<?xml version="1.0" encoding="utf-8"?> <rss version="2.0"> <channel> <title>Remote IT Jobs | Find Remote Tech Jobs Worldwide</title> <link>https://www.remoteitjobs.app</link> <description>Discover top remote IT jobs from leading tech companies. Search software development, DevOps, cybersecurity, and tech leadership positions. Apply to work-from-home tech jobs today.</description> <lastBuildDate>Sun, 16 Nov 2025 22:56:57 GMT</lastBuildDate> <docs>https://validator.w3.org/feed/docs/rss2.html</docs> <generator>https://github.com/jpmonette/feed</generator> <language>en</language> <image> <title>Remote IT Jobs | Find Remote Tech Jobs Worldwide</title> <url>https://www.remoteitjobs.app/images/logo-512.png</url> <link>https://www.remoteitjobs.app</link> </image> <copyright>All rights reserved 2024, RemoteITJobs.app</copyright> <category>Bitcoin News</category> <item> <title><![CDATA[AI Is Making Job Search Worse: The Shocking Truth Behind the Broken Hiring System]]></title> <link>https://www.remoteitjobs.app/article/ai-is-making-job-search-worse-the-shocking-truth-behind-the-broken-hiring-system</link> <guid>ai-is-making-job-search-worse-the-shocking-truth-behind-the-broken-hiring-system</guid> <pubDate>Sun, 16 Nov 2025 20:15:14 GMT</pubDate> <description><![CDATA[## The AI Paradox in Modern Job Hunting Stephanie O’Neill, a 54-year-old communications veteran in Los Angeles with over 30 years in tech, was laid off in October 2024 and is still searching for a job 13 months later. Her story mirrors that of millions of Americans facing unprecedented challenges in today's job market. **Holly Teegarden**, a 52-year-old marketing executive from Pittsburgh, applies to 50 jobs weekly since her cannabis business closed in February, with minimal success. **Charlsie Niemiec**, a 37-year-old content marketing leader in Atlanta, applied to 280 roles in a year, landed a job in January, only to be laid off seven months later—and has since applied to 263 more jobs in just three months. ### The Growing Unemployment Crisis These individuals represent **7.4 million unemployed Americans**, all experiencing longer job search durations. As of August, the average unemployment period reached **24.5 weeks**, up from 21 weeks a year ago, according to the Bureau of Labor Statistics. Industry data from **Huntr’s Q2 2025 Job Search Trends Report** reveals the median time to first offer increased to 68.5 days in June, a 22% rise from April's 56 days. The study, analyzing 461,000 applications and 285,000 job postings from 17,733 users, shows the top 10% of job seekers send 19 applications per week. ### The AI Disconnect in Hiring With **93% of job seekers using AI tools like ChatGPT** for resumes and cover letters, and 70% rejecting one-way AI interviews, the technology meant to streamline hiring is creating a disconnect. The irony? **AI is making it harder for applicants to stand out**. ## Job Seekers Drown in a 'Sea of Sameness' AI tools promise to scale and optimize job searches, but in a competitive market, they often backfire. **Eliana Goldstein**, a New York-based career coach, explains, "AI kind of creates a sea of sameness. It automates everything, and it makes everybody sound the same—and sound robotic." **Sofia Mishina**, Talent Acquisition Director at AI Digital, observes, "I see resumes that are perfectly formatted and perfectly forgettable—the same buzzwords, same tone, no proof of work." From the hiring side, **Adam Karpiak**, co-founder of Karpiak Consulting, notes that with identical AI-generated resumes flooding in, companies struggle to find the right fit. "AI doesn't understand context. It doesn't know how you got results or what made your impact unique. Without that, your resume might check all the boxes for keyword searches, but it won’t connect with a human reader." The volume is overwhelming: jobs receive 1,000 applications in 10 minutes, half from unqualified candidates, forcing hiring teams to triage and miss good candidates. Karpiak warns, "AI can support the process, but it can’t replace judgment. The danger is when companies start treating hiring like a data problem instead of a people problem." Candidates report being ghosted even when they meet all job requirements, with no feedback from automated applicant tracking systems. Teegarden adds, "I’m also seeing the same job postings over and over again, and I think they’re trying to find people that don’t exist: unicorns. This is like playing the lottery. The only way to try to find a job right now is old school: just connecting with people." ## Common AI Missteps in Job Hunting The biggest error? **Outsourcing critical thinking to AI** instead of using it as an assistant. **Kimberly Brown**, career and leadership expert and founder of Brown Leadership, states, "One of the most common mistakes I see is applicants relying too heavily on AI-generated content without customizing it to reflect their unique value. When someone submits a resume or cover letter that sounds like a generic template, it becomes obvious and that lack of authenticity can be a dealbreaker." Karpiak notes that AI won't fix a bad resume; job seekers often mistake rewording and adding keywords for tailoring. **Eliana Goldstein** highlights the inefficiency of blasting applications: "If you look at the statistics, maybe you're getting an interview with 2% to 3% of the places that you're applying. If you're using a more spray-and-pray mentality, that probably drops to like 0.5% or 1%. It’s never going to be successful." ## Balancing AI in Your Job Search Strategy Experts advise using AI as an **editor or thought consultant**, not a writer. Brown recommends, "Think of it as a starting point, not the finish line. Use it to generate bullet points, identify keywords from job descriptions or reformat your resume for clarity—but then go back and infuse it with your accomplishments and voice." Karpiak echoes this: "The smartest way to use AI is as an editor, not a ghostwriter. Let it help you tighten your language or check for clarity, but make sure the content, the how and why behind your achievements, comes from your own experience—not regurgitating the job posting." Mishina suggests minimal AI polish: "Spend 15 minutes cleaning your CV. Spend the next seven hours and 45 minutes doing real work: research the company and the hiring manager, map the team and create something they'll care about—a short teardown, a repo, a one-pager with ideas. That gets you to a decision-maker; a polished CV does not." Data from Huntr's analysis of over 1.39 million applications shows tailored resumes generate about six interviews per 100 applications, versus fewer than three for generic ones. ## What Truly Works in a Saturated Market? In a market full of "AI slop," **authenticity and specificity** stand out. Karpiak emphasizes, "Humans connect with details. Instead of 'managed a team,' say what kind of team, what you achieved and what changed because of your work. That’s what recruiters remember." Brown stresses that **networking beats any system**: "Get your materials into the hands of actual people through informational interviews, referrals or direct outreach. AI can open the door, but relationships get you in the room." Goldstein notes referrals boost interview chances from 2-3% to 40%. Despite these strategies, job seekers like Niemiec, Teegarden, and O’Neill face repeated rejections. O’Neill reflects, "I've had a successful 30-plus year career; I think the longest it's ever taken to get a job was six months. I never in a million years would have thought that it would take this long. I'm pretty confident, at this point, that my corporate America career is over. I've been forced into retirement at 54 and I need to find something else to do." Niemiec points to a troubling trend: unpaid assignments leading to ghosting or rejection, essentially farming free spec work. "This particularly disgusts me," she says, noting jobs repost descriptions after collecting ideas. ## Building Resilience in a Tough Market Job searching's uncertainty and financial strain impact mental health and self-confidence. Brown advises, "Job searching can feel like you're on an emotional rollercoaster. You have to separate rejection from your self-worth. Each 'no' is redirection, not a reflection of your value." Goldstein recommends focusing on "micro wins"—small victories like clarifying roles, networking, or improving applications—to build momentum without fixating on landing a job. Job seekers are using LinkedIn to share their struggles, building personal brands through storytelling to attract hiring managers. Niemiec offers encouragement: "It's not you; it's the system, and the system is broken. Until there is a larger conversation of how it's fixed, we are just in this weird, awful, awkward, painful in-between time."]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>ai</category> <category>jobsearch</category> <category>careergrowth</category> <category>hiring</category> <category>resume</category> <enclosure url="https://qz.com/cdn-cgi/image/width=300,quality=85,format=auto/https://assets.qz.com/media/GettyImages-2160453939.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Google's $40 Billion Texas AI Expansion: Thousands of Tech Jobs Coming]]></title> <link>https://www.remoteitjobs.app/article/googles-40-billion-texas-ai-expansion-thousands-of-tech-jobs-coming</link> <guid>googles-40-billion-texas-ai-expansion-thousands-of-tech-jobs-coming</guid> <pubDate>Sat, 15 Nov 2025 20:15:18 GMT</pubDate> <description>< *State leaders and Google executives announce the company's $40 billion investment in Texas during an event at a Google data facility. Courtesy of Governor Greg Abbott's Office* ## What the $40 Billion Investment Includes The tech giant is putting **$40 billion** into new data centers, workforce training, and energy-related programs to power the future of AI. The initiative, part of Google's national "**Investing in America**" effort, will fund new data center campuses, strengthen energy capacity, and expand training programs aimed at preparing Texans for jobs in an **AI-driven economy**. ## New Data Centers and Job Creation Google says the plan will bring **three new data center facilities** to Texas, creating thousands of **construction and long-term tech jobs** across North Texas, West Texas, and the Panhandle. The sites are expected to help power the **next wave of AI products and services**, requiring major upgrades in energy availability, efficiency, and affordability. Company leaders also highlighted new **workforce pipelines** for college students and electrical apprentices to support long-term tech growth in the state. ## Supporting Energy Infrastructure and Workforce Development According to the release, the investment will support programs to **strengthen energy capacity and affordability** as the demand for advanced computing continues to rise. Google's "Investing in America" initiative focuses on expanding **technical infrastructure**, increasing **energy capacity** for an AI-driven economy, and building a **workforce** to help the U.S. maintain its leadership in **AI development**.]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>google</category> <category>texas</category> <category>ai</category> <category>investment</category> <category>jobs</category> <enclosure url="https://s.hdnux.com/photos/01/55/21/30/28644877/3/rawImage.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Tech Job Exodus: Europe's 40% Decline vs. Middle East's 200% Boom]]></title> <link>https://www.remoteitjobs.app/article/tech-job-exodus-europes-40-decline-vs-middle-easts-200-boom</link> <guid>tech-job-exodus-europes-40-decline-vs-middle-easts-200-boom</guid> <pubDate>Sat, 15 Nov 2025 13:15:18 GMT</pubDate> <description><![CDATA[## The Global Tech Job Market Shift Tech job postings on the hiring platform **Indeed** have been declining globally since their peak in late 2022. By 2025, postings had fallen below pre-pandemic levels everywhere, though the drop has been **less severe in emerging market economies**. European countries have seen some of the largest declines, while several **Middle Eastern economies have experienced strong growth** over the last five years. ## What Counts as 'Tech Jobs'? Indeed classifies tech and mathematics roles under four categories: **software development**; **information design and technology**; **IT operations and help desk**; and **mathematics**. Among the 27 countries analyzed, European nations saw the steepest fall in tech job postings between 1 February 2020 and 31 October 2025, based on a seven-day moving average. ## Europe's Steepest Declines In absolute terms, the decline exceeded **40% in Switzerland (-46%) and the UK (-41%)**, with France (-39%) close behind. The United States showed a similar trend, with a decline of 35%. Austria (-34%), Sweden (-32%) and Germany (-30%) were also at comparable levels. Other European countries experienced more moderate drops: Ireland (-22%), Italy (-16%), Belgium (-14%), the Netherlands (-12%) and Poland (-10%). Across all 27 countries tracked by Indeed, **global tech postings fell by 18%**. ## The AI Era Impact "Both Europe and North America experienced a boom in tech job postings coming out of the pandemic that around 2022 began reversing into a bust," Brendon Bernard, senior economist at Indeed, told Euronews Business. He said the tech sector appears to have undergone an intensified version of broader shifts in employer hiring appetite, with **demand fading as the economic backdrop weakened**. "As the macroeconomic situation was already turning, we entered the **new AI era, marked by ChatGPT going public**, which has potentially added a further hit to demand for certain — particularly entry-level — tech jobs," he added. ## European Exceptions: Spain and Luxembourg Spain and Luxembourg were the only European countries among the 13 analyzed where tech job postings did not decline between February 2020 and October 2025. **Postings rose 21% in Spain and 37% in Luxembourg**. Bernard noted that tech postings in Spain are down from their mid-2022 peak but have not reversed their earlier boom to the same extent as in other advanced economies. "This could be related to broader strength in the Spanish economy, which has helped keep overall job postings relatively stable in recent years," he said. ## Middle Eastern Tech Boom Several Middle Eastern countries recorded some of the largest increases in tech postings over this period. **Qatar led with a 222% rise**, followed by Saudi Arabia (130%) and the United Arab Emirates (111%). In all three cases, postings more than doubled. Bernard said strong growth in tech postings in the UAE and Saudi Arabia has gone hand in hand with substantial increases in overall job postings. "Rather than being unique to tech, demand for tech workers has been part of a broader transformation of these economies in recent years," he added. ## Other Emerging Markets Show Strength Other emerging markets also saw strong increases: **Malaysia (70%), Mexico (50%), India (44%) and the Philippines (41%)**. Looking at tech job posting indices by region since February 2020 (indexed at 100), **emerging markets have seen only a slight decline since 2022 but remain 45% above pre-pandemic levels** as of 31 October. This contrasts with sharp declines in the US and most advanced economies. ## Global Distribution Shifts Globally, tech job postings are 18% below pre-pandemic levels. The decline is 28% in English-speaking advanced economies (excluding the US) and 23% in other advanced economies, while the US has seen a 35% drop. While the downturn began slightly earlier, the **steepest declines followed ChatGPT's public release in late 2022**. Indeed data also shows that a **growing share of global tech jobs is now located in emerging market economies**. Among the countries tracked by Indeed, emerging markets accounted for about 16% of global tech job postings between 2020 and 2022. **Their share has since nearly doubled to 28% as of September**. India makes up the largest share of emerging market tech postings due to the size of its labour market.]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>techjobs</category> <category>remotework</category> <category>ai</category> <category>emergingmarkets</category> <category>jobmarket</category> <enclosure url="https://images.euronews.com/articles/stories/09/54/84/86/1200x675_cmsv2_93f79fbc-b5fa-59a9-9297-1d4d99aa1a60-9548486.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Unlock the Secret to Hiring AI Talent: 6 Traits That Beat Experience Every Time]]></title> <link>https://www.remoteitjobs.app/article/unlock-the-secret-to-hiring-ai-talent-6-traits-that-beat-experience-every-time</link> <guid>unlock-the-secret-to-hiring-ai-talent-6-traits-that-beat-experience-every-time</guid> <pubDate>Fri, 14 Nov 2025 20:15:15 GMT</pubDate> <description><![CDATA[## The AI Hiring Crisis: Why Experience No Longer Matters According to a **Nexford University study**, 26% of hiring managers now consider **AI fluency** a baseline job requirement, and 35% specifically look for AI experience or coursework on resumes. But here's the problem: The work we're hiring for today didn't exist in the mainstream six months ago. The AI experience recruiters screen for is minimal or largely self-taught. I've navigated the problem of hiring for non-existent technical expertise three times in my career. Each time, the same truth emerges — you can't always rely on credentials and direct experience for successful hiring in a space that's changing daily. ## The Performance Marketing Lesson That Changed Everything At a marketing agency, we faced a version of this problem as we worked to hire more than 1,000 employees. We needed marketers who could analyze massive **data sets**, identify patterns, run experiments and optimize based on results. Traditional marketers were trained to be creative storytellers, and while many candidates described themselves as analytical, our math test showed a different story. The test wasn't about passing or failing. It showed who could **think critically under pressure** and who approached problems with curiosity. That insight changed how we hired by allowing us to realize what skills we needed. We expanded our search to include people from accounting, law and finance, then taught them marketing fundamentals. They became some of our strongest performers. ## Inside Today's AI Hiring Crisis The situation facing companies is far worse today thanks to AI. In 2015, you could find professionals who'd spent years working with data. In 2025, however, meaningful AI experience is still measured in months. An **Amazon Web Services study** revealed that close to three in four employers prioritizing AI talent can't find qualified candidates with the specific skills they're seeking. Hiring managers are screening for credentials that don't exist yet, then wondering why they can't fill roles. **The key is to shift your focus from formal experience to the qualities and soft skills that aren't usually found on a resume.** ## 6 Traits That Predict Success in AI-First Roles After three decades of building companies through technological shifts, I've largely stopped screening for credentials. Instead, I look for six character traits that predict whether someone can thrive when expertise doesn't yet exist. ### 1. Team Over Ego **AI work depends on collaboration.** Success comes from people who learn quickly from each other and stay open to feedback. I look for signs of that in a candidate's background via things like steady involvement in team sports, volunteer work or group projects that require commitment and accountability. On a resume, this shows up as sustained participation, not just membership. Four years of varsity athletics tells me more than the phrase "team player" in a skill set section. Leading a college robotics team that competed nationally signals something different from a solo thesis project. ### 2. Coachability and Continuous Learning The best AI practitioners are excited by the idea that mastery is a moving target. When I review resumes, I look for evidence of **learning across domains** — someone who taught themselves to code while working in finance or pursued certifications in fields adjacent to their main expertise. Did they take lateral moves to learn new skills? Do they list courses, workshops or self-taught capabilities alongside formal education? ### 3. Courage to Take Smart Risks **AI requires constant experimentation.** You try an approach. If it fails, you try another. I look for people who are comfortable with uncertainty and motivated by innovation rather than paralyzed by ambiguity. This shows up as career pivots, entrepreneurial ventures (even failed ones) or roles where they built something new. A resume that shows someone left a stable job to join an early-stage startup tells me they can handle ambiguity. ### 4. Motivated by Collective Success Individual brilliance matters less than team performance in AI development. I screen for people who've demonstrated they care about shared achievement by **mentoring others**, contributing to team wins, sharing knowledge publicly through teaching, writing or speaking. This trait is harder to spot on paper, but it reveals itself. Did they mentor junior colleagues? Start a study group? Contribute to documentation or internal training? ### 5. Critical Thinking and Problem-Solving **AI roles need analytical minds** that love figuring things out. These jobs require people who can break down complex problems, connect data to decisions and use evidence to guide action. Often, these are multilingual thinkers. At my company, every new hire takes an AI assessment to understand where they are in their AI journey. It's not a test of knowledge. It's a snapshot of experience and comfort with AI tools. ### 6. Adaptable and Open to Change **AI moves fast.** The best people see change as opportunity, not disruption. They thrive in dynamic environments where curiosity and flexibility drive momentum. On resumes, this appears as changes in industry, roles or technology that someone navigated successfully. Someone who started in traditional finance, moved to fintech, then to AI consulting has demonstrated adaptability. ## Systematizing the Search for Soft Skills and Traits Recognizing I couldn't review every resume for these patterns myself, I built an **AI agent** to help identify these traits. Traditional applicant tracking systems screen for keywords like "five years Python experience," "machine learning certification," "xyz degree." Our AI agent analyzes resumes for the above character traits, going beyond traditional keyword matching to identify behavioral patterns. ### Language Pattern Analysis Measures the ratio of individual versus collective pronouns throughout the resume. Candidates who naturally use "we" and "our team," even when describing personal achievements, consistently outperform solo-focused candidates. ### Learning Velocity Tracking Identifies candidates who add two to three new technical skills per role, regardless of their starting point. A marketing coordinator who learned **SQL**, then **Python**, then **data visualization** shows the continuous learning pattern that succeeds in the fast-changing world of AI. ### Cross-Domain Bridge Detection Flags candidates who work at intersections: finance people who learned UX, teachers who built apps, engineers who studied psychology. These non-linear careers indicate the translation skills essential for AI implementation. ### Failure Portfolio Recognition Counterintuitively, candidates with one or two documented failures (failed startups, cancelled projects) who articulate learning from setbacks outperform others. The agent identifies specific language around resilience and iteration. ## What You Can Do Tomorrow Whether or not you build an AI agent to start hiring better for AI roles, there are three steps any hiring manager can implement immediately. ### Rewrite Your Job Descriptions Remove requirements for "X years of AI experience." Instead, be honest about what the role requires: "You'll learn new tools weekly. You'll experiment, fail and need to bounce back quickly." You're screening for resilience. ### Add a Practical Assessment Don't test AI knowledge. Give candidates a tool they've never used before and a problem to solve in real-time. You're evaluating how they approach unfamiliar territory. Do they read documentation thoroughly? Ask clarifying questions? Try multiple approaches when the first one fails? ### Interview for Character, Not Credentials Here are five interview questions to uncover all six traits that predict success in AI-first environments: 1. **The Learning Under Pressure Question:** "Tell me about a time when you had to quickly master something completely new while working with others who were depending on your contribution." 2. **The Pivot and Impact Question:** "Walk me through a significant change in your career or approach that initially felt risky but ultimately led to better outcomes for you and others." 3. **The Knowledge Sharing Scenario:** "Describe a situation where you developed expertise that gave you an advantage, and you had to decide whether and how to share that knowledge with colleagues or teammates." 4. **The System Breakdown Question:** "Tell me about a time when a process, system, or approach you had mastered stopped working effectively. How did you diagnose what was wrong and what did you do about it?" 5. **The Collective Challenge Question:** "Describe a project where success required genuine collaboration and where you had to let go of your own preferences for the team's benefit." ## The Challenge Ahead **AI is becoming part of every job.** Marketing, finance, operations and HR are already feeling it. Leaders everywhere need to get better at recognizing people who can learn quickly and help them grow along the way. The organizations that do this well will build stronger teams and more adaptable cultures. They'll move faster and stay ahead as technology keeps changing. Those who focus too narrowly on credentials will find it harder to keep pace.]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>aihiring</category> <category>talentacquisition</category> <category>softskills</category> <category>hrinnovation</category> <category>futureofwork</category> <enclosure url="https://cdn.builtin.com/cdn-cgi/image/f=auto,fit=cover,w=1200,h=635,q=80/sites/www.builtin.com/files/2025-11/ai-hiring-strategy.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[Tech Job Market Defies Layoffs: 500K Open Roles in October!]]></title> <link>https://www.remoteitjobs.app/article/tech-job-market-defies-layoffs-500k-open-roles-in-october</link> <guid>tech-job-market-defies-layoffs-500k-open-roles-in-october</guid> <pubDate>Thu, 13 Nov 2025 13:15:17 GMT</pubDate> <description>< ## Job Postings Surge Despite Tech Layoffs **Despite recent rounds of layoffs from IT giants**, the technology job market showed surprising strength in October, with **nearly half a million open job postings** active last month according to CompTIA's analysis. ### Key Findings from CompTIA Report Job postings for **technology roles increased 5.3% month over month** in October, based on data from market analytics firm **Lightcast**. Employers added **217,238 net new postings** in October, representing a **3.8% jump from September**. Tim Herbert, chief research officer at CompTIA, noted: "Given the prevailing vibe of economic unease, the better-than-expected volume of tech job listings is a welcome bit of good news. Once again it speaks to the many moving parts of the vast tech workforce and the not always apparent offsetting effects of job gains, job losses and job transitions." ### Private Sector Data Fills Government Gap The CompTIA analysis comes at a critical time when official employment data from the **U.S. Bureau of Labor Statistics** has been delayed due to the government shutdown. This has put private sector data in the spotlight, including: - **ADP** reported private sector employers added **42,000 jobs** to the economy last month - **Pew Research Center** found a strong correlation between ADP's data and official BLS reports ### Layoffs vs. Hiring: Understanding the Big Picture Despite positive hiring signals, the technology sector continues to experience significant layoff waves at major companies like **IBM**, which recently joined other tech providers in workforce reductions. Art Zeile, president and CEO of DHI Group (Dice's parent company), explained this apparent contradiction: "You've got to see the big picture. Accenture announced 11,000 layoffs in October, but they had the fifth highest number of tech job postings in the United States at the same time." ### AI Roles Experience Explosive Growth A Dice review of Lightcast data revealed remarkable growth in **AI-specific roles** as enterprise adoption accelerates: - **Cloud infrastructure architect** postings increased nearly **fivefold year over year** - Some roles like **AI trainers** saw increases of **more than 6,000%** Zeile emphasized the organizational impact: "AI fundamentally affects every functional area inside of the organization that a CIO is supporting. And you need to get the buy-in of those functional areas." CIOs implementing AI adoption plans are advised to establish dedicated councils to govern the technology and manage its workforce effects effectively.]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>techjobs</category> <category>hiringtrends</category> <category>airoles</category> <category>comptia</category> <category>jobmarket</category> <enclosure url="https://imgproxy.divecdn.com/9-plU954pBVXGh6O353Bw3sqABl6v9aPPfDGlt8DJWc/g:ce/rs:fit:770:435/Z3M6Ly9kaXZlc2l0ZS1zdG9yYWdlL2RpdmVpbWFnZS9HZXR0eUltYWdlcy0xNDcyMTIwMzU3LmpwZw==.webp" length="0" type="image/webp"/> </item> <item> <title><![CDATA[How This Company Is Bringing High-Paying Tech Jobs to Forgotten Rural Towns]]></title> <link>https://www.remoteitjobs.app/article/how-this-company-is-bringing-high-paying-tech-jobs-to-forgotten-rural-towns</link> <guid>how-this-company-is-bringing-high-paying-tech-jobs-to-forgotten-rural-towns</guid> <pubDate>Tue, 11 Nov 2025 20:15:16 GMT</pubDate> <description>< ### From Skepticism to Success in Brewton, Alabama In towns like Brewton, Alabama—once dominated by sawmills—the idea of hundreds of **technology jobs** seemed so improbable that local economic developer Will Ruzic initially dismissed it as "too good to be true." Ruzic, now Provalus's vice president of facilities, recalls thinking the proposition sounded "very far-fetched" when first approached by company leadership. ### Serving Fortune 1000 Companies with Local Talent The company provides critical services including **help desk support** and **cybersecurity** to major corporations like Chick-fil-A and Navy Federal Credit Union. "What we sell to customers are teams of people," explains Provalus President Mike Keogh. "We're selling teams of people that are running very sophisticated operations critical to the success of our customers." ### Economic Revitalization Through Middle-Class Jobs "Our goal is to create **middle-class jobs** as quickly as possible," says Keogh. The company achieves this by paying wages 10% to 15% above the national median income while offering healthcare benefits that cost employees just $1 per paycheck.  ### Breathing Life Into Dying Downtowns The strategic placement of offices in downtown areas has transformed communities. "I drove through downtown for 25 years and never saw life, never saw a car," Ruzic says of Brewton. "It was really just a ghost town. To be able to create this density and drive additional investment—that's true revitalization." Since Provalus arrived in Brewton, approximately 10 new businesses have opened, and existing business owners like Deborah George of Holley House Bed & Breakfast report that the company's community-minded approach has provided the support needed to survive in a town that was losing businesses. ### Creating New Career Pathways The company is providing opportunities for career changes, mothers returning to work, and veterans transitioning to civilian life—with **20% of employees being veterans**. Rachel Morton, who leads a 150-person team in Brewton after working as a school aide, observes: "In small towns like this there aren't really a lot of opportunities. A lot of these kids I see here probably would have gone to more of a labor job, and now I'm really getting to see them expand on what they're capable of."  ### Rapid Expansion and Unique Workplace Culture With about 30 new employees entering training every week across nine locations in the southern and central U.S., Provalus is expanding rapidly. The company emphasizes employee wellbeing with community rooms containing gently used clothes, baby formula, and other necessities, plus amenities like treadmills and even an indoor playground slide. Kimberly Lewis, who transitioned from being a mechanic for 18 years to leading her own team, found the career change profoundly fulfilling after personal tragedy prompted her to pursue her aptitude for technology. ### Ending the Urban Tech Monopoly Provalus is shattering the misconception that modern, innovative offices exist only in Silicon Valley or major metropolitan areas. Now, rural communities like Brewton are proving that **high-tech careers** and vibrant workplaces can thrive anywhere.]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>techjobs</category> <category>ruraldevelopment</category> <category>onshoring</category> <category>careerchange</category> <category>economicrevitalization</category> <enclosure url="https://a57.foxnews.com/static.foxbusiness.com/foxbusiness.com/content/uploads/2025/11/0/0/brewton-alabama-downtown-stores-google-maps.jpg?ve=1&tl=1" length="0" type="image/jpg"/> </item> </channel> </rss>