Navigating Remote Job Markets

Remote jobs aren't dead. You just need to know where to look. Here are 3 ways to find them. 1. 𝗨𝘀𝗲 𝗥𝗲𝗺𝗼𝘁𝗲 𝗝𝗼𝗯 𝗕𝗼𝗮𝗿𝗱𝘀 - Remote .io - Remote .com - We Work Remotely - Remotive - FlexJobs - Jobgether - RemoteOK - NoCommute - JustRemote - Smooth Remote - Remote Source - Working Nomads Specifically for tech Sales (AE) and Sales Engineering (SE/SC) jobs, check out this job board: https://lnkd.in/ghvkt6dG 2. 𝗙𝗶𝗻𝗱 ‘𝗨𝗻𝗹𝗶𝘀𝘁𝗲𝗱’ 𝗝𝗼𝗯𝘀 Today, I spoke to a VP who was hiring for an open position that wasn’t posted on common job boards (e.g., LinkedIn). It was only listed on the company’s career site (through their ATS). Here’s how you can easily find these 'unlisted' job postings: Search Google with this: Site: {insert ATS domain} | {insert another ATS domain} “{insert job title}” AND “remote” Example: site:GREENHOUSE.IO | site:lever.co "CUSTOMER SUCCESS MANAGER” AND “REMOTE” Commonly used ATS domains: - icims .com - greenhouse .io - lever .co - jobvite .io - ashbyhq .com - smartrecruiters .com - myworkdayjobs .com Filter your Google search results by post date for the most recent posting. Go to Tools = Past Week (See the comments for an article that sheds more light on ‘unlisted jobs’) 3. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗦𝗺𝗮𝗹𝗹 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 85% of jobs exist in small companies, and hiring has been increasing at small- and medium-sized companies. While most large companies are Returning-to-Office, smaller companies continue to hire for remote positions. Many startups are even 100% remote, with no permanent offices. Use these job boards to find jobs at small companies (LinkedIn doesn’t let you filter by company size): - Startup Jobs - Wellfound - BuiltIn Don’t forget to set up job alerts to get notified when new roles are posted! 📍 Which do you prefer? 1. 100% Remote; or 2. Hybrid (there’s no 100% office option because no one wants that) Sharing is caring - if you found this helpful, share it with someone that it could help. 💌 #remotejobs #remotework #remotejobboards

If you're only using LinkedIn to find jobs, you're doing it wrong. Here are 10 sites that are lesser known but incredibly effective. Most job seekers rely on the big 3: Indeed. LinkedIn. Glassdoor. But the best roles (especially remote, startup, or global ones) are often listed here: 📍JobLeads → Who it’s for: Professionals in product, growth, design, or sales. → What kind of jobs: Curated roles at high-growth startups and tech companies. → Region: UK, US, Canada, Europe. 📍Wellfound → Who it’s for: Startup lovers, early-stage builders, tech generalists. → What kind of jobs: Roles at funded startups – engineering, marketing, ops, more... → Region: Global, with strong presence in US & India. 📍Remotive → Who it’s for: Remote-first professionals across tech and non-tech. → What kind of jobs: Fully remote roles in dev, marketing, support, operations. → Region: Global (US, Europe, Asia-friendly roles). 📍Escape the City → Who it’s for: Corporate escapees seeking purpose-driven careers. → What kind of jobs: Roles at mission-led startups, NGOs, and social ventures. → Region: UK, Europe, Remote-friendly. 📍Dynamite Jobs → Who it’s for: Self-starters who enjoy small teams and async work. → What kind of jobs: Remote jobs at bootstrapped, profitable startups. → Region: Global, especially North America and Europe. 📍Himalayas → Who it’s for: Clean UI lovers, remote explorers, and async workers. → What kind of jobs: Remote jobs in tech, design, writing, and marketing. → Region: Global – timezone filters available. 📍Jobspresso → Who it’s for: Remote workers seeking curated and vetted roles. → What kind of jobs: Tech, customer support, marketing (all remote). → Region: Global, with strong US focus. 📍FlexJobs → Who it’s for: Professionals wanting flexible work without scams. → What kind of jobs: HR, admin, writing, project management (part-time & remote). → Region: US-centric but with international options. 📍EUROPEREMOTELY → Who it’s for: Devs and tech workers in European time zones. → What kind of jobs: Remote tech jobs compatible with EU working hours. → Region: Europe. 📍The Muse → Who it’s for: Culture-driven job seekers who want to research companies. → What kind of jobs: Curated openings across industries with employer insights. → Region: US-focused. --- 📌 Save this post for later and send it to someone who’s stuck refreshing LinkedIn. 👉 Follow for more such career resources.

I was promoted 3x: Sr. Manager - Vice President while working remotely from home. Prior to working from home, I remained an individual contributor for 10 years. Perhaps it was easier to find my stride of excellence with limited distractions, no longer spending time talking about someone's dog who could jump through rings of fire. Working from home allowed me to fully tap into my flow state. (yes, I know remote work is NOT for everyone) If I was looking for a remote job in 2024, here's what I would start my search 6 months in advance: (this strategy also works for my clients) 1. Dedicate 1-2 hours daily on my search strategy :  -Create a job tracker  -Get clear on the job titles  -Focus on becoming an early applicant  -Interview me against job descriptions  -Ensure those roles are in demand by conducting a search  -Setting up alerts on all major job boards including niche remote sites 2. Use 𝐊𝐢𝐜𝐤𝐑𝐞𝐬𝐮𝐦𝐞 to level up my resume and discover my ideal career path and save $$ by doing my own resume.  -Try their AI Career Map here: https://lnkd.in/dnhuq3B4 -Then put my resume on file with staffing agencies 3. Research company culture, values, mission, and vision -Use major company review sites  -Check current stock market standing  -Check to see if there were recent layoffs -Review employees on LinkedIn look for promotion lines 4. Network with current employees & build relationships  -Go to job fairs and networking events  -Set aside a small coffee budget and re-engage warm relationships -Build new non-transactional relationships (ask for nothing to start) 5. Wash, rinse, repeat until I find the perfect remote job fit Remember: Excellence is a PRACTICE. Not a location. #kickresumepartner

I've spoken to 4,000+ companies about remote work since March 2020 Here are the most common things I've heard 👇 1. 🏢 HQ Obliteration: Return to office has stopped, companies have cut back the real estate they could, and will cut a lot more as leases expire. The majority of workers will work remotely at least part-time and the amount will grow 2. ⭐️ Access talent: The first reason they are going remote-first is simple – it lets them hire more talented people. Rather than hiring the best person in a 30-mile radius of the office, they can hire the best person in the world for every role 3. 💰 Cut costs: The second reason is because it makes them more cost-efficient. Rather than spending $10K-$20K per worker a year on office space they can provide a worldclass remote setup for less than $1,000 a year 4. 🌐 Universal problems: doesn’t matter the size of the organization, every company is dealing with the same thing. How do we operate as a global business? Equipping teams and managing assets is a huge pain point 5. 🏭 ESG Considerations: many companies care massively about the environmental impact eradicating the office – and the commute – has. 108 million tons of Co2 less every year. Boards are looking here as well 6. ❤️ Quality of life: companies also know they don’t need workers to waste 2 hours a day commuting to sit in an office chair for 8 hour. Companies have seen reducing commute frequency leads to happier more productive workers 7. 🚀 Outcomes vs. Time: the measure of performance in the office is how much time you spend sat in your seat. The measure of performance while working remotely has to be output. Companies are moving slowly here 8. 🎡 Hybrid Conflict: what companies and workers think hybrid means are two different things. Workers think it is being able to work remotely whenever they want. Companies think it is telling workers when they must attend. Big problem 9. 🛑 Bad Software: companies continue to use software and tooling designed for in-office teams causing issues for distributed workers. New tools developed by remote-native startups are emerging but not being adopted fast enough 10. 🔐 Tech & Security: in the old world the edge from a security perspective was the office, now it's every device. This creates big security risk and vulnerabilities as devices are lost. Companies lack good solutions

Our client was unemployed and struggling with job search overwhelm and a lack of clarity. We teamed up and they landed a senior IC role with a clear path to leadership in ~100 days. Here are 6 strategies they used to make it happen: Context: When we first met this client, they were unemployed and feeling stuck. The job search was completely overwhelming, they didn’t have a clear path forward, and they were worried about flexiblity. After we partnered up, those worries disappeared. Here’s what we did: 1. Defined Their Dream Role We helped them clarify: – Their ideal team structure – Values like remote flexibility and work-life balance – A meaningful mission or product This clarity helped them spot red flags and recognize a great fit when it showed up. 2. Created A Prioritized Company List Instead of applying blindly, they: – Identified 15 companies – Focused on 10–12 that were actively hiring – Prioritized ones that matched their top values This allowed them to focus time where it mattered most. 3. Made Strategic Recruiter Connections Despite initial hesitations, they: – Stayed open when a recruiter reached out – Did their own diligence on the company – Used interviews as info-gathering tools The openness led directly to the offer. 4. Prepped With Deep Industry Insight Before applying, they: – Spoke with two professionals who worked with the hiring manager – Asked targeted questions about leadership style and culture – Used insights to tailor their application They mentioned these conversations in their cover letter and follow-ups to stand out. 5. Advocated For Their Needs When they got the offer, they realized the PTO package didn’t align. Rather than walk away or settle, they: – Consulted our salary negotiation toolkit – Planned a negotiation strategy – Aimed to protect their non-negotiables It’s not just about the offer. It’s about one worth accepting. 6. Kept Their Values Front and Center The company was: – Remote-friendly (including their snowbird executives!) – Sustainability-focused – Willing to hire to support a better work-life balance They knew it was a fit when leadership said they wanted someone who could “take apart our financial statements and put them back together with a new perspective.” That system led to an awesome outcome that got them back into a role with a clear track to leadership! —— ➕ Follow Austin Belcak for more 🔵 Ready to land your dream job? Click here to learn more about how we help people land amazing jobs in ~15.5 weeks with a $44k raise: https://lnkd.in/gdysHr-r

Recent data shows companies that ended remote work policies are facing significant challenges filling open positions, while their remote-friendly competitors continue attracting top talent.   This trend highlights a fundamental shift in the employment landscape that many organizations still haven't fully grasped.   The most talented professionals now have genuine choice in where they work, and they're consistently choosing employers who demonstrate trust in their ability to deliver results regardless of location.   What's particularly telling is that the return-to-office push isn't supported by productivity data.   Study after study shows remote workers often outperform their office-based counterparts on key metrics.   The real issue isn't about work quality - it's about management comfort with measuring outcomes rather than activity.   Organizations struggling with remote work often have deeper issues around goal-setting, performance measurement, and trust in their teams.   Meanwhile, companies that have embraced flexible work arrangements are benefiting from:   • Access to broader talent pools unconstrained by geography • Higher employee satisfaction and retention rates • Reduced overhead costs • Improved work-life integration leading to better performance   The market is speaking clearly: flexibility and trust aren't workplace perks anymore - they're competitive requirements for attracting and retaining exceptional talent.   Organizations that fail to adapt to this reality will continue struggling to compete for the best people.   How has your organization adapted to changing expectations around workplace flexibility?   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/eyXPtQCb   CC: Foster, Brian. "Companies That Ended Remote Work Are Struggling to Fill Vacancies." Glass Almanac, 13 April 2025   #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #remotework #workplaceflexibility #futureofwork #talentacquisition

Nobody needs to tell you this market is rough. As someone who's created roles and helped others do the same, here are some moves for finding work that go beyond endlessly hitting refresh. If you are already doing these things, great job and keep going. Set alerts for companies that just got funding (Venture Capital/Private Equity). New money often means new headcount, even when the job's not posted. Don’t wait for a "We’re hiring" link. Reach out, state your case. I’ve opened doors this exact way. Founders often don't know what they need until you show them. Check out VC job boards if you’re in HR tech or people ops. Most startups skip the fancy ATS and rely on their investors to post their roles. Look for places like First Round Capital, Primary Venture Partners, Wellfound, and Y Combinator, these sites give you the inside scoop on open jobs across their investment portfolios. Follow recruiters and hiring managers, not just job boards. Most of the job advice out there is old or overutilized. Build a real relationship with recruiters who live in HR/people ops, they get word of roles before anybody else. That’s my playbook, and it’s gotten me and my people in the door before. If you have tips that actually work, share ’em so we can lift each other up. #PeopleOps #HRCommunity #JobSearch

In the US, remote job postings are still 3x higher than pre-pandemic levels, and in the UK, they’re up 8x. Remote work is no longer surging but it’s far from gone. Lightcast data shows remote and hybrid work are now concentrated among experienced, degree-holding professionals, leaving entry-level talent with fewer options to work flexibly. The divide is growing. Here’s what the analysis reveals: 1. Remote work has stabilized but the distribution has shifted In the US, remote postings remain 3x higher than pre-pandemic. In the UK, they’re 8x higher. But while volume is steady, access is no longer equal. Key takeaway: Remote work is no longer an emergency solution. It’s a filtered privilege. 2. Hybrid roles are surging in the UK, lagging in the US UK hybrid postings grew from virtually zero in 2019 to over 6% of all postings today. In the US, they’ve barely crossed 1%. Key takeaway: Cultural and organizational norms are shaping flexibility just as much as technology. 3. The most flexible roles require degrees and experience In the US, 54% of remote roles now require a bachelor’s degree or higher—up from 42% before the pandemic. Hybrid and remote roles are increasingly reserved for mid and senior-level professionals. Key takeaway: Flexibility has become a high-skilled benefit, not a workforce standard. 4. Entry-level talent is being left behind From 2019 to 2024, the share of remote roles targeting early-career professionals has dropped sharply in both countries. Key takeaway: Without access to flexible work, younger workers may face reduced access to mentorship, growth, and opportunity. The challenge ahead: How do organizations preserve flexibility without losing development, inclusion, and connection? Thanks to the team at Lightcast for this important research. Check the comments for the full piece from Lightcast. How is your organization balancing experience and equity in remote work? #PeopleAnalytics #HRAnalytics #FutureOfWork #HybridWork #WorkforceStrategy

How to find 𝗨𝗦𝗔 & 𝗖𝗮𝗻𝗮𝗱𝗮 𝗿𝗲𝗺𝗼𝘁𝗲 𝗷𝗼𝗯𝘀 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻, even if you live outside those countries. I get this question a lot, so let me simplify it in 7 simple steps: Step 1: Use LinkedIn’s job filters (correctly) Go to the Jobs tab and use these filters: → Location: type “Remote” → Country: select United States and Canada → Job Type: Full-time → Work Type: Remote This ensures you’re only seeing roles that are remote and based in North America. Step 2: Use the right keywords In the search bar, try: → “Remote Data Analyst USA” → “Remote Data Scientist Canada” → “Fully remote data engineer” Mix in keywords like: • “Global team” • “Worldwide” • “Remote-first company”    These companies are more likely to accept international applicants. Step 3: Focus on companies that hire globally Target companies known for hiring remote international talent: → Automattic → GitLab → Toptal → Zapier → Deel → Doist → Oyster → Remote.com Search “[Company Name] careers” and look at their hiring policies.  Step 4: Follow hiring managers & recruiters Find hiring managers and tech recruiters in the US/Canada who’ve posted remote jobs. → Like and comment on their posts → Send a warm DM (not a cold pitch) → Stay on their radar These relationships create long-term opportunities. Step 5: Optimize your LinkedIn profile Make your profile location say: → “Open to Remote Roles in USA & Canada” Recruiters search by location. If your profile says “Kenya” or “India,” they might assume relocation is required unless you clearly state you’re looking for remote roles. Step 6: Highlight your timezone + communication skills Companies care about async work and timezone overlap. Add something like: → “Work comfortably across EST & PST” → “Strong async communicator with 4+ years remote experience” Step 7: Prepare your pitch Once you find a job that fits, don’t just apply. → Engage with the company on LinkedIn → Reach out to an employee or the hiring manager → Show how you solve their problems Outreach > blind applications. Start your search today because roles are going fast. P.S. It’s easier if you already have a valid work visa or permit. If you don’t, focus on global-first companies or consider freelancing until you build leverage. ➕ Follow Jaret André for daily data job search strategies 🔔 Hit the bell to get practical tips that actually land offers

One fully remote job (work from anywhere). +150 applicants in less than 2 days. Learn (and copy) the 4 key things that the candidates who moved to the next step did My inbox went crazy with so many applicants for that fully remote job I posted last week. As me and my team were manually reviewing each of the applications (no ATS involved this time), I noticed some interesting data that I would like to share with remote job seekers. Those are the key things that the candidates who moved to the next step did - feel free to take notes, save this post and implement the exact same approach next time you apply for a remote job: 1 - They were fast to reply to the job post. Within the first 2 hours, I already had +30 people reaching out to me. Time matters. It’s not the only important thing, but when a candidate is fast to apply and meet the requirements, there is a high chance recruiters will move forward with those candidates. 2 - They followed the instructions. There were clear instructions to be followed (send your tailored resume + answer to 2 questions). The best applicants took the time and read and followed the instructions. Others didn’t. 3 - They went beyond the basics. Apart from following the mandatory instructions, some candidates stood out from others for doing interesting things like sending a portfolio or a presentation video. We didn’t ask for those things, but they were interesting, added value to their application and showed their high interest level. So going an extra mile in the application is appreciated. 4 - They were a good fit for the job. Just “being interested in the job because it’s remote and it has a good salary”, normally, is not enough to move you forward in the process. It’s recommended that you meet at least 70% of the requirements and skillset to apply for the job - and that this “match” is very clear in your resume, LinkedIn and in any other document or information you need to submit in those initial steps. I could mention other steps also, but I think you got my point. Standing out among a high number of applicants can be challenging, but it’s not impossible. Some people did it in a brilliant way with the remote job I posted, and you can do the same in the next job you apply for if you implement the 4 steps above. - Do you have other suggestions about how to stand out when applying for a remote job? What would you add to this list? Let us know in the comments.   * If you found this information relevant, share it with your networking, to help other job seekers out there * #homeoffice #jobsearch #newjob #job #career #mindset