingly ask whether that person can deliver impact – fast. “For us, the question isn’t whether someone has a degree, it’s whether they can create meaningful impact within their first quarter,” she said. “In high-growth environments, **time-to-value matters**. A skills-based lens allows us to hire for execution readiness, not just potential.” ## Inside a Skills-First Hiring Process Volkova is adamant this is not about diluting standards. If anything, the bar is being raised – just in a more targeted way. “Instead of using a degree as a filtering tool, we’ve pivoted to **skill-based assessments** that measure real-world problem-solving and critical thinking,” she explained. She pointed to a recent Customer Success hire in the APJ region as a clear example of how this new approach works in practice. “We moved away from screening for specific academic backgrounds to focus on client lifecycle management and cross-functional influence,” she said. Rather than scanning CVs for particular qualifications or alma maters, HiBob designed **scenario-based exercises** to test how candidates would handle real challenges on the job. “We used scenario-based exercises where the candidate had to demonstrate how they would manage a churn risk and reframe value for a senior stakeholder, capabilities that a traditional degree rarely covers,” Volkova added. This opened the door to talent who might otherwise have been screened out simply for lacking a conventional academic pathway. “This approach allowed us to tap into a broader talent pool, including those who have **‘leapfrogged’ traditional paths**,” she said. “This doesn’t mean we’re lowering the bar; we’re refining it. We still operate with structured success profiles, defined competences, and calibrated interview loops. The difference is that we assess demonstrated capability, not academic background alone.” ## Where Degrees Still Matter – and Where They Don’t Despite the shift, Volkova stresses that formal qualifications are far from obsolete, especially in fields where public safety and compliance are at stake. The picture looks very different, however, in much of the corporate landscape. Volkova believes the media sector is one of the clearest case studies in how AI can fast-track this transition. “While the media sector is already ahead in replacing traditional entry-level tasks with AI, other industries are lagging, creating a lopsided market,” she noted. “For these sectors that adapt at a slower pace, the degree still acts as a safety net.” But she expects that safety net to weaken as AI becomes more deeply embedded in day-to-day operations across all industries. For HR leaders, the message is clear: the credential of the future is less about where you studied, and more about what you can tangibly do from day one.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>career</category> <category>hiring</category> <category>skills</category> <category>ai</category> <category>microcredentials</category> <enclosure url="https://cdn-res.keymedia.com/cms/images/us/037/0391_639077533017315475.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[How a Girls' STEM Fair in Lansing is Changing Lives and Closing the Gender Gap]]></title> <link>https://www.juniorremotejobs.com/article/how-a-girls-stem-fair-in-lansing-is-changing-lives-and-closing-the-gender-gap</link> <guid>how-a-girls-stem-fair-in-lansing-is-changing-lives-and-closing-the-gender-gap</guid> <pubDate>Fri, 27 Feb 2026 18:00:37 GMT</pubDate> <description><![CDATA[## Empowering Young Women in STEM The **Junior Achievement Girls’ Dream Fair** in Lansing, Michigan, is making waves by connecting young women with **STEM careers** through direct mentorship from professionals. This event, held annually, brings together nearly 100 community leaders in STEM to guide over 300 students, offering hands-on experiences in fields like science, technology, medicine, and law enforcement. ### Addressing the Gender Gap Women currently make up only **26% of the STEM workforce** nationwide, according to the U.S. Department of Labor. The Girls Dream Fair has been working to bridge this gap for more than a decade, providing a platform for young women to explore careers they might not have considered otherwise. ### Real Impact Through Mentorship One inspiring story comes from Susan Shilton of Junior Achievement, who shared how the event transformed a student's perspective: "We had a young lady who always wanted to be a neurologist but was told it was a career for boys. After attending the fair, she became firmly committed to that path and is now preparing for college." ### Building Confidence and Diversity A teacher from Holt Junior High School emphasized the event's role in boosting students' **self-confidence**. Naveena Spitz, a managing director of data analytics using AI, highlighted the broader consequences of the gender imbalance: "There’s a lack of diversity in thought, ideas, and possibilities. The need for that diversity is extremely critical." ### Proven Success A survey by Junior Achievement revealed that **52% of alumni** from the Girls Dream Fair program have pursued careers in the same fields as the volunteers they met at the event. This demonstrates the lasting impact of such initiatives in shaping future professionals. ### Hands-On Learning Participants engage in activities across various STEM disciplines, with representatives from organizations like the Michigan State Police providing real-world insights. This immersive approach helps students visualize their potential career paths and gain practical knowledge.]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>stem</category> <category>womeninstem</category> <category>mentorship</category> <category>careerdevelopment</category> <category>diversity</category> <enclosure url="https://gray-wilx-prod.gtv-cdn.com/resizer/v2/2ARHCTTU4JBZHH5X657GH72CVU.png?auth=f75fb261a24ec343f2ba59707fcbb2938d67b3587611520a3ccb483c96be4f91&width=1200&height=600&smart=true" length="0" type="image/png"/> </item> <item> <title><![CDATA[Computer Science Grads Defy AI Job Fears: $81K Starting Salaries and High Demand in 2026]]></title> <link>https://www.juniorremotejobs.com/article/computer-science-grads-defy-ai-job-fears-81k-starting-salaries-and-high-demand-in-2026</link> <guid>computer-science-grads-defy-ai-job-fears-81k-starting-salaries-and-high-demand-in-2026</guid> <pubDate>Thu, 26 Feb 2026 23:01:22 GMT</pubDate> <description><![CDATA[With warnings of a white-collar "jobpocalypse" growing louder, the outlook for Gen Z college graduates can seem bleak. Among aspiring tech workers in particular, the anxiety has been especially intense. Coding tasks once left to junior developers can now be automated in minutes—fueling predictions from some industry leaders that traditional entry-level software roles could soon vanish. But new data suggests that speculation about the outright demise of computer science graduates may be overblown. Starting salary projections for the class of 2026 show employers are still competing for technical talent—and paying a premium to do so. **Computer science majors are expected to earn starting salaries of $81,535**, up nearly 7% from last year, according to the 2026 Winter Salary Survey from the National Association of Colleges and Employers (NACE). The survey included responses from 150 organizations, including Fortune 500 employers like Chevron, CVS Health, PepsiCo, and Verizon. Bachelor’s degree holders in computer science are also the **third most in-demand major**, slightly trailing finance and mechanical engineering. At the graduate level, computer science master’s degrees rank as the **single-most in-demand credential—outpacing even MBAs**. Karim Meghji, president and CEO of tech nonprofit Code.org, said he’s not surprised because those with tech foundations are the ones best equipped to lead an AI future. “There’s a growing narrative that AI makes computer science obsolete, but it’s just not the case,” Meghji said. “**AI isn’t killing computer science; it’s making it more essential.**” ## Hiring remains tight—even for Gen Z tech grads Still, strong salary projections don’t mean smooth sailing. While some employers (including IBM) have signaled plans to ramp up entry-level hiring in select areas, overall hiring for the class of 2026 is expected to remain largely flat compared with 2025, according to NACE. That stagnation comes as millions of young adults are already struggling to gain a foothold in the market, with many falling into the category of NEET—not in education, employment, or training. And for those who have secured a degree, the financial pressure is real: Bachelor’s degree recipients carry an average federal student loan balance of about $29,550. With AI not expected to fade anytime soon, adapting to the technology is becoming less optional—and more foundational—regardless of major. **Business leaders increasingly argue that AI won’t necessarily replace workers outright, but workers who understand AI may replace those who don’t.** “We don’t need everyone to become a software engineer—far from it,” Meghji said. “But we do need to help young people build durable, cross-disciplinary skills: computational thinking, data literacy, systems thinking, and responsible computing.” That message aligns with broader labor market trends. **AI engineering, implementation, and business strategy now rank among the fastest-growing skills categories**, according to LinkedIn—suggesting shifting demand for workers who can apply and adapt to emerging technologies. ## Entry-level jobs are more competitive than ever—here’s how Gen Z can stand out With the tightened job market remaining, differentiation is becoming more important than ever for entry-level applicants. And because AI has made it easier than ever to tailor résumés and cover letters, the bar is only rising. According to Christine Cruzvergara, chief education strategy officer at Handshake—a career platform for early-career talent—young people should lean on self-evaluation and personalization. “AI can’t replicate taste; it can’t replicate who you are,” she previously told Fortune. “If you and I are both using ChatGPT to help us write our cover letters for, say, even the same job, our responsibility is to feed it enough information about ourselves.” Having a strong network and support system is just as critical, she added. “You will question yourself, and you might second guess if you’re good enough,” she said. “You need folks that are going to be an honest reflection to you of what your strengths are, what your skills are, and, quite frankly, also tell you if you’re making mistakes at the same time.” With the true future of work still unknown, Meghji said it’s important to have perspective. “Don’t be fearful,” Meghji said. “The future of work is always evolving. Previous generations worried about automation, globalization, and the internet. What endures are the underlying knowledge, durable skills, and mindsets: how to think critically, collaborate, solve problems, and adapt. **AI, in fact, makes those skills all the more critical.**”]]></description> <author>contact@juniorremotejobs.com (JuniorRemoteJobs.com)</author> <category>computerscience</category> <category>careerdevelopment</category> <category>aijobs</category> <category>genz</category> <category>salarytrends</category> <enclosure url="https://fortune.com/img-assets/wp-content/uploads/2026/02/GettyImages-1464824753-e1772125939490.jpg?resize=1200,600" length="0" type="image/jpg"/> </item> <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[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[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[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[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[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> </channel> </rss>