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20 in-demand jobs that can be done remotely—and all pay $100,000 or more – CNBC

With pandemic recovery on the horizon for many in the U.S., employers are reimagining their workforces as buildings reopen and businesses adapt to a post-Covid world. For many leaders, that means finding out how to offer work-from-anywhere arrangements to meet employees’ desire for flexibility.

One analysis from the jobs site Indeed found that postings are now twice as likely to mention the ability to work remotely than before the pandemic. And on FlexJobs, the career site dedicated to remote work, employers are increasingly hiring for high-paying senior roles that can be done from home, says FlexJobs career development manager and coach Brie Reynolds.

Postings for remote jobs at the senior level — such as for director, department head, vice president, general manager and chief officer — increased by 22% in the last year. The share of these high-level openings has grown by 6% in 2021 alone.

To examine where senior-level remote hiring is happening most, FlexJobs identified 20 job openings that have become more common on the site and offer fully remote, full-time schedules and pay more than $100,000.

Employers building remote teams need remote HR leaders

One big area for remote hiring is within the human resources department, which Reynolds says is a good indication the employer is committed to building out its remote workforce. It makes sense for recruiters hiring remote talent, or HR partners developing remote talent, to be remote themselves and better advocate for these employees.

There may also be tax implications for doing so. Organizations with remote employees have to make sure they’re following the right local and state tax laws where their teams work from. Local labor laws that dictate wage hours and rules, termination, noncompetition, paid leave and more can also vary by location. For example, a San Francisco-based company hoping to hire a remote workforce in the Atlanta metro area could be well served by hiring a remote HR business partner to oversee certain compliance policies unique to Georgia workers.

Here are some of the top HR jobs employers are hiring for remotely, according to FlexJobs:

Hiring for tech and finance workers remains strong

Not surprisingly, tech jobs for engineers, project managers and product managers are well represented in FlexJobs listings, especially as organizations work to improve their tech infrastructure to support more remote work, while also building out new products and services.

Some of FlexJobs’ top openings in tech and their average annual salary include:

Backend software engineer, cyber security: $150,000

Product manager: $140,000 to $180,000

Senior product designer: $125,000 to $140,000

Digital payment project manager: $115,000 to $130,000

DevOps engineer: $115,000 to $125,000

Site reliability engineer: $105,000 to $125,000

Design practice lead: $100,000 to $150,000

Finance jobs were some of the most common roles companies held onto throughout the past year. Now, many are hiring additional finance leadership roles to help balance budgets sent askew during the pandemic, and to get companies back on track in the months ahead. Here are some of common openings, according to FlexJobs:

Top marketing and customer service roles

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Why a remote job might not mean you can work from anywhere – CNBC

Now that the majority of office workers have grown accustomed to remote work, many are hoping to continue working from home at least part of the time even as offices physically reopen. Already, we’re seeing employers work to meet some of that demand for flexibility.

One analysis from the jobs site Indeed found that postings are now twice as likely to mention the ability to work remotely than before the pandemic. And on FlexJobs, the career site dedicated to remote work, employer postings for openings that could be done remotely increased by 19% in the last year. Activity among job seekers, meanwhile, jumped by 50% throughout the pandemic.

But if you’re applying for a new remote role, keep in mind that a remote job isn’t always a work-from-anywhere job. Due to tax and labor law implications, the employer may be hiring a remote worker who doesn’t have to go into an office, but does need to reside in the same state or city as company headquarters.

FlexJobs career development manager and coach Brie Reynolds suggests that you continue to specify your location when searching for a remote opening on jobs sites. That way, only remote jobs that are actually open to your city, state or country will come back in the results. A remote role that’s truly open to workers from anywhere in the world will indicate that in the job listing.

Also keep in mind whether pay could be different based on where you’re located. Salaries for remote jobs are “like the Wild West,” Reynolds tells CNBC Make It, but companies are generally working with one of three strategies. First, they might pay the same salary range based on job title, regardless of worker location. Some organizations might pay market rate depending on the cost of living wherever the worker lives. Others, Reynolds says, might provide pay based on national averages by each job title.

To get an initial idea of how the employer is approaching things, Reynolds says job seekers should check the company’s media or press pages, or see if they’ve showed up in the news recently. Some companies, such as Reddit, announced last year that they would allow workers to remain remote forever and wouldn’t adjust pay even if they moved to areas with lower costs of living. “That’s a great talent attractor, so companies hiring want prospective candidates to be excited about that,” Reynolds says.

If you don’t have any luck gathering intel online, Reynolds says you can broach the topic generally in one of your initial interviews. Ask, “How does the company set salary for remote workers?” or “How do cost of living factors impact the company’s approach to salaries for remote workers?”

Get an idea in an earlier interview in order to prepare for a potential salary negotiation further in the process.

And as you’re applying, remember to highlight your experience working remotely throughout your resume, cover letter and hiring process. That may include managing a team during the pandemic, using cross-collaboration tools to launch new programs with colleagues in a different office from yours or doing any online learning throughout the pandemic or otherwise.

Check out:

The small resume tweak that will get the attention of hiring managers, according to a career coach

How to make the most of your virtual network while in-person events are still on hold

3 tips to land a work-from-home job right now, according to a remote-work expert

Don’t miss: Use this calculator to see exactly how much your third coronavirus stimulus check could be worth

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Fidelity Investments on a hiring spree with 375 new jobs slated for Colorado – The Denver Post

Boston-based Fidelity Investments announced Wednesday that it plans to hire for 375 new jobs in Colorado, part of a larger push by the financial services giant to add 4,000 jobs nationally, including 1,000 at remote locations.

“Continuing to grow Fidelity Investments’ Colorado team and expanding the company’s U.S. footprint will allow us to source diverse and innovative talent to meet our customers’ changing financial needs today and in the future,” said Fidelity’s Colorado Regional Leader Josh Deakin in a release. “We are committed to helping our customers achieve their individual financial goals, while offering our associates opportunities to build rewarding careers with benefits to support and enhance their whole lives.”

Last year, Fidelity Investments added about 200 financial consultants and 300 customer service jobs, primarily in metro Denver. The company has about 1,200 employees in the state, said spokeswoman Janelle O’Haugherty.

Financial consultants and customer service representatives are the focus of the new hiring wave, which is expected to wrap up by mid-summer, she said.

Fidelity launched a customer service center in Greenwood Village in 2013 and operates five Colorado branches in Cherry Creek, LoDo, Broomfield, Colorado Springs and Lone Tree.

Reflecting how the pandemic has changed hiring patterns, Fidelity Investments plans to spread 1,000 of the jobs it is adding nationally across 20 new markets, using a remote regional center model where the new hires will work primarily from home near existing investor centers.

Financial services firms employ about 106,000 people in the northern Front Range, and those jobs pay an average annual wage of $118,350, according to the Metro Denver EDC. Of that total, about 32,000 jobs involve investments and money management, where the average wage is much higher at $183,390.

Colorado ranks 16th for its concentration of financial service jobs, but 10th when it comes to its concentration of investment jobs. Financial services is considered an important “cluster” to the state economy.

Fidelity Investments administers $10.2 trillion in assets, counts more than 35 million clients and manages 22,000 employee benefit programs. The company, which got its start 70 years ago, employs more than 47,000 people.

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Want a remote technology job in finance? Try a fintech – eFinancialCareers

As we reported last week, there’s some resistance to returning to the office among technologists in investment banks: why commute hours each day to sit in London or New York, when the people you’re actually working with are in Bangalore or Warsaw or Budapest?

While many banking technologists say they haven’t been served with dates to return to the office, moves back into banks’ buildings are definitely afoot for technologists at JPMorgan and Goldman Sachs. There, the imminent arrival of interns means many engineering staff will need to be present by mid-June at the latest.

As banks rustle technologists out of their homes, however, fintechs are seizing the opportunity to attract engineers with opportunities to work wherever they want. At payments processing firm Stripe, for example, 263 of the firm’s current 1,176 job openings are remote. At rival payments processing firm Plaid, 14 out of 97 open positions are remote (some only within the U.S. or Canada). At app-based bank Revolut, plenty of engineering jobs are open in Krakow and Budapest, but new categories have also been added for remote jobs in Revolut’s main hubs following its decision to make remote working permanent and turn the London office into a ‘collaboration space.’  

By comparison, major banks are lagging behind. JPMorgan currently only has three technology jobs listed as remote – and they’re all for desktop technicians in Argentina. Goldman Sachs doesn’t actually have a ‘remote’ category for any of its jobs, nor does Morgan Stanley. UBS is currently advertising for a Kdb contractor to work “anywhere” near the London office, but also wants algorithmic trading Java developers to work in its London ‘execution hub.’ One Bank of America technologist said on Blind in January that the CTO is keen for engineers to be, “back in office as soon as possible.”

Banks’ preference for engineers staff to be in their offices matters. Technologists, arguably more than staff in other areas, are comparatively happy working from anywhere, and are keen to continue: 36% of technology staff responding to a Blind survey in March said they’d quit if they couldn’t work from home forever. It helps that Facebook is allowing staff to work from home indefinitely if they want to.

Big tech and fintechs like Stripe already have an advantage over banks when recruiting. As banks insist on having engineers in offices for security reasons, they risk making it harder still to attract good talent. They also risk their existing staff leaving for the greater flexibility on offer elsewhere: Sujatha Srinivasan, a managing director at Goldman Sachs and global co-head of market risk for its global markets division, recently joined Stripe as enterprise risk management lead; Srinivasan will be based in New York, but could attract other Goldmanites who want to avail themselves of the opportunity to work wherever they choose.

Photo by Stefan Vladimirov on Unsplash

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Could a future with more remote working bring jobs to Doña Ana County? – Las Cruces Sun-News

LAS CRUCES – Before the onset of the COVID-19 pandemic last year, it’s estimated that around 4 million people — or about 2 percent of the workforce — worked remotely. Public health orders, the closure of school buildings and efforts to mitigate the spread of the virus drove many American workers who were able to work from home to do just that.

Members of the Doña Ana County economic development and business communities gathered (virtually) Tuesday for the Mesilla Valley Economic Development Alliance Business in the New Mexico Borderplex Forum to discuss ways to attract remote workers to the area.

When the pandemic is over, an estimated 30% of the entire workforce will work remotely at least a couple of times a week, according to Global Workplace Analytics. A survey from Gartner Research found that 74% of organizations plan to shift some employees to remote work permanently.

Taking cues from Tulsa

Grant Bumgarner, community manager for Tulsa Remote, was the featured speaker at Tuesday’s forum. Tulsa Remote is a recruitment initiative launched in November 2018. With funding provided by the George Kaiser Family Foundation, the organization provides $10,000 grants to selected applicants who choose to relocate to Tulsa and work remotely for one year.

“These are talented individuals who have a job that they can do from anywhere — something we’ve all become a lot more accustomed to now,” Bumgarner said. “The incentive that we provide them is we give them $10,000 cash over the course of a year.”

More: Telehealth could help some rural New Mexicans even after the COVID-19 pandemic

The applicant agrees to relocate to Tulsa, continue doing the job they are already doing — just from Tulsa — for one year. It also includes membership in a coworking, communal office space in Downtown Tulsa, if they’d like to use it, Bumgarner said.

Overwhelming response

Within the first three months, Tulsa Remote had received 10,000 applications; 70 applicants were selected in the organization’s first year. They’ve now received more than 35,000 applications from every state and more than 160 countries. They average 600 to 1,200 applications per week, and have issued more than 800 grants.

Ninety-five percent of the recipients remain in Tulsa after one year. Over time, the overall economic benefit the remote workers provide to the community is well worth the initial investment, Bumgarner said. If a municipality were to undertake a similar initiative, it would get its money back within about two years, he said

“These individuals pay for themselves,” he said. “And they pay for themselves really quickly … We get these high-quality individuals, we only accept the best of the best … In tax income, in company connections, sometimes they hire individuals here in town … They buy homes, they pay property taxes, they pay sales tax. That remote income is now taxable.”

To date, Tulsa Remote has funded the relocation of employees who work for Amazon, Facebook, Nike, Apple, Google, Netflix and Yale University — to name a few. The average salary of a recipient is approximately $100,000.

Adapting for Doña Ana County

Eric Montgomery, vice president of business development for MVEDA, outlined four types of remote workers the area could look to attract:

Telecommuting: These workers are direct employees of a company and will typically receive W-2s, benefits, times of work, and will work within proprietary systems established by the company.

Fully remote: These workers are also W-2 employees, but are in positions that do not require work time frames or a physical office space.

Freelance: These “contract workers” provide deliverables which are controlled to a greater degree by the worker rather than the customer. Workers in this group may also perform smaller tasks (piece work) to achieve revenue needs.

Internet business: For those who do not wish to work for others or as a contractor or freelancer, but have a passion for a business idea, this type of remote work may present the best option. This might include online shops through Amazon, Etsy or eBay, for instance, and typically provide products or services.

Montgomery said some of the challenges the region might need to address in order to attract more remote workers include improving broadband speeds, reassessing the state’s corporate income tax to make it more appealing to hire New Mexico residents, and retooling existing incentives to encourage more New Mexicans to work remotely.

More: La Primera Tortilla Factory to expand Sunland Park operations

Some attendees asked about whether New Mexico’s anti-donation clause would interfere with the ability to provide such incentives if they were to come from city, county or state governments.

Doña Ana County Manager Fernando Macias, who was in attendance, recommended exploring all options — including Local Economic Development Act funding — and indicated the idea was worthy of exploring further.

NMSU and DACC

One thing that prompted the creation of Tulsa Remote was a perceived “brain-drain.” Graduates of the city’s colleges and universities were leaving for larger cities as soon as they graduated.

“We wanted to reverse that trend,” Bumgarner said. Through Tulsa Remote, they’re able to look for workers in certain career fields they’d like to see grow in Tulsa.

Montgomery noted that Las Cruces has experienced the same, to some degree, with New Mexico State University and Doña Ana Community College.

“Our alumni base is a great potential,” Montgomery said. “One of the things that we could do is tap into our alumni base across New Mexico; specifically, we’ve had high-end conversations with NMSU about how we can blend economic development opportunities for Doña Ana County with their alumni base. And one of those is seeing how many of those alumni are currently working remotely.”

Those former residents already understand the quality of life benefits the region can offer, he said. Graduating seniors can also perhaps be enticed to ask their potential employers about the opportunities for working remotely from Las Cruces — versus moving somewhere the cost of living may be significantly higher.

MVEDA has produced a white paper on remote working in New Mexico. Read it below:

Damien Willis is a Lead Reporter for the Las Cruces Sun-News. He can be reached at 575-541-5443, [email protected] or @DamienWillis on Twitter.

Others are reading:

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Technology to allow remote participation | News, Sports, Jobs – Marshalltown Times Republican

TR Photo by Trevor Babcock Director of Technology Amy Harmsen asks members of the Marshalltown School Board to approve the purchase of new technology to be installed in the board room allowing the capability for remote participants at board meetings.

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New technology will be installed to upgrade Marshalltown Community School District’s board room allowing for remote participation at meetings and more.

The Marshalltown Community School Board voted unanimously Monday night to approve a $38,517.54 purchase of new audio and visual equipment to be installed in the board room as soon as possible.

Director of Technology Amy Harmsen said technological capabilities in the school board room make communicating with remote participants difficult, while other board members noted complications of including remote participants.

One of the goals of the new equipment Harmsen said, would be to make board meetings more open to the public and to increase community engagement.

“We believe not only with the COVID situation that this room should be upgraded to include some new audio and visual equipment, but also just to make these meetings more accessible in general,” Harmsen said. “For people who maybe can’t be here in person but would like to be, or if they would add something to present.”

Superintendent Theron Schutte said the COVID-19 pandemic has revealed shortcomings around the capability for outside participation in meetings, and approving

“It’s always, I think, a goal to be as transparent as we can as a district and board,” Schutte said.

The new equipment includes a new digital signal processor adding capabilities for voice lift, presentation audio, conferencing and echo cancellation. Three new cameras will be installed with two facing the board tables and one facing the guest table. The guest table will have added USB capability for connection to a designated ZOOM laptop for remote participants. Video and audio will be controllable through a 10-inch touch panel located at the press table. A new video streaming device will record meetings and live stream to YouTube and Facebook

“We can’t predict the future. We don’t know what the future is going to look like, so the more versatile we can be the better off we will be,” board member Janis McGinnis said.

Harmsen said the new capabilities could open up more uses for the room including the potential for students to utilize the technology. Students have already taken part in operating the camera and running the live stream for board meetings, but the new technology she said would give students a chance to work with more up to date equipment and have a higher production value.

In other business:

The school board voted unanimously to approve the budget for the 2021-22 school year. The property tax rate as part of the budget is an estimated $18.13 per $1,000 in taxable valuation. The rate is a decrease of $0.20 from the current budget, which has an $18.33 property tax rate per $1,000 in taxable valuation.

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Contact Trevor Babcock at 641-753-6611 or [email protected].

Today’s breaking news and more in your inbox

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Where Are the Best States for Remote Jobs? – SHRM

​While most employees will likely return to their offices after the COVID-19 crisis ends, many want to continue as remote workers, leading them to look for the companies, occupations and locations where remote work thrives.

According to a new analysis of U.S. Bureau of Labor Statistics (BLS) and Census Bureau data conducted by CareerCloud, a resource site for job seekers, Utah is the best state for remote job growth, followed by Colorado and the Washington, D.C., area. Mississippi is the worst state for remote work, followed by Louisiana, Alaska and Maine.

To determine which states have the most promising outlook for remote job growth, CareerCloud scored each state across three metrics: employment per 1,000 jobs in a selection of the most common remote-friendly occupations, projected growth rates in these jobs through 2028 and the percentage of people in each state with broadband access at home.

Employment levels in typically remote-friendly jobs is currently highest in Washington, D.C. Utah has the highest projected growth rate in those jobs, and Washington state is tops for broadband access.

Looking at regional comparisons, the West had the highest average score of the four major regions of the country, while the Midwest had the worst average total score. The other two regions in the study are the Northeast and the South.

The findings are similar to data uncovered by FlexJobs, a Boulder, Colo.-based jobs site for flexible and remote jobs. “We’ve found that Colorado is the state with the most remote workers, and Utah is near the top, as well,” said Brie Weiler Reynolds, FlexJobs career development manager and coach. “Our data also found that Mississippi and Louisiana were states with the fewest remote workers.”

She added that the three metrics tracked in the CareerCloud study are key to understanding the future of remote work. “Broadband access is one way to explain the findings because without reliable access to high-speed, broadband Internet, preferably from a number of suppliers, remote work simply can’t happen at scale,” she said.

About 86 percent of people in the U.S. have access to broadband Internet, according to Census Bureau data. Twenty-one states and Washington, D.C., have even higher broadband access rates.

“The West has an interesting combination of lack of public transportation and general access to broadband Internet that makes remote work an attractive option for companies and employers,” Weiler Reynolds said. “The Northeast, by contrast, has broadband access but more public transportation, making the need to augment commuting options slightly less pressing. It will be interesting to see how the pandemic reshapes metrics like these, with so many people finding it necessary to work remotely over the last year and some companies shifting to remote-first and work-anywhere policies that may encourage workers to shift where they live.”

Frank Steemers, a senior economist with The Conference Board, a New York City-based think tank, said some of the differences in remote-work rates among states could be explained by differences in industry and occupational composition. “Working from home is more prevalent in certain occupations and industries, which drives some of the regional differences,” he said. “For example, in Washington, D.C., Virginia, Maryland and California, a larger share of workers work in computer occupations, which have relatively higher shares of remote workers.”

He added that even after accounting for industry and occupational factors, “workers in states with more restrictive social distancing policies were much more likely to work remotely. Over the course of the pandemic, Washington, D.C., California, Massachusetts and New York have had stricter social distancing policies, and therefore more professional and office workers have been working from home.”

While the gaps in remote work across regions may narrow after the pandemic, some of these regional differences could remain because of habit formation and changing employment preferences, Steemers said.

“For example, employees in the South returned to work sooner over the course of the pandemic. On the other hand, in states in the Northeast and on the West Coast and especially in large cities, many employees will have worked from home for an extended period. This may have changed their habits and preferences permanently. Employers that have invested more in working from home may have also seen the benefits of remote work, such as reducing office space and its cost and expanding their talent pool beyond their metro area by hiring remotely,” he said.

Top Remote Jobs

The 14 most common remote-work occupations analyzed by CareerCloud are relatively uncommon among all U.S. jobs, according to BLS data. Adjusting for population, the most common U.S. job is retail salesperson, followed by fast-food worker and cashier—which illustrates what may be holding back the growth of remote jobs nationwide.

The more common remote-friendly occupations studied however, such as software developer, statistician and information security analyst, are projected to become more numerous over the next several years.

The career fields that generally post the most remote jobs, according to FlexJobs, are in computer and information technology, health care, project management, marketing and sales, accounting and finance, and customer service.

The 50 companies that have posted the most remote jobs so far in 2021 are an interesting mix of industries and company sizes, according to Weiler Reynolds. “From well-established, well-known companies like American Express and Vistaprint, to interesting tech companies like HubSpot and health care companies like Tava Health, a huge variety of companies are turning to remote work to hire large numbers of people.

“As we look at the foreseeable job market, it’s clear that the landscape of remote work will be permanently changed as a result of COVID-19,” she said. “Instead of ad hoc use, we’ve seen the full deployment of remote work across many organizations. The expected growth rate of full-time remote work over the next five years has doubled.”

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These C-suite jobs pay over $100,000—and they’re remote – CNBC

As much of the country continues to physically reopen, many companies are showing their commitment to continued flexible work by extending their work-from-home arrangements and even hiring new team members remotely.

An analysis from the jobs site Indeed found that postings are now twice as likely to mention the ability to work remotely than before the pandemic, and the numbers are rising even as some workers return to the office.

Then, there are sites that cater specifically to flexible work that have seen an outsized spike in activity in the last year. FlexJobs, a career resource that helps people find remote roles, saw a 50% jump in people visiting the site and 19% uptick in employers posting job openings sine early 2020, says FlexJobs career development manager and coach Brie Reynolds.

While some may expect the bulk of remote roles to be entry-level, temporary or freelance roles, Reynolds tells CNBC Make It that many employers are embracing flexible workers at the very top by hiring more remote workers into the C-suite.

Where companies are hiring remote C-level leaders

Some of the most common C-level job postings include leaders in charge of an organization’s finances, operations, growth, marketing, and technology and security. The fields seeing a spike in C-level hiring include health care, technology, online media and education, philanthropy and nonprofits, Reynolds adds.

Here are some of the most common chief officer roles employers are hiring for on FlexJobs right now, and how much they pay, according to PayScale and Comparably data.

Chief Financial Officer: about $136,000 per year

Chief Growth Officer: about $200,000 per year

Chief Marketing Officer: about $175,000 per year

Chief Medical Officer: about $300,000 per year

Chief Operating Officer: about $144,000 per year

Chief Technology Officer: about $163,00 per year

Chief Legal Officer, or General Counsel: about $166,000 per year

Beyond the C-suite, FlexJobs postings indicate many other organizations are looking for flexible workers to fill director-level roles in human resources, communications, content strategy and sales; at the vice president level, companies are on a hiring spree for VPs of business development, engineering, operations and project management.

How to land a remote C-level job

Chief officer roles tend to call for 10 to 15 years of leadership experience. But for any type of management role in a remote capacity, whether you’re a first-time manager or seasoned executive, Reynolds says employers are looking to make sure you already have a history of leading a team from afar. Throughout your resume, cover letter and interviews, you’ll want to demonstrate how you’ve managed people as well as processes in a remote capacity — or what problems you had to work through in order to lead while physically apart.

Start with your experience of managing through a pandemic, Reynolds says: “Focus on the processes and results of leading your team through uncertain circumstances. That’s going to be a key experience for anyone going forward.”

On any written application materials, make sure to note the nature of your flexible-work arrangement, like if your job was fully or partially remote, Reynolds says. If partial, she recommends putting a number to it, such as 20% if you worked remotely once a week, or 25% if it was one week out of the month.

If you’ve never officially worked in a remote capacity, consider if you’ve ever worked with other team members or clients who weren’t in the same physical location as you. Chances are good that you worked across email, phone conferences, video meetings and other collaboration tools in order to manage a project or launch a program with team members you don’t share an office with.

“These are all good things to play up” in an application for a remote job, Reynolds says. “Communication, collaboration and bringing people together when they’re physically apart are all big parts of leadership.”

Finally, if you’ve done any learning remotely during the pandemic or otherwise, for example if you got certified through online training, or you completed part of your degree online, mention that as part of your remote-work experience, too.

Check out:

The small resume tweak that will get the attention of hiring managers, according to a career coach

3 ways to make the most of your virtual network while in-person events are still on hold

The best career advice White House press secretary Jen Psaki ever got

Don’t miss: Use this calculator to see exactly how much your third coronavirus stimulus check could be worth

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Study: Washington Among Best States for Remote Job Seekers – 425business.com

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Looking for remote work? You’re in luck because, according to a recent study by CareerCloud, Washington ranks fourth among the best states for remote job seekers.

The “Best and Worst States for Remote Job Seekers” study additionally found that Washington has the third-highest levels of remote jobs currently with 65.38 per 1,000, and is expecting a 25.8 percent increase in remote jobs by 2028 — the fourth-highest growth rate in the country. Software developer is the most common type of remote job currently in the state.

Nationally, remote jobs are expected to grow 16 percent by 2028, compared with only a 4 percent growth rate for all U.S. jobs.

To conduct the study, the career content company analyzed the most recent data from the Bureau of Labor Statistics and Census Bureau on current levels of remote jobs, projected growth rates in these jobs through 2028, and broadband access in each state.

Click here to view the complete study and methodology.

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10 Remote Jobs That Don’t Require a Bachelor’s Degree – Clark.com

People without college diplomas can find it challenging to find jobs they want, but when it comes to remote opportunities, many of the jobs don’t require a degree.

Flexible jobs site FlexJobs recently released a list of work-from-home jobs that don’t require a bachelor’s degree.

Instead of a degree from a college or university, the following remote jobs may require:

A high school diploma

A certain level of experience

Let’s look at some jobs you can do from home that don’t require a degree. Click on each link to see to an employment opportunity that may work for you.

10 Remote Jobs That Don’t Require a Bachelor’s Degree

Accounts Receivable Specialist

Administrative Assistant

Broker Advocate

Contact Center Supervisor

Customer Service Representative

Developer

Executive Compensation Specialist

Health Insurance Agent

Hospital Claims Analyst

Inventory Revenue Manager

See the complete list of jobs that don’t require a bachelor’s degree at FlexJobs.

FlexJobs is a job search website that focuses on identifying legitimate job postings, but it’s not free. The service charges $14.95/month because a real person reviews every single job posting to help you avoid bogus listings and scams. If you are interested in any of the jobs on this list, try visiting the specific company’s job site directly or read this article from Team Clark before you sign up for FlexJobs.

Money expert Clark Howard says you can find the job for you.

“If you are suffering from underemployment or unemployment, I want you to read our Work at Home Guide.”

“Sadly, work at home has always been an area with a lot of phony baloneys, so that’s why we spend so much time vetting the work-at-home opportunities that we do list on our guide.”

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Does your resume look similar to the one on the left? Follow Team Clark’s step-by-step guide to resume success in 2021 and Beyond!

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More Job Search Resources From Clark.com:

How To Ace an Online Video Interview

25 Best LinkedIn Profile Tips and Tricks

5 Ways To Spot Fake Work-From-Home Jobs

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Dan Rhoton: ‘What if Camden is a place you can source remote workers from?’ – Generocity

Hopeworks wants to find out what can happen to a community when Black and brown youth are provided ongoing space to work after they complete their tech training.

Last Thursday, the Camden tech education nonprofit announced the opening of the Burton R. Cohen Technology Center. Located next to the Hopeworks offices, the center was designed to provide Hopeworks trainees and alumni with the space to work remotely or possibly grow businesses. A contribution from The Burton and Mindy Cohen Foundation supported the development and construction of the new space, in addition to support from David and Jane Hummel. Cory Communications, Ancero and TG Communications provided technical support.

Hopeworks Executive Director Dan Rhoton cited the need for participants to have a place to work during the pandemic as a principal reason for the coworking space opening now, especially as the number of remote jobs has increased during the pandemic. The org. trains and pays, youth ages 17 through 26 to do basic coding and design work with the ultimate goal of placing them in full-time, high-wage jobs. (Check out Technical.ly’s How I Got Here interview with Hopeworks alum Caloua Lowe-Gonzalez, who now works as a marketing associate for Northern Liberties’ Seer Interactive.)

As more local and national companies establish themselves in Camden, Rhoton is hopeful that the coworking space can boost professional growth in the young people that Hopeworks trains, which can then overflow into the communities in which they live. He believes that if Camden youth can attain remote jobs in tech, those professionals will reinvest in themselves and their communities.

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“One of the key differences about how Hopeworks approaches the work we do, our goal is not to get Black and brown young people interesting in coding,” he said. “Our actual goal is ending poverty. That changes who we work with.”

Dan Rhoton. (LinkedIn photo)

Providing tech skills is only one part of the puzzle, Rhoton said. Hopeworks trainees often are the first Black or brown young people to have professional jobs in their families, and that can prove to be an isolating experience that is marred by setbacks like imposter syndrome.

With a coworking space, Hopeworks trainees and alumni can build relationships with other technologists working alongside them, and attend networking events and workshops that will allow them to upskill and get promotions.

“All those supports are critical for young people that are [more than] just learning and getting in tech for the first time,” he said.

In an ambitious prediction, Rhoton believes that the future of remote work beyond the pandemic could exist in locations such as the Cohen Technology Center. He pointed out that in addition to having relatively low-cost housing, Camden is just minutes from Philadelphia and about an hour and a half from New York.

“We’re trying to prove that post-COVID, remote work could prove that tech wealth generation could happen everywhere,” he said. “What if Camden is a place you can source remote workers from?”

It remains to be seen whether or not coworking spaces in under-resourced communities can revitalize communities like Camden nationwide, but the establishment of the Cohen Technology Center will be a case study in how community revitalization can possibly start with workforce development.

-30-

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IT Jobs Grew by 50,000 in March as Companies Invested in Cloud, Remote Work – The Wall Street Journal

Demand for information-technology workers remained strong in March, as companies continued to expand stopgap digital measures deployed during the coronavirus pandemic into permanent workplace features.

U.S. employers added 50,000 new enterprise-technology workers last month, marking the fourth month of consecutive gains in the field, according to federal jobs data analyzed by IT trade group CompTIA. The gains came as companies continued to invest in technology such as cloud-based business processes, which can support remote work, CompTIA said.

IT employment gains in March were led by software and application developers, IT support specialists and systems engineers and architects, and the unemployment rate for tech workers dropped to 1.9%, its lowest level since August 2019, CompTIA said.

Encouraged by the pace of Covid-19 vaccinations, U.S. companies in March posted their biggest jobs gain since August, the Labor Department said Friday. Overall, the economy added 916,000 jobs and the unemployment rate fell to 6%.

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“There’s no doubt that the pandemic highlighted the importance of having a strong, agile team that can shift in moments of uncertainty,” said Corrado Azzarita, global chief information officer at Kraft Heinz Co.

Mr. Azzarita said the company has hired steadily throughout the crisis, adding new workers or retraining employees to fill skill gaps. “Our talent development strategy for the year ahead is to continue growing our capabilities, developing new skills and diversifying our global team,” Mr. Azzarita added.

Over the past year, IT jobs have proven more resilient than jobs in the broader labor market, in large part because companies sought skilled workers to oversee urgent digital efforts needed to support remote workers and keep operations running amid Covid-19 restrictions, said Matthew Charlet, a research vice president at IT research and consulting firm Gartner Inc.

“Chief information officers were amazed at how many processes were half digital and half paper,” Mr. Charlet said about the state of digital technology at companies in the early months of the crisis. “It’s the pandemic that exposed this.”

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The momentum sparked by initial efforts to upgrade corporate tech capabilities, including an accelerated shift to cloud-based systems from in-house servers, is now spilling into 2021. “The top areas of hiring still include remote work, but also business workflow automation and analytics platforms,” among other emerging technologies, Mr. Charlet said.

In a recent Gartner survey of 184 CIOs at global companies in a range of industries, 55% said they plan to increase the total number of full-time IT workers over the course of the year.

Most employers will look for staff to support automation, cloud platforms and remote-work projects, while shedding or retraining workers in areas such as data centers, systems administration and applications maintenance, Gartner said.

CompTIA estimates that U.S. employers posted 30,000 new IT job listings in March, raising the running total to more than 300,000 vacant positions. About 30% are for experienced emerging-technology workers, CompTIA said.

The tight labor market for IT talent is prompting many employers to cast a wider net for workers in high demand. At Nasdaq Inc., Brad Peterson, executive vice president and chief technology and information officer, said the exchange operator’s tech recruiting remained steady over the past year, spanning the U.S., Canada, the U.K., Sweden, Lithuania, Singapore, India and Australia among other countries.

Kraft Heinz plans to take a similar global approach to talent acquisition. “We’re already evaluating how to capture the right talent around the world regardless of the applicant’s location,” Mr. Azzarita said.

Write to Angus Loten at [email protected]

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Student impressions of virtual internships, remote first jobs – Inside Higher Ed

Claire Jeantheau, like many college students, was finishing up her junior year with a semester abroad while awaiting word on summer internships. When COVID-19 hit, she was sent back home from Denmark and into quarantine.

“Dozens of organizations I’d applied to work with canceled their summer programs,” says Jeantheau, who is majoring in classics and education at Dickinson College in Pennsylvania and hopes to land a marketing and communications job after graduating this year. She came across a posting for a virtual internship at the Children’s Defense Fund in Washington, D.C., and recalled a positive experience an alum had shared about the organization. After two phone interviews and a look at her digital portfolio, CDF hired her for a June-to-August 2020 work experience — not in D.C. but from her home in central Virginia.

“The money I saved by working from home was a huge advantage,” she says. “I also enjoyed having the freedom to manage my work between the fixed parts of my schedule. I had several creative projects, and it was nice to adjust my hours as needed based on which stage of the process I was in.”

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Once considered rare, virtual internships and first jobs out of college are a lot easier to imagine in the age of COVID-19, when remote everything has become the norm.

In a new Student Voice survey of 2,000 college students — conducted by Inside Higher Ed and College Pulse and presented by Kaplan — 38 percent are at least somewhat interested in a fully remote internship during college, with 18 percent extremely interested. And 34 percent would be at least somewhat interested in a fully remote first job after graduation (15 percent extremely interested).

The survey, fielded March 2 through March 9 and representing mainly traditional-age students, found that women are more likely than men to be somewhat or extremely interested in a virtual internship (43 versus 34 percent), as are students at public colleges compared to private colleges (42 versus 31 percent). In addition, people of color have a lot more interest than their white peers do (60 percent of Asian students, 47 percent of Black students and 45 percent of Latinx students, versus 33 percent of white students). People of color and public college students are also more likely to have interest in a fully remote first job.

Lakeisha Mathews, a certified career coach and director of the Career & Internship Center at the University of Baltimore (where the average student age is 28), surmises this about the public college student interest in such opportunities: “In public education you see a lot of students who switch from college to college; they’re a little more savvy in getting resources. Public institution persons are also more likely to be low income, more likely to be first generation. What they’re looking for is personal advancement. They bring grit with them.”

Mathews, whose office has been offering its services virtually for the past year, has noticed a strong preference among students for in-person experiences. But the provost is only allowing virtual experiences right now, and students have gotten on board. Apprehension ruled in the fall, but this semester she’s seen a changed attitude as students embrace virtual as the new normal.

Here’s how participation in supervised virtual internship experiences through the University of Virginia Internship Placement Program (IPP), which reflect not just student willingness but also employer buy-in, has grown since the pandemic started:

In summer 2020, the program had 60 remote interns.

In fall 2020, that number increased to 83.

In spring 2021, the number reached 148.

Rebecca H. Coulter, associate director of the program at the UVA Career Center, says that “a network of support is vital for students in a virtual internship.” That’s why IPP students complete a discussion-based internship reflection course during their experience. “This course, which meets synchronously on a weekly basis, gives students the opportunity to discuss their internship experiences with a faculty mentor and peers,” Coulter says. “Being virtual can be isolating, but having a network to bounce ideas off of and seek support can make the experience more meaningful and fulfilling.”

Support is needed in part because perceived benefits can become challenges. An example is the flexibility of internship hours. “It can backfire if students have trouble with time management,” Coulter says.

Read on for more perspective on virtual work experiences from career center leaders (interviewed by phone) and students (interviewed via email), as well as ideas for making workplace distance learning work.

Virtual Ups and Downs

The money Jeantheau saved working from home rather than at the Children’s Defense Fund headquarters is a benefit many remote interns experience. “Although CDF offers a stipend, the costs of housing, transportation and food for a summer in D.C. would still be high,” she says.

In fact, her Dickinson peer Brendan Wilmot, who is currently completing a virtual internship for a D.C.-based industry trade association, refers to these experiences as a “great equalizer” for students at colleges located far from major metropolitan areas. “Doors are opened for students completing virtual internships, in that they can engage in opportunities with organizations anywhere,” he says. Besides not needing to spend his internship earnings on expenses, he appreciates the chance to have an internship in a distant city during the academic year (although that city is the one he hopes to work in or near after graduation next year).

Wilmot, who also had a remote internship in the fall, has felt valued in being included on large calls with clients. “Zoom meetings do not have finite attendee counts, unlike conference rooms, and do not require expensive travel,” he notes.

A standout moment in Sydney Towle’s recently completed remote internship with the New Hampshire Supreme Court also involves Zoom. The Dartmouth College junior, who is pursuing a double major in government and environmental studies, was the guest of honor during the goodbye Zoom call. “The justice and her law clerks told me how impressed they were with my contributions and work, especially in a virtual environment,” Towle says. “It was really nice to hear that I was surpassing their expectations, especially given how difficult it can be to assess yourself when you’re not in person and have people around to tell you that.”

The flexibility of not having set work hours or even hard deadlines was appreciated by Towle, who says she has social anxiety. “Being able to be alone and be in my chosen environment is a nice mental break.”

Brendan Wilmot, who is currently completing a virtual internship for a D.C.-based industry trade association, refers to these experiences as a “great equalizer” for students at colleges located far from major metropolitan areas. “Doors are opened for students completing virtual internships, in that they can engage in opportunities with organizations anywhere,” he says.

Screen time can affect students in virtual internships, however.

“I was spending a lot of time glued to Zoom for hours straight,” says Jeantheau. Besides meetings with colleagues, she had intern workshops and networking events. “I had to learn over the course of the internship how to say no to optional things that wouldn’t necessarily benefit my work for the week,” she adds.

Towle, meanwhile, found it more difficult to form professional relationships “when you only Zoom with people once per week.”

David Lapinski, director of employer relations and experiential learning at the University of Virginia Career Center, has seen high demand for students to complete virtual internships in technical disciplines with backgrounds in STEM, as well as areas such as artificial intelligence and data science.

The one-year undergraduate research internship being completed by Alexandra Arabio, a forensic science and biology major at Cedar Crest College, in Pennsylvania, is one example of a virtual STEM experience. She’s working for the Center for Statistics and Applications in Forensic Evidence in a role that was originally scheduled to end in August 2020 but has been continually extended.

She finds feedback from faculty and staff at Iowa State University, the center’s main host institution, to be motivating, especially during a time she felt “in a rut with progression.” Outside of regularly scheduled meet times, she worked with another intern “to gather thoughts and progress again,” she says.

Opportunities to collaborate with people from different locations in her internship has led Arabio to believe she would pursue a remote first job after graduation. And Jeantheau, who has done remote work for Dickinson offices, says taking on a virtual first job would feel natural to her.

Support Systems and Actions

At UVA, Lapinski’s team has found that project-based and team-based virtual internships that engage mentors work best for students. “The combination of these three elements keep the students engaged, promote accountability with teammates and provide students with a clear project-based deliverable,” he says.

But the ball isn’t only in the employer’s court, and many career centers are beginning to show students who are pursuing virtual internships some love.

The Career Center at California State University, Fullerton, for example, has modified its workshop on succeeding in an internship to apply to virtual experiences. “You still need to be there on time, follow all the guidelines and dress appropriately if meeting by Zoom,” says Jennifer Mojarro, director of the center. The workshop also provides guidance and encouragement around networking remotely.

Support need not come only from career center offices. At Cedar Crest, for example, Arabio also credits the student success office for “giving me different time management resources to make sure that I kept myself on track and didn’t overschedule my time.”

Jeantheau identifies three skills that helped her most while working remotely: perseverance, adaptability and openness to digital technology. “Advisers helping students as they apply should show them how to identify those qualities,” she says.

She also suggests colleges organize events where former virtual interns can share their experiences. “Our education honor society just had an internship panel with a focus on virtual work, and it generated a lot of good conversations,” she says.

“Some jobs are never going back. In a year, we’ll see which industries are hybrid and which remain virtual. Working virtually is very different from working in person, and it needs to be navigated differently.” — Lakeisha Mathews, director, Career & Internship Center, University of Baltimore

Students searching for virtual work experiences may also benefit from guidance on uncovering opportunities. “Students need to be encouraged to look at opportunities in every region of the country, considering location is no longer a constraint,” says Wilmot. “Students should look coast to coast.”

Towle, who got her internship because a Dartmouth alumna had posted the position, suggests direct alumni outreach about interest in hosting virtual interns.

Guidance for remote first jobs could include what questions to ask when in-person observation opportunities are missing, says Mojarro. “What’s the culture like? The culture is going to matter even in a virtual sense. If you really like that team/collaborative culture, if it’s not happening, it could be really hard.” Research should involve what the position would look like, as well as the supervision and training, she adds. An applicant might ask, what are some of the things I should know about when it comes to training in a virtual environment?

Career center administrators are keeping an eye on which industries are embracing virtual work environments. “Some jobs are never going back,” says Mathews, pointing to new remote work policies at major tech companies. “We need to start looking at this. This round of graduates will be the graduates from here on out. In a year, we’ll see which industries are hybrid and which remain virtual. Working virtually is very different from working in person, and it needs to be navigated differently.”

With so many academic and personal life areas to navigate during COVID, many students have not made time to focus on their careers. The Student Voice survey found that only about 10 percent of respondents spent time using career center services and focusing on career development in the past year.

But Mojarro’s office has seen participation soar, particularly as live workshops went virtual. Her team also converted the comprehensive I Am First program for first-generation students from an in-person experience to a virtual one. “The way we prepare students is going to be different now,” she says, “and I think it’s a good difference.”

Explore the full results of the Student Voice survey on COVID-Era College.

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Remote work is overrated. America’s supercities are coming back. – Vox.com

Much ink has been spilled on how Covid-19 will impact the urban geography of the United States. Early in the pandemic, some were even forecasting the death of the nation’s superstar cities as some urban dwellers fled for the suburbs.

As the year went on, demand for suburban homes fueled questions about whether these moves would be permanent. A June National Bureau of Economic Research paper by researchers from the University of Chicago estimated that 37 percent of jobs can be performed entirely remotely. It emphasized that jobs that can be remote tend to pay more than those that cannot, highlighting yet another disparity in how Covid-19 has affected the labor market.

But there’s a number of reasons so many humans and firms clustered into cities to begin with. Understanding why that is, and the pre-Covid-19 geography of employment, undercuts the likelihood that a significant amount of the American workforce will work remote in the long run.

To understand the economics behind why people cluster in these high-cost-of-living regions and how the pandemic could change that, I turned to Enrico Moretti.

Moretti is an economist and preeminent researcher in the fields of labor and urban economics at the University of California Berkeley. His 2013 book The New Geography of Jobs details the forces shaping where people live, where people work, and how those outcomes are inextricably linked.

In this interview, Moretti explains why high-productivity workers cluster in a handful of cities and why the strength of those forces means it’s unlikely that very many of us will be working fully remotely in the long run. We also discuss why such a small slice of the American labor force can determine so much about which cities dominate.

“I think everything that we know from the economic geography before Covid tells us that these forces of agglomeration are quite powerful. And there’s no reason to think that the same tendency to cluster will be all that different in a post-Covid world,” says Moretti.

The following transcript has been edited for length and clarity.

Jerusalem Demsas

Something that a lot of urban economists discuss is this concept of agglomeration economies. Can you explain what that is and why it’s so important to the US economy?

Enrico Moretti

Agglomeration economies is one of the most important concepts to understand the geography of employment in the US and the geography of wealth in the US.

Agglomeration economies exist in all sectors, but they’re pretty pronounced in the newer industries, in the innovative industries. It’s the tendency of employers and workers to cluster geographically in a handful of locations. So it is the tendency, for example, of an industry like biotech to cluster geographically in three or four key cities. It’s the same whether you’re talking about social media or pharmaceutical or finance.

I have a new paper where I’m looking at high-tech clusters and I find a staggering amount of clustering when you look at a very narrow level of specialization. So, for example, if you look at all the inventors in computer science, the top 10 metro areas in the US account for 70 percent of all inventors in computer science.

Jerusalem Demsas

Wow.

Enrico Moretti

And that number is even larger if you look [at people who work with] semiconductors — 79 percent. If you look at biology and chemistry, that number is more like 56 percent; it’s still incredibly high. So what this is telling us is that there’s a deep-seated tendency of some sectors to cluster geographically. In some of my work and in some other people’s work, it’s emerged that the main reason is productivity.

I think this is one of the key defining features of the economic geography of the US of the past 20, 30 years — in fact, of the economic geography of most industrialized countries — because they all exhibit characteristics of agglomeration.

Jerusalem Demsas

And can you explain a little bit more about the mechanism by which agglomeration economies form? Is it that a large company, let’s say making semiconductors, forms and then someone who works for that company goes off and makes a startup that does the same thing and he’s already living in the same city?

Or is that all of these companies are consciously moving to be near one another? Or some other mechanism?

Enrico Moretti

Historically, the [first] pattern you described is the correct one. That’s what we’ve seen, for example, in Seattle, which is Microsoft. It is the same for Austin; in Austin there’s a different cluster with some people linked to Michael Dell. It’s the same for the research triangle, you know, Raleigh-Durham.

Now, you’re asking why, why do we see that there is this increased concentration? What attracts people and companies to that cluster? Yes, the channel that you describe is certainly one important one, whereby the alumni of a certain company leave that company and then open their own startup. There are studies that point to how many startups are in Seattle created by Microsoft alumni. But I think there are even deeper reasons; it’s not just that people are leaving the company and sticking around and opening another company.

One microeconomic reason is the matching between labor demand and labor supply, between workers and firms, especially when we’re thinking about very specialized firms and very specialized workers. In larger labor markets, in labor markets which are thicker, where there are many companies for employees and many employees looking for companies — there’s a growing body of evidence that points out that there’s better matching between an employee and a company.

So just to give you an example: If you are a biotech engineer who specializes in a certain branch of biotech and you move to Silicon Valley, where at any moment in time there’s a thousand biotech firms looking for biotech engineers, you might be able to find biotech firms that really value your branch of biotech. That same person moves to Chicago, when at that moment in time there’s a handful of firms looking for employees in biotech; well, you might have to settle for a less good match, a biotech firm that is not really looking for your area of specialization. Notice that it really favors both the firm and the worker. Firms move to the Bay Area and they’re really looking for somebody that is specialized in a certain branch of biotech; and vice versa, it’s much harder for them in Chicago.

And also notice this advantage is not there for unskilled or non-specialized labor. If you are a janitor or a secretary or a welder, the advantages of agglomeration don’t really mean much for you — but if you are a specialized scientist or mathematician or engineer or an innovator, that market thickness will provide a better match. So that’s one important channel that has been documented to improve the productivity both of the firm and the work.

Jerusalem Demsas

When people talk about high wages in cities, people often think of, you know, tech workers or other people who are working in high-wage industries — can you talk a little bit about the benefits that have been conferred to people not in high-wage industries, but that are still living in these metro regions?

Enrico Moretti

Sure, the vast majority of the US labor force in any city does not work in tech or innovation-intensive industries. Even the San Francisco Bay area, which is arguably the one that has the highest concentration of tech jobs, even here that accounts for a minority of jobs. Typically, in the average US city, about two-thirds of the workers are employed in local services. Whether you’re an Uber driver or a doctor, whether you’re a lawyer or a construction worker, what these jobs have in common is that they reflect local demand.

So they sell a service within the confines of that metro area. And so what you see historically is that when jobs in the innovation sector grow, you see a strong growth in the much broader group of jobs that are in the local service sector, a very large multiplier effect. Because those innovation sector salaries get spent on the local economy and therefore generate jobs for this much broader, much larger, and also much more diverse set of workers.

Jerusalem Demsas

Covid-19 changed a lot about how and where people work. Industries that thought they could not work from home are working from home. Is it your belief that it’s possible to get the benefits from agglomeration economies, in some industries at least, remotely?

Enrico Moretti

Personally, I don’t think so. I don’t think the economic geography of the US will be profoundly different in the long run, and I think the reason is that I don’t think that we can access those particular advantages that come from agglomeration remotely. When we talk about the long run — I don’t mean, like, next fall; I think about the next few years — I think that once we feel safe, once enough time has passed to give firms and employees time to readjust to the new normal, I do believe that the new normal will look a lot like the old normal.

Right now, if you look at San Francisco, for example, 89 percent of office workers are working remotely. So right now people are claiming that going forward, what you define as “superstar cities,” or high-cost cities, are doomed. I’m skeptical of that, I think everything that we know from the economic geography before Covid tells us that these forces of agglomeration are quite powerful.

So I don’t mean that nothing will be changed. I think that the share of work from home will be higher.

Jerusalem Demsas

How much higher do you think?

Enrico Moretti

Well I think we can probably agree that it will be higher than before Covid and will be lower than the 89 percent [that we’re seeing in San Francisco]. I think it’s going to be closer to the former — most likely, for the typical employer it’s going to take the form of one work-from-home day a week, or at most two days of work from home a week. And if that’s the case, then what that means is that the economic geography of employment after Covid will look a lot like before Covid.

If you have to show up at the office three or four days a week, you still need to live in the metro area where your office is. The link between place of work and place of residence will be restored and people will flock back to places like the Bay Area or Seattle or New York or Boston for the same reason that they were flocking to these places before Covid.

Jerusalem Demsas

But since the geography of American cities, as you’ve described, is dependent on a very small slice of individuals — these high-wage workers who are driving demand in a lot of these cities — isn’t what’s most relevant how these individuals will be able to behave?

Before Covid, it didn’t seem possible for me to bargain down my wages and up my ability to work full-time remote, because it was such a cultural taboo. But now that’s no longer the case, so some workers are able to bargain. Is that something that could affect the economic geography of the country even if only a small slice of workers are able to take advantage of it?

Enrico Moretti

My impression is that there’s going to be cases like the one that you described but the main question is that they’re not going to be the modal cases; they’re not going to be the majority of cases, for two reasons.

First of all, for the innovation sector broadly defined, I think they’re going to see quantifiable losses in productivity as measured by quantifiable losses in the amount of innovation these types of workers will be able to create. A lot of the existing research points to the fact that by clustering geographically, these inventors, before Covid, were significantly more productive in quantifiable ways. I have a paper where I quantify the number of patents that an inventor could gain by moving to a tech cluster and the quality of those patents as measured by patent citations. So we’re talking about quantifiable causal effect on productivity and creativity; the moment you start losing that creativity and productivity, that’s when both the employer and employee have something to lose from this decentralized application.

I think the notion of less productivity, less creativity, less innovation, and lower wages is not going to be so appealing for most of them.

Jerusalem Demsas

And when you say “for most,” you don’t just mean “most of the whole labor force,” but also most of the highest-wage workers?

Enrico Moretti

Correct. That said, I agree with you that some occupations can be probably managed in the long run remotely without huge losses in productivity. Probably that depends, from industry to industry and employer to employer. But I would also point out the second reason for why we saw such a growth in the concentration of high-skilled professionals in the decades before Covid.

So we’ve been talking a lot about labor demand — people moving to superstar cities to get these good jobs. There’s another facet, which is labor supply. A lot of young people actually want to live in these places — a lot of young people were attracted by the urban amenities. Right now it’s not too surprising that places like San Francisco and New York are deserted by a lot of these same people, because right now a lot of these urban amenities are shut down.

Assuming that we can go back to feel safe around each other and the vaccines can manage our safety effectively, I think it’s fair to assume that urban amenities will come back pretty much at the same level that existed before, so [the] labor supply of well-educated workers will keep flowing to these places.

Jerusalem Demsas

And you mentioned that if there is widespread work from home in these sectors, that it would take the form of a day or two off a week. If that happens, that could significantly reduce commuting time for some people, which may end up pushing people out into the suburbs or the exurbs. Is that what you think will happen, or it’s not enough of a change in commuting time to justify significant moves in that area?

Enrico Moretti

I think it’s a good question. I think if we’re thinking about the health of superstar cities, in particular in the urban core, I think there are two countervailing factors. One is the one that you just said, that it makes it easier for people to live farther away, and on the other hand, if the average worker works from home one day a week, that means 20 percent fewer workers on the freeway or on the subways and less congestion in the city streets. So that means increased attractiveness of the urban core.

So I think that both forces will be at play — one pushing people out and one making the core more attractive in the long run — and I think it’s really way too early. It’s going to take us years to see which one of these two forces prevail. So we will see, maybe in five years, what the data will tell us.

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[onlinejobsracket]

The Top 30 Entry-Level, Fully Remote Positions Hiring Now – Forbes

Get your foot in the door—figuratively, of course—with one of these great opportunities.

Remote work

getty

No previous experience required and 100% remote—is it too much to ask in your next job? Not according to a new entry-level remote career list by Remote.co, sister site to FlexJobs.com.

For younger workers just entering the world of work—or more experienced workers ready for a fresh start in a different industry—this roundup of accessible remote positions is a great place to start the search. Each position on this alphabetical list has been vetted to meet the following criteria:

Fully remote (aka work-from-home jobs)

Entry-level career level (0–2 years of experience required)

Active as of March 25, 2021

As the job market perks up, many companies are migrating toward to permanently remote or hybrid workplaces—giving less-experienced jobseekers the chance to live their work-from-home career dreams. 

The top 30 list

In the past, most entry-level remote positions have been limited to customer service, sales and technical support jobs. But the pandemic has changed all of that. Today there are opportunities across a broad swathe of career fields, with Remote.co’s list encompassing a range of job categories.

MORE FOR YOU

As of March 25, here are the top 30 entry-level, remote positions on Remote.co:

Account Manager – Openly

Administrative Assistant – CodeWizardsHQ

Associate, Operations – Energi Cryptocurrency

Client Access Assistant – Q-Centrix

Client Services Associate – Immigration Paralegal – Bridge US

Coders, Edits, Pro Fee – Exela Technologies

Data Entry Clerk – Planet Pharma

Executive Assistant – Chef Koochooloo

Experience Coordinator USA – AmazingCo

Graphic Designer – Squire Technologies

Graphic Designer – Veracity Media

High School Math Skills Video Instructor – Study.com

Inbound SDR Team Lead – Simple Texting

Inside Sales Representative – VRI – Valued Relationships, Inc.

Intake Specialist – Bridge Legal

Lifecycle Marketing and Operations Associate – Narrative Science

Marketing Analyst, Customer Analytics – L.L.Bean

Media App Search Analyst (USA & Mac Requirement) – Lionbridge

Medical and Dental Billing Specialist – OCHIN

Music Lyrics Transcriber – Welocalize

Operations Analyst – NWEA – Northwest Evaluation Association 

Project Coordinator – adQuadrant

Proposal Writer – Systems & Methods, Inc.- SMI

Sales and Events Coordinator – AmazingCo

SEO Content Editor – ForwardPMX

Success Coach – University System of Maryland – USM

Support and Operations Specialist – Lingo Live

Survey Success Specialist – Community Data Platforms

Talent Acquisition Sourcer – Sumo Logic

Video Game Strategy Guide Writer – TheGamer

How to put your best foot forward—remotely

Competition for remote positions is fierce, especially for roles that don’t require much previous work experience. To help you put your best foot forward in the remote space, Remote.co’s Career Coach Brie Reynolds shares four questions to answer proactively in the application and interview process.

1. Why am I a competent remote worker?

“If you’re applying for a remote job, your resume should tell employers that you’ve got what it takes to not only do their job, but do it remotely,” says Reynolds. In other words, it’s crucial to highlight the skills you possess that are specific to remote work.

“Written and verbal communication, independent worker, organized and productive, great time and task manager, and having a growth mindset are all valuable traits in a remote worker,” says Reynolds.

2. What previous remote-work experience do I have?

“If you’ve worked at a distance from your coworkers, across time zones or physical distances, that counts,” says Reynolds. “If you’ve worked from home occasionally or regularly, if you earned a degree or certification online, or if you volunteered on a project where you did most of the work from your home office, all of that counts.”

Even if it wasn’t fully remote, any kind of work from home is an opportunity to highlight. “Remote work skills and experience can come in many forms and they should be mentioned on your resume if you want to land a remote job,” Reynolds advises.

3. Is my resume tailored to this particular career opportunity?

When applying for a position, customize your resume to align with the job description. “Use a professional summary and list of skills at the top of the resume that can be edited and updated to include keywords and key phrases from the job description,” says Reynolds. This doesn’t mean copying it word for word, but presenting yourself as a great match based on what the employer is looking for.

To do this effectively, Reynolds says you don’t have to rewrite your entire resume. “You should absolutely spend time making sure your document is keyword-rich in at least those top two sections—summary and key skills—using the same language from the job description.”

4. Why do I want to work remotely?

Although it seems like remote work is the only choice for companies right now, employers are hiring remote workers for the long term and want to know you’re in it for more than just the benefits of remote work. During the interview, focus on how being able to work remotely enhances your contribution to the company—not just how it makes your life easier. “Prepare to talk about how you’re more productive and effective when you work from home because you’re better able to focus, or you’re not worrying about catching a train home at the end of the day, or because you can design a home office space that energizes and focuses you on your work,” says Reynolds.

What not to talk about? “Don’t discuss the personal benefits, because employers already assume these—things like getting more time back in your day and having better work-life balance,” says Reynolds.

“Throughout the entire process, make it as much about the company as possible.” This is a good stance to take not just for remote jobs, but for every position you apply for—remote, hybrid or in the office.

Thinking through these questions ahead of time will help you answer confidently when they come up in the interview. Better yet, you’ll be equipped to embed your answers proactively in your resume and cover letter—demonstrating your fitness for the new remote workplace.

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[onlinejobsracket]

IT career: 5 salary negotiation tips for remote jobs – The Enterprisers Project

Salary can be a tricky topic in any context. When do I bring it up in the recruiting and hiring process? What’s my “market value?” What do I do if a recruiter asks me to share my current or recent salary at a different firm? How do I ask my current employer for a raise?

Now, add a new one to the list: How do I negotiate an IT salary for a fully (or mostly) remote position?

How to negotiate salary for a remote job

Remote work isn’t new, but the numbers of IT pros now working from home or another location outside of the traditional corporation setting have skyrocketed over the last year-plus because of the pandemic. And many employers and managers seem to be signaling that they expect remote or hybrid remote/on-site work to remain commonplace. It’s no longer a paradigm shift; it’s now a norm, at least in industries and jobs where in-person interaction isn’t necessary.

[ What IT certifications will increase your salary now? Read also: 15 highest-paying IT certifications in 2021. ]

Many IT roles lend themselves well to remote operations. And companies that have struggled to hire tech talent in their local area can now more easily recruit on a much wider geographic basis.

5 salary negotiation tips for your next job offer

If you’re even low-key looking around for your next role – and definitely if you’re about to launch an active search focused on remote/WFH positions – it’s worth considering newer variables that may impact salary expectations and negotiations. We asked two internal recruiters and two external recruiters to share their insights on how to approach compensation discussions for remote or hybrid IT jobs. Here’s what they advise.

1. Do your research early and often

Worrying too much about salary too early in a job hunt might seem like counting your chickens before the first egg hatches. But if you’re on the job market today or will be soon, it’s crucial to begin researching company pay structures – and your own value – early in the process. (This might even save you some from receiving a disappointing offer later.) This is worth doing for any operating model, but especially for remote roles.

Companies are revising their compensation strategies for remote jobs for various reasons, including larger talent pools and geographic diversity.

Caitlyn Metteer, recruiting lead at Lever, says that companies are currently reevaluating and revising their compensation strategies for remote/WFH positions for various reasons, including larger talent pools and geographic diversity. While companies aren’t approaching this hiring shift in a uniform manner (more on this below), some of your existing assumptions or data about a particular employer, industry, location, role, or another variable may need to be refreshed.

“When you’re looking to approach salary negotiations, especially in tech, make sure you look at Glassdoor or other public compensation listings to see what your salary range looks like in various markets as a first step, then look at the company you’re applying for and their typical range,” Metteer advises.

If you believe that everything is negotiable, keep in mind that this is true for the hiring manager, too. So think at a detailed level about different variables that may have changed as a result of widespread WFH operations. Also, do your research at a company level – similar to how many recruiters and career coaches advise customizing your resume and other materials for each organization you’re applying to. Salary ranges based on skill sets or titles can still be useful, as can those based on geography.

But as you hone in on your top targets, you’re going to want to dig for info on those particular employers, and specifically their compensation strategies for remote positions.

“Our advice for negotiating salary for a work-from-home position is to always start with your homework,” says Josh Drew, regional VP for Robert Half Technology in Boston. “Research the position and experience level and go into the conversation with that in mind. Negotiating a WFH position can be slightly different.”

Did you formerly have a two-hour round-trip commute to the office? That’s something to consider, for example. (The employer is most likely weighing details like commuting times and costs, too.) Doing this research at an early stage of your search may save you some surprises later and help you weed out potential companies that don’t fit your compensation goals.

[ Want advice on virtual interviews? Read also: How to get a job during COVID-19: 9 smart tips and IT careers: 7 pandemic job-hunting mistakes to avoid.]

2. Can you negotiate a higher salary? Don’t expect consistency, even among companies in the same geography

As you conduct your research, you’re probably going to notice some significant variance in how different employers – even those headquartered in the same area – are approaching compensation for remote hires. This is another critical reason to do employer-specific and role-specific homework.

“Some companies are promising coastal salary ranges for remote positions and some aren’t.”

“Some companies are promising coastal salary ranges for remote positions and some aren’t, so candidates must research the potential employer’s compensation philosophies,” says Paul Wallenberg, director of technology recruiting services at LaSalle Network.

Wallenberg notes that some of these are published on corporate websites or in tech blogs and other industry media. (Some companies are publicly discussing their hiring and compensation philosophies in light of the WFH shift – a Google News search may do the trick here.) Various recruiting firms and other organizations publish salary guides, too, but be sure to check if the data makes a distinction between on-site and remote roles.

Shop talk with professional peers – especially those in other locations and/or other companies – is also an important source of compensation ranges.

“Candidates should evaluate their market position in their current role – talking to peers and colleagues in other geographies – so they can get a more geography-agnostic picture of their worth in the market,” Wallenberg says.

Developing ambitious but realistic salary goals for remote/WFH positions really does depend on a particular organization’s approach. It’s OK to ask about a prospective employer if they’re aligning their WFH compensation structure with a particular geographic area, according to Cliff Milles, lead technical recruiter at Sungard Availability Services.

“If you live in the Washington D.C. or New York City area and the position is tied to the Philadelphia marketplace, you may be disappointed when you discuss salary,” Milles says.

To that point, Milles notes that your location can matter as much as the employer’s. The significant expansion of remote hiring and employment means a San Francisco-based software engineer can’t necessarily assume San Francisco-based compensation if the employer is located elsewhere. Or they could very well get top pay, especially if the employer is looking to attract top talent that once would have been tougher to find locally.

Metteer from Lever says many companies are localizing compensation to ensure they are paying competitively in each market they hire in. Others are offering IT candidates salaries tied to high-cost areas regardless of where the person lives.

“Make sure you’re looking into the company and their offerings before you even apply,” Metteer advises.

The main thing is to make sure that it’s part of the discussion – it’s a new-ish dynamic in salary negotiations.

“[On] one side, it is the company’s responsibility to determine how competitive they want to be in order to attract top talent in a nearby higher cost of living area,” Milles says. “[On] the other side, a candidate can explore when the conversation turns to a compensation target during the interview process. They could ask something like, ‘How is your compensation based? Is it based on my local market, or is it based on another benchmark location?’”

3. Weigh in new forms of non-salary compensation

Compensation comes in forms other than a regular paycheck (though that paycheck is still usually the mainstay). This has always been true in some form: Bonus plans, stock options grants, and so forth. HR pros also usually like to remind employees that health insurance and other benefits should be considered as part of the total compensation picture.

There’s now a new class of non-salary compensation specifically tied to the vast increase in WFH/remote positions over the past year-plus.

“There are so many additions to benefits and perks packages now that companies are working from home for the indefinite future or using a hybrid remote/in-office policy,” Metteer says. “[These] should be factored in when evaluating potential job opportunities.”

Employers that have rolled out wide-scale WFH policies are commonly offering various stipends that correspond with this shift, especially if they plan to continue offering significant numbers of remote positions indefinitely. These can vary widely by employer and are continuously evolving as organizations re-evaluate their new operating models, so be sure to look into the details when appropriate. (And if a prospective employer is not offering anything like this for remote positions, that might be a reason to dig in on your salary demands.)

“Some companies offer a more aggressive stipend than others for working from home,” Milles says. “The new normal is changing frequently and these stipends – including if they are offered, how much is offered, and what is covered – are part of that change.”

Metteer says Lever, for example, has replaced some previous in-office perks with an array of new stipends for WFH positions.

“We used to have in-office lunches, but now we have ergonomic stipends, work-from-home equipment reimbursement, internet reimbursement…”

“We used to have in-office lunches, but now we have ergonomic stipends, work-from-home equipment reimbursement, internet reimbursement, new benefits for mental health, family planning support (via Carrot), and so much more,” Metteer says. “Many companies will additionally offer wellness and learning and development stipends, including a specific amount allocated for your gym membership or going to a conference relevant to your field.”

Not to mention, plenty of those “old normal” forms of added compensation – such as equity or performance bonuses – are still in play. Company size and stage still matter in terms of compensation structure, too: If you’re applying to startups and to large, established enterprises, you should expect some variance.

“There are so many ways companies can increase compensation, not just by base salary,” notes Metteer.

Let’s examine two more tips on how to negotiate salary now:

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[onlinejobsracket]

Arrive Logistics shifts its Chattanooga workers to remote jobs – Chattanooga Times Free Press

Two years after announcing plans to expand its Chattanooga offices with another 500 employees, Arrive Logistics is abandoning plans for brick and mortar offices in Chattanooga and shifting its staff in Chattanooga to work at home.

Effective Thursday, the Texas-based freight broker is giving up its 11,000-square-foot lease in Chattanooga’s “freight alley” and shifting its 19-employee Chattanooga workforce to remote work.

In 2018, Arrive Logistics expanded to Chattanooga with an office in the same second-floor office space of the downtown Chattanooga Lifestyle Center on Broad Street as Steam Logistics, which brokers freight shipments around the globe, and Reliance Partners, one of the biggest insurance agencies targeting truckers and shippers. The three logistics companies shared a cafeteria, make-shift bar, restrooms and meeting areas.

On Wednesday, Arrive Logistics founder and CEO Matt Pyatt said the company decided against renewing its Chattanooga lease in the Chattanooga Lifestyle Center at 325 Market Street.

“Over the last year, especially due to the pandemic, we have assessed our company’s real estate footprint and have decided to not renew our lease,” Pyatt said in a statement Wednesday. “This decision is not a reflection of the thriving industry or excellent talent in the Chattanooga area but was rooted in Arrive’s future location expansion strategy.”

Pyatt said the change will eliminate only one Chattanooga job.

“Otherwise, all other Chattanooga employees will continue in their current roles,” he said. “While we are moving to a fully remote workforce in the Chattanooga area, any employee interested in a physical office will work with the employee relations team to determine appropriate options.”

Photo by Dave Flessner / Arrive Logistics is leaving its offices in the Chattanooga Lifestyle Center downtown where the freight brokerage company has operated for the past three years. The company’s Chattanooga staff is being shifted to entirely remote work.

Arrive Logistics, which began in Austin, Texas in 2014, has been one of the country’s fastest growing freight brokers and has grown to more than 1,000 employees with offices in Austin, Chicago and Chattanooga. In 2020, the company ranked No. 589 on Inc. magazine’s list of the 5,000 fastest growing companies in America.

The company announced plans in 2019 to invest $3.6 million and add another 500 employees in Chattanooga. The expansion was the second biggest job addition announced that year in the Chattanooga region, beyond only the $800 million expansion also announced that year by Volkswagen of America to build its battery-powered SUV known as the ID.4.

But early last year, Arrive Logistics cut 10% of of entire staff due to a slowdown in business amid the business shutdowns caused by the coronavirus pandemic. Since last April, however, the company has added about 200 more workers.

Although there are no immediate plans to expand in Chattanooga, Arrive Logistics Chief People Officer Chelsea Woodhead said Wednesday that “Arrive still believes that Chattanooga is a great logistics talent market and as we continue to grow, we see our team in Chattanooga as part of our talent strategy.”

Contact Dave Flessner at [email protected] or at 423-757-6340.

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