Jobgether

Remote hiring leaders – November 2025 Yesterday, we published our newsletter analyzing remote hiring patterns based on the companies that posted the most remote jobs in November. Today, we’re spotlighting the TOP10. Largest remote employers - November 2025 : - Humana > Major US health insurance and healthcare services 🇺🇸 - Medtronic > A global healthcare technology leader 🇺🇸 - Concentrix > global technology and services leader 🇺🇸 - General Dynamics Information Technology > global technology services 🇺🇸 - Raytheon > creates next-generation defense solutions 🇺🇸 - Centene Corporation > leading healthcare enterprise 🇺🇸 - Neurocrine Biosciences > biopharmaceutical company (neuroscience) 🇺🇸 - NVIDIA > Global full-stack computing company 🇺🇸 - CrowdStrike > a global cybersecurity leader 🇺🇸 - CI&T > global partner in tech-integrated business solutions 🇺🇸 All of these companies published far more remote roles than the rest of the market during the month. A few things already stand out: 👉 These are large, established employers. 👉 They operate across healthcare, defense, tech, cybersecurity, and services Remote hiring spans both high-skill roles (engineering, analytics, security) and high-volume roles (support, sales) And one final observation is hard to ignore: 👉 Every company on this list is 🇺🇸 based, and 70% of their roles are only available for US residents. Remote work is being led by the US (and by far)...

Our new Remote Hiring Newsletter is out. This edition looks at the 15 companies that published the most remote jobs in November 2025. The main insight is clear: The United States is driving remote hiring, even in traditional industries. Healthcare groups, automotive services, financial institutions, BPOs, cybersecurity firms, and defense contractors all posted large volumes of remote roles last month. These are not small tech startups. These are major employers hiring engineers, analysts, clinical staff, support teams, project managers, and sales roles >> all remotely. This shows a shift in how US companies operate: remote work is becoming (more and more) a standard hiring channel, not an exception (when looking for specific skills). Europe, on the other hand, is moving much more slowly. European employers still publish far fewer remote positions. Even when European companies operate globally, their remote hiring volumes remain (really) modest compared to the US. The gap is now visible: US companies use remote work to access global (skilled) talent. Europe keeps hiring mostly on-site. Remote work is becoming part of how large organizations structure their teams and reach new talent pools. If this trend continues, US employers will become increasingly attractive to remote-skilled professionals, while Europe risks slipping further behind in the global competition for talent.

Our last Remote Work Barometer for 2025 is live. Over the past months, we analyzed tens of thousands of job postings across our platform and the largest remote-work platforms worldwide. The result is one of the most detailed snapshots of the remote-work economy going into 2026. Here’s what we found: 1. Fully remote roles have dropped sharply The share of 100 percent remote jobs decreased by around 30% in 12 months, and by over 50% since the peak years. 2. Competition has exploded Remote jobs now receive 6x (even up to 10x for remote from anywhere jobs) more applicants than hybrid roles. 3. AI has changed the job market Generative AI tools are driving mass-application behavior. Companies now receive hundreds of applications within hours (35% are AI Generated), creating more noise and making it harder for qualified candidates to stand out. 4. Companies are becoming more selective Remote workplaces value autonomy, communication, async collaboration skills, and self-management more than ever. 5. Remote work is becoming a premium category Fewer roles, more and more demanding with really specific skills, higher competition, stronger filtering. 👉 Read the full Remote Work Barometer 2025: https://lnkd.in/empaduDb

The report is out: How to prepare for the future of work in 2050 All week, I’ve been sharing insights from our research on the future of work: • the great decoupling between growth and jobs • why companies become more valuable with fewer people • the end of the linear career • the new reality our children will step into Today, we’re releasing the full report. And we’ve also published a long-form summary in our latest newsletter. Inside, we explore: • the economic forces reshaping work • the rise of lean, AI-powered companies • the shift toward portfolio careers and multi-income lives • the financial and psychological risks this creates for households And we close with 8 concrete strategies to build resilience, for ourselves and the next generation. This isn’t another prediction exercise about “which jobs will disappear.” It’s a framework for understanding the new paradigm, and acting on it.

Preparing future generations for the world of work in 2050 If careers are becoming fluid, unstable, and portfolio-based, we can’t prepare our children with a 1980s playbook. Yet today, schools, universities, and most of us are still operating with that old playbook. They will soon enter a world of work where: >> AI and automation are everywhere >> flexibility is the norm >> income can be irregular >> skills become obsolete in a few years >> reinvention is part of the job description So the real question is: what should we teach them? From our work on the report we’re releasing tomorrow, three priorities emerge: 1️⃣ Mindset over script Not “find one safe job and hold onto it,” but: “learn how to keep learning, adapting, and restarting when needed.” They will pivot several times, sometimes into completely different fields. This is something we never saw in the 80s, when careers were mostly linear and stable. Curiosity, resilience, adaptability, initiative, these are future survival skills. 2️⃣ Human skills + tech literacy Yes, they must be comfortable with technology and AI. But what truly endures are human capabilities: critical thinking, creativity, collaboration, collective intelligence, communication, empathy, care, leadership. New jobs will emerge every day. At the same time, we will face a growing disconnect between job openings and unemployed job seekers. Both numbers will rise, yet they won’t match, because the people looking for jobs won’t have the skills companies need. This trend will accelerate in the next decade. Which is why pivoting will become an essential life skill. 3️⃣ Robustness, not just success We must teach them that careers will pivot, income will fluctuate, and real stability comes from: savings, options, freedom, portable skills that work across roles and industries. In the previous model, it was common to take on a big mortgage and spend nearly 100% of one’s income, because the next paycheck was guaranteed. That world is disappearing. With irregular careers, the mindset of “I spend what I earn” becomes dangerous. Future generations will need a more robust model: forecasting tougher cycles, accepting variable income, and keeping spending below a safe threshold, for example, 70% of average income. We can’t promise them stability. But we can teach them to navigate instability with confidence. 👉 Tomorrow: we will release the full report, including the 8 core strategies we recommend for building resilient careers and resilient households in this new paradigm.

The quiet death of the linear career If companies can grow faster with fewer people, the old career model collapses in the background. The “study → get a job → climb the ladder → retire” story was built for a world where: << companies grew by hiring more people << skills stayed relevant for decades << job stability was the norm, not the exception That world is disappearing. In our report (that we will display on Friday), we see a different pattern emerging for 2050: >> Portfolio careers: multiple roles, projects, and clients instead of a single employer >> Shorter tenures: 18–36 months in a role becomes standard >> Faster skill decay: many skills have a half-life of 5 years or less >> Identity shift: from “I am my job title” to “I manage a portfolio of skills and income streams” This isn’t just a lifestyle choice. It’s a rational response to a system where companies optimise for flexibility and efficiency. For workers, it means: - depending on one employer becomes risky - diversifying skills and income becomes a necessity - career security comes from adaptability, not seniority 👉 Tomorrow: Insight #3 – How do we prepare the next generation for this world? The mindsets, skills, and financial habits our children will need in 2050.

Why companies doing well are no longer hiring? Yesterday we shared the data: the S&P 500 is booming, job openings are collapsing, and this trend was confirmed closing the month of nov 25. So here’s the real question: If companies are doing so well… why aren’t they hiring? Something fundamental has changed in how companies think about success. For decades, leaders bragged about headcount: “I manage a team of 1,000 people.” Today, the prestige has flipped completely. Founders now brag about something else: “We do $100M with 40 people” “We stay small, we stay fast” “We automate what others hire for” Hiring big teams is no longer a sign of success. In many cases, it’s seen as a sign of inefficiency. Why? 1. AI made “human scaling” optional: Companies can now do 3–5× more with the same team. AI handles tasks once spread across entire departments. The question inside companies is now: “Can we automate this?” not “Who should we hire to do this?” 2. Headcount = Liability A full-time employee is a fixed cost. In uncertain markets, fixed costs = risk. Founders/entrepreneurs prefer contractors, partners, and automation, not permanent commitments. 3. Investors (and shareholders) reward efficiency, not size In the 2010–2021 era, headcount signaled growth. In 2024–2025, headcount signals bloat. Investors ask: “Why do you need 80 people with this tech stack?” The pressure to stay lean is enormous. 4. Founders are traumatized by past overhiring The layoffs of 2022–2023 left deep scars. Overhiring became the villain. Many startup/scaleup founders quietly adopted one rule: Never hire ahead of need again. 5. Big teams slow companies down Larger teams = more meetings, more coordination, more friction. In an AI-first world, speed is a competitive advantage. Lean teams move faster. Speed wins. So what does this mean for job seekers? It explains why even strong, experienced professionals feel the market tightening. Companies are growing, but they simply don’t need as many people to sustain that growth. This is the new paradigm: Economic value can scale without scaling headcount. And this shift is exactly what is reshaping careers, expectations, and opportunities. 👉 Tomorrow: Insight #2 - If companies are hiring less (today), what happens to our careers?

The real question about the future of work isn’t “Will AI take jobs?”. It’s something far more personal: How do we prepare ourselves (and our children) for a world where stability is no longer guaranteed? Because something unprecedented is happening, and the data is impossible to ignore. Since 1st of Jan 2023 to end of Nov. 2025: 📈 The S&P 500 has risen more than 70%. 📉 US job openings have dropped by nearly 30%. A booming stock market. A shrinking labor market. This combination has never occurred at this scale. It is the clearest signal yet that economic growth and job creation are drifting apart. AI is accelerating this shift and fundamentally reshaping the relationship between work, income, and identity. Most people sense that something is changing. And you can see it clearly in the way job seekers are struggling right now, people with strong experience, solid skills, and good careers suddenly facing months of silence, fewer opportunities, and unprecedented competition. What they’re experiencing isn’t personal, it's structural. Few understand how deep the transformation goes, or what it means for the next generation. Over the past months, we’ve drafted a comprehensive report answering two essential questions: WHY the structure of work is fundamentally shifting, and HOW individuals can build resilience in this new paradigm. This week, we’ll share key insights from the report, leading to its official release this Friday. Because if we don’t prepare now, the transition will be painful. But if we do, the future can become far more empowering than we imagine. Tomorrow: Why companies are becoming more valuable with fewer people.

🌍 COP30 shows once again how far we still are from real climate commitment. And it should concern all of us. The final text coming out of Belém avoids the hard decisions. No collective phase-out of fossil fuels. No binding roadmap for the transition. We are applauding progress while the planet keeps warming. At Jobgether, we are not policymakers, but we are part of the system. And we believe companies can choose to do better even when institutions hesitate. One simple truth: remote and flexible work is part of the climate solution. Not because it’s trendy, but because moving fewer people every day reduces emissions at scale. Commuting, unnecessary office heating and cooling, business travel, traffic… the impact is measurable. We believe the future of work must give people the freedom to choose. >> To come to an office when it makes sense. >> To work from home when it doesn’t. >> To stop wasting hours and energy moving simply because “that’s how it’s always been done.” Remote is not a perk. Remote is infrastructure. Remote is climate policy, even if it isn’t called that yet. Our commitment : We will keep building a platform where talent can work from anywhere, and where companies can operate without forcing outdated commuting patterns. If governments won’t accelerate the transition, we still can. #COP30 #FutureOfWork #ClimateAction #RemoteWork #Jobgether

The way we hire is changing. AI is no longer a trend, it’s transforming every step of recruitment, from sourcing to interviews. But as automation accelerates, one truth stands out: human connection has never mattered more. In this edition of the Jobgether Newsletter, we explore how global hiring is evolving through six major shifts shaping the #futureofwork 👇 1️⃣ Recruiters are overwhelmed by data. AI tools now deliver huge amounts of information, but not always the insight or clarity recruiters need to make good decisions. 2️⃣ Bias still hides in global remote hiring. Even when jobs are labeled “remote from anywhere,” algorithms often favor candidates from certain regions or backgrounds. 3️⃣ Hiring is shifting from résumés to real skills. Employers are focusing less on degrees or job titles and more on the actual skills people bring to the table. 4️⃣ Human touch is making a comeback. The best companies mix AI automation with empathy, using technology to save time, not to remove people from the process. 5️⃣ Job seekers are getting smarter with AI. Professionals are learning to use AI tools to understand how they match job offers, highlight their strengths, and improve their visibility. 6️⃣ The future is transparent and borderless. Next-generation AI systems will explain how they make decisions, and open up fair access to jobs across countries and regions. “The future of recruitment isn’t about replacing humans... it’s about empowering them through smarter, fairer AI.” 📬 Read the new Jobgether Newsletter