<?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, 21 Dec 2025 15:32:58 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[The Dark Side of AI Hiring: How Automation is Making Job Searches Miserable for Everyone]]></title> <link>https://www.remoteitjobs.app/article/the-dark-side-of-ai-hiring-how-automation-is-making-job-searches-miserable-for-everyone</link> <guid>the-dark-side-of-ai-hiring-how-automation-is-making-job-searches-miserable-for-everyone</guid> <pubDate>Sun, 21 Dec 2025 13:15:15 GMT</pubDate> <description><![CDATA[As America's labor market slows, AI-led interviews and auto-generated cover letters are dramatically changing the process of getting a job. And maybe not for the better. More than half of the organizations surveyed by the **Society for Human Resource Management** used AI to recruit workers in 2025. And an estimated third of **ChatGPT** users reportedly leaned on the OpenAI chatbot to help with their job search. However, recent research found that when job seekers use AI during the process, applicants are **less likely to be hired**. Meanwhile, companies are fielding an increased volume of applications. "The ability (for companies) to select the best worker today may be worse due to AI," said Anaïs Galdin, a Dartmouth researcher who co-authored a study looking at how **large language models (LLMs)** have impacted cover letters. Galdin and her co-author, Jesse Silbert at Princeton, analyzed cover letters for tens of thousands of job applications on Freelancer.com, a jobs listing site. The researchers found that after the introduction of ChatGPT in 2022, the letters all got longer and better-written, but companies stopped putting so much stock in them. That made it harder to distinguish a qualified hire from the rest of the applicant pool, and the rate of hiring dropped as did the average starting wage. "If we do nothing to make information flow better between workers and firms, then we might have an outcome that looks something like this," said Silbert, referring to the results of his study. And with more applications to review, employers are automating the interview itself. A majority (54%) of the US job seekers surveyed by recruiting software firm **Greenhouse** in October said they've had an **AI-led interview**. Virtual interviews exploded in popularity during the pandemic in 2020. Many companies now use AI to ask the questions, but that hasn't made the process any less subjective. "Algorithms can copy and even magnify human biases," said Djurre Holtrop, a researcher who has conducted studies about the use of asynchronous video interviews, algorithms, and LLMs in hiring. "Every developer needs to be wary of that." Daniel Chait, CEO of Greenhouse, warned that with AI infiltrating hiring – from applicants using the tool to apply to hundreds of jobs and employees automating the process in response – it has created a **"doom loop"** making everyone miserable. "Both sides are saying, 'This is impossible, it's not working, it's getting worse,'" Chait told CNN. ## Pushing Back Employers are embracing the technology — one estimate projects the market for recruiting technology will grow to **$3.1 billion** by the end of this year. But state lawmakers, labor groups and individual workers have begun pushing back over fears that AI could **discriminate** against workers. Liz Shuler, president of the **AFL-CIO** labor union, called the use of AI in hiring "unacceptable." "AI systems rob workers of opportunities they're qualified for based on criteria as arbitrary as names, zip codes, or even how often they smile," Shuler said in a statement to CNN. States such as California, Colorado, and Illinois are enacting new laws and regulations aimed at creating standards for the technology's use in hiring, among other areas. A recent executive order signed by President Donald Trump threatens to undermine state-level AI regulations. Samuel Mitchell, a Chicago-based lawyer who argues employment cases, said that the order can't "preempt" state law but does add to the "ongoing uncertainty" around new regulations on the tech. However, he added that existing anti-discrimination laws still apply to hiring, even if a company uses AI. And lawsuits are already being filed. In a case backed by the **American Civil Liberties Union**, a deaf woman is suing HireVue (an AI-powered recruiting company) over claims an automated interview she was subject to did not meet accessibility standards required by law. HireVue denied the claim and told CNN that its technology works to reduce bias through a "foundation of validated behavioral science." But despite initial challenges, AI hiring seems here to stay. And to be sure, new developments in AI have led to more sophisticated ways to analyze resumes, opening doors for candidates who may have otherwise been overlooked. But those who value the **"human touch"** in hiring are left wanting. Jared Looper, an IT project manager based in Salt Lake City, Utah, began his career as a recruiter. As part of his current job search, he was interviewed by an AI recruiter. He found the experience "cold," even hanging up the first time he was contacted by the program. Looper now worries about those who haven't yet learned how to navigate a new hiring process in which catering to artificial intelligence is a crucial skill. "Some great people are going to be left behind."]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>ai</category> <category>hiring</category> <category>recruitment</category> <category>automation</category> <category>jobs</category> <enclosure url="https://media.cnn.com/api/v1/images/stellar/prod/gettyimages-1333092791-20251209175252224.jpg?c=original&q=w_860,c_fill" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Why Cutting Middle Managers in Tech is a Huge Mistake: Insights from a 10-Year Big Tech Veteran]]></title> <link>https://www.remoteitjobs.app/article/why-cutting-middle-managers-in-tech-is-a-huge-mistake-insights-from-a-10-year-big-tech-veteran</link> <guid>why-cutting-middle-managers-in-tech-is-a-huge-mistake-insights-from-a-10-year-big-tech-veteran</guid> <pubDate>Sat, 20 Dec 2025 13:15:15 GMT</pubDate> <description>< *Judd Antin was once a middle manager in Big Tech. Courtesy of Judd Antin* I've watched with dismay as tech industry executives have turned against **middle managers**, and more of them are losing their jobs. I began managing small teams in 2013, after almost three years as an individual contributor at Yahoo, then Facebook. By 2014, I was line-managing other managers at Facebook. In 2015, I moved to Airbnb and oversaw a research and insights team of over 100 people. By the time I left over eight years later in 2023, I was the head of Airbnb's Design Studio, running a large UX team with multiple layers of management. I've since become a lecturer in leadership at UC Berkeley and an executive coach for leaders at tech companies. My experience as both **a middle manager** and senior leader has convinced me that culling middle managers is mostly a symptom of organizations not knowing how to use them. At the same time, many middle managers don't know what it takes to be effective and miss opportunities to make an impact. ## I know how difficult it can be to demonstrate effectiveness as a middle manager When I first became a middle manager, leading UX researchers at Facebook, I knew my job would involve people management, but that was about it. I received general strategy updates, but the rationale was discussed behind closed doors by a small group of senior leaders and rarely shared. I often felt I lacked clear expectations and the necessary context to guide my team. After waiting a few times for direction that never came, I learned that being **proactive** was the only way to make quick decisions about how and what to work on, so I could demonstrate my impact. To keep the team moving, I focused on improving relationships and communication with **product managers** and engineers on my team, taking the lead in setting up new meeting cadences, and deciding when the focus of a project should change. Rather than waiting for my manager to approve my decisions, I assumed I was empowered to make them. If I didn't have the necessary information to move forward quickly, I'd ask for it. At first, it felt risky to ask my leaders for forgiveness instead of permission, and it didn't always go well. I can recall, with regret, one heated disagreement with my manager. I acted on my belief that researchers and designers needed to be more closely aligned on a specific project, but my manager disagreed. However, I still believe my proactive approach helped me **rise through the ranks** quickly. I also freely shared feedback and ideas with my leaders to improve quality and efficiency, regardless of whether they requested it. I wanted to be a problem solver, not just an update reporter. In today's difficult corporate environment, where middle managers are often cast as unnecessary bureaucrats, I think middle managers would do well to be **bold and proactive** about showing their impact. ## Leading other middle managers taught me that they can be essential to an organization Later in my career, in 2022, when I was leading research at Airbnb, I drove a major re-org that would create the company's design studio. As the new head of the design studio, I wanted to create an organizational structure where middle managers had **autonomy**. On a day-to-day basis, I set our vision, goals, and expectations, but allowed middle managers to decide how to achieve them in collaboration with other leaders. I established leadership teams with ownership over areas of the product — for instance, Airbnb's checkout or customer service experiences — and then asked those teams to work directly with their peers in product management and engineering to drive progress. This structure improved **speed, efficiency, and quality** by parallelizing work and reducing bottlenecks created by the need to get permission from higher-ups. My middle managers told me they loved this setup because it gave them direct ways to demonstrate their impact. Within my management team, we worked hard to normalize a culture of **upward feedback**. As a senior leader, I loved hearing about problems and suggested solutions from my middle managers. For example, when there were overlaps or gray areas in a team's scope, or a team couldn't make a decision because of conflicting information, I made sure I'd hear about it. It helped me learn about my organization, informed higher-level strategies, and kept me from getting out of touch with the work on the ground. I worry that middle managers have become an easy target for out-of-touch executives looking to create sound bites around increasing efficiency and flattening organizations. At the same time, though, getting the most out of middle managers is a two-way street. It requires both that managers are proactive and drive impact, and senior leaders who invest enough in them to make them the engine of an organization's success. *Meta and Airbnb did not respond to a request for comment from Business Insider.* *Do you have a story to share about your experience of middle management in tech? Contact the editor, Charissa Cheong, at ccheong@businessinsider.com*]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>middlemanagers</category> <category>techleadership</category> <category>careergrowth</category> <category>bigtech</category> <category>management</category> <enclosure url="https://i.insider.com/693be3dd64858d02d216b1a2?width=1200&format=jpeg" length="0" type="image//693be3dd64858d02d216b1a2"/> </item> <item> <title><![CDATA[From Golden Ticket to Bronze: How AI is Crushing Entry-Level Tech Jobs for Stanford Grads]]></title> <link>https://www.remoteitjobs.app/article/from-golden-ticket-to-bronze-how-ai-is-crushing-entry-level-tech-jobs-for-stanford-grads</link> <guid>from-golden-ticket-to-bronze-how-ai-is-crushing-entry-level-tech-jobs-for-stanford-grads</guid> <pubDate>Fri, 19 Dec 2025 13:15:18 GMT</pubDate> <description><![CDATA[## The AI Revolution is Reshaping Tech Hiring A Stanford software engineering degree used to be a **golden ticket** to a lucrative career. Today, **artificial intelligence** has devalued it to bronze, according to recent graduates. ### Elite Students Face a Harsh Reality Students from one of America's top universities are shocked by the **lack of job offers** as they complete their studies. When they began their degrees, ChatGPT hadn't yet been released. Now, **AI can code better than most humans**, and top tech companies simply don't need as many fresh graduates. "Stanford computer science graduates are struggling to find entry-level jobs with the most prominent tech brands," said Jan Liphardt, associate professor of bioengineering at Stanford University. "I think that's crazy." ### The Productivity Paradox While **generative AI** has made experienced engineers more productive, it has **hobbled job prospects** for early-career software engineers. Students describe a suddenly skewed job market where only a small slice of graduates—those considered "cracked engineers" with impressive resumes—are getting the few good jobs. "There's definitely a very dreary mood on campus," said a recent computer science graduate who asked to remain anonymous. "People who are job hunting are very stressed out, and it's very hard for them to actually secure jobs." ### The Broader Impact This shake-up is being felt across California colleges including UC Berkeley, USC, and others. The job search has been even tougher for those with less prestigious degrees. Eylul Akgul graduated last year with a computer science degree from Loyola Marymount University. After returning to the U.S. from gaining startup experience in Turkey, she was "ghosted" by hundreds of employers. "The industry for programmers is getting very oversaturated," Akgul said. ### AI's Rapid Advancement The engineers' most significant competitor is getting stronger by the day. When ChatGPT launched in 2022, it could only code for 30 seconds at a time. Today's **AI agents can code for hours**, performing basic programming faster with fewer mistakes. Data suggests that even though AI startups like OpenAI and Anthropic are hiring many people, this isn't offsetting the decline in hiring elsewhere. Employment for early-career software developers aged 22-25 has declined by nearly **20% from its peak in late 2022**, according to a Stanford study. ### Beyond Software Engineering It's not just software engineers feeling the pressure. The Stanford study estimated that entry-level hiring for **AI-exposed jobs declined 13%** relative to less-exposed jobs like nursing. Customer service and accounting jobs are also highly exposed to AI competition. In the Los Angeles region, another study estimated that close to **200,000 jobs are exposed** to AI automation. Around 40% of tasks done by call center workers, editors, and personal finance experts could be automated by AI, according to an AI Exposure Index. ### Industry Leaders Speak Out Many tech companies have been open about cutting back on hiring plans as AI allows them to do more programming with fewer people. Anthropic CEO Dario Amodei revealed that **70% to 90% of code** for some products at his company is written by their AI, Claude. He predicted that AI's capabilities will increase until close to **50% of all entry-level white-collar jobs** might be wiped out in five years. "We don't need the junior developers anymore," said Amr Awadallah, CEO of Vectara, a Palo Alto-based AI startup. "The AI now can code better than the average junior developer that comes out of the best schools out there." ### The Human Advantage To be sure, AI is still far from causing the extinction of software engineers. As AI handles structured, repetitive tasks, **human engineers' jobs are shifting toward oversight**. Today's AIs are powerful but "jagged," meaning they can excel at certain math problems yet still fail basic logic tests and aren't consistent. One study found that AI tools made experienced developers **19% slower at work**, as they spent more time reviewing code and fixing errors. ### Adapting to the New Reality Students should focus on learning how to **manage and check the work of AI** as well as gaining experience working with it, according to John David N. Dionisio, a computer science professor at LMU. Stanford students say they're finding a split in the job market: capable AI engineers can find jobs, but basic, old-school computer science jobs are disappearing. As they hit this surprise speed bump, some students are **lowering their standards** and joining companies they wouldn't have considered before. Some are creating their own startups. A large group of frustrated graduates are deciding to continue their studies to beef up their resumes and add more skills needed to compete with AI. "If you look at the enrollment numbers in the past two years, they've skyrocketed for people wanting to do a fifth-year master's," the Stanford graduate said. "It's a whole other year, a whole other cycle to do recruiting. I would say, half of my friends are still on campus doing their fifth-year master's." ### Success Stories and Future Outlook After four months of searching, LMU graduate Akgul finally landed a technical lead job at a software consultancy in Los Angeles. At her new job, she uses AI coding tools but feels like she has to do the work of three developers. Universities and students will have to **rethink their curricula and majors** to ensure that their four years of study prepare them for a world with AI. "That's been a dramatic reversal from three years ago, when all of my undergraduate mentees found great jobs at the companies around us," Stanford's Liphardt said. "That has changed."]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>ai</category> <category>techjobs</category> <category>careerchange</category> <category>futureofwork</category> <category>softwareengineering</category> <enclosure url="https://ca-times.brightspotcdn.com/dims4/default/a43388f/2147483647/strip/true/crop/4308x2262+0+229/resize/1200x630!/quality/75/?url=https%3A%2F%2Fcalifornia-times-brightspot.s3.amazonaws.com%2F87%2F14%2F97371a7c47ea96561036b1aa7d7f%2Fap23200653484306.jpg" length="0" type="image//dims4/default/a43388f/2147483647/strip/true/crop/4308x2262+0+229/resize/1200x630!/quality/75/"/> </item> <item> <title><![CDATA[AI Skills Are Now a Basic Expectation: Why Job Listings Are Dropping AI Mentions]]></title> <link>https://www.remoteitjobs.app/article/ai-skills-are-now-a-basic-expectation-why-job-listings-are-dropping-ai-mentions</link> <guid>ai-skills-are-now-a-basic-expectation-why-job-listings-are-dropping-ai-mentions</guid> <pubDate>Thu, 18 Dec 2025 13:15:15 GMT</pubDate> <description>< *You might not see mentions of AI in job listings as frequently, but most employers still want you to know how to use it. (Joe Raedle/Getty Images)* Even as **AI roles** increase, mentions of the technology in **job listings** are down. It's a sign that bosses already expect you to use the technology. ## The Shift in AI Expectations A new snapshot of job listings from career platform Ladders showed that, while the number of AI roles listed on the site has tripled since 2021, the share of postings mentioning AI has decreased. It's an indication that more employers are viewing technology as an **everyday skill** rather than as a differentiator, Marc Cenedella, founder and CEO of Ladders, told Business Insider. "It will be mentioned less and less in the same way that Microsoft Office isn't mentioned in job postings anymore," he said. Among about a dozen job categories Ladders reviewed, each saw a drop in postings that name-checked AI. For **design and UX roles**, AI mentions dropped from 56.7% of jobs in 2021 to 44.6% in 2025. Listings for **product management** positions registered a similar decrease. Even in **software engineering**, where the proliferation of coding agents has raised concerns that junior coders, in particular, will have a harder time finding work, AI references in job listings decreased from 53.5% to 45.8% in the four-year span. Mentions of AI in job listings could pick up again, Cenedella said, if specialized tools emerge in different industries, though he said that might not happen until sometime in 2026 or 2027. If that shift does come, it might mean that people in areas such as sales, pharmaceuticals, or semiconductors could need to demonstrate fluency with specific **AI applications or methods** for using the technology, Cenedella said. Employers could then start calling out those skills in job postings. ## AI Outside Technical Roles The overall drop in mentions of AI doesn't mean interest in the technology is fading, especially in certain areas. Ladders found that about 525,000 **leadership and executive roles** include AI references, up from 213,000 in 2021. All told, in 2025, the technology has been mentioned in 45% of executive postings on the site. Roles that aren't primarily technical — areas like **finance, ops, design, sales, and project management** — are seeing some of the fastest increases in AI skills adoption, Ladders found. One reason, Cenedella said, is because the technology is moving so fast. Overall, Ladders said that jobs specifically about AI, such as engineering roles, shot up on its site to 6.7 million in 2025 from 2.1 million in 2021. Regardless of whether a job posting mentions AI, a boss will likely want you to be able to use it, Agur Jõgi, chief technology officer at the software company Pipedrive, told Business Insider. "It's just like a ticket to the game," he said. ## Know Your Business Jõgi said that you need to understand how **AI is transforming your field** and how it's affecting your job. "That enables you to move as fast as the rest of the industry is moving," Jõgi said. By knowing how others in your line of work are using AI, he said, you can then develop similar skills. Jõgi said that if you're a holdout who's resisting using the technology, it could mean you're in for longer days if you want to keep up with colleagues who are going all in. Eventually, as more people embrace AI, the early adopters who juiced their **workplace productivity through AI** will see that advantage fade, he said. To maintain it, Jõgi said, these go-getters will need to develop a fresh advantage. "To beat the competition, you need to do something smarter, or you need to do slightly more," he said.]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>ai</category> <category>career</category> <category>jobmarket</category> <category>skills</category> <category>productivity</category> <enclosure url="https://i.insider.com/69418e11832e0ef1ead64ce8?width=1200&format=jpeg" length="0" type="image//69418e11832e0ef1ead64ce8"/> </item> <item> <title><![CDATA[US Job Market in Crisis: Unemployment Hits 4.6% as AI and Shutdowns Wreak Havoc]]></title> <link>https://www.remoteitjobs.app/article/us-job-market-in-crisis-unemployment-hits-46-as-ai-and-shutdowns-wreak-havoc</link> <guid>us-job-market-in-crisis-unemployment-hits-46-as-ai-and-shutdowns-wreak-havoc</guid> <pubDate>Tue, 16 Dec 2025 20:15:15 GMT</pubDate> <description>< *"Many contacts noted that even modest deployments of AI would enable them to not refill some jobs or to skip a recruiting class of entry-level workers,"* the Philadelphia Fed reported. Major companies like **Amazon and Verizon** have cited AI as a factor in their massive layoff announcements this year. ### Government Shutdown Fallout The longest-ever federal shutdown created unprecedented challenges for data collection and economic reporting. Statistical agencies went dark during this period, leading to **delayed and incomplete employment data** that has made it difficult to assess the true state of the labor market. ### Sector-by-Sector Breakdown Job growth has been **concentrated almost entirely in healthcare**, an industry that continues hiring due to America's aging population. Meanwhile, most other sectors are either flatlining or laying workers off. The manufacturing and trucking industries have been particularly hard hit, affecting traditional blue-collar employment opportunities. ### Impact on Young Workers The employment prospects for young workers remain grim, with the unemployment rate for **16-to-24 year olds rising to 10.6%** – the highest since 2021. For high school graduates trying to enter the workforce, the situation is even more challenging, with the unemployment rate for 16-to-19 year olds climbing to **16.3%** in November. ### Wage Growth Slows Dramatically Americans' average hourly earnings grew at an annual rate of **just 3.5% in November**, the slowest pace in over four years. This narrowing gap between wage growth and inflation means workers are seeing less real income growth, contributing to affordability concerns across the economy. ### Federal Reserve Response The Federal Reserve has been actively trying to preserve labor market strength through **three consecutive rate cuts** this year. Fed Chair Jerome Powell has emphasized that higher real compensation is needed for people to start feeling good about affordability issues, but the central bank faces challenges in stimulating job growth while controlling inflation. ### Market Reactions and Economic Outlook Wall Street reacted negatively to the jobs data, with stocks sliding as investors digested the troubling employment figures. The US economy is now on track for its **worst year of job growth since 2020**, with an average of just 55,455 jobs added per month through November. Economists warn that the job market may be "officially turning frigid after a prolonged cooling period," with the nation adding a mere 100,000 jobs in the past six months. The combination of AI disruption, government policy impacts, and economic uncertainty creates a challenging environment for workers across all sectors.]]></description> <author>contact@remoteitjobs.app (RemoteITJobs.app)</author> <category>jobmarket</category> <category>unemployment</category> <category>artificialintelligence</category> <category>economy</category> <category>career</category> <enclosure url="https://media.cnn.com/api/v1/images/stellar/prod/2025-12-11t185424z-1778523599-rc2heiauotjf-rtrmadp-3-usa-trump.JPG?c=original&q=w_1280,c_fill/f_avif" length="0" type="image/JPG"/> </item> </channel> </rss>