<?xml version="1.0" encoding="utf-8"?> <rss version="2.0"> <channel> <title>RemoteJobsHub.app | Latest Remote Jobs &amp; Work-From-Home Insights</title> <link>https://remotejobshub.app</link> <description>Discover top remote job opportunities across various categories at Remote Jobs Hub. Stay informed with the latest news and articles on remote working trends, tips, and best practices. Your one-stop destination for finding your ideal remote career and mastering the work-from-home lifestyle.</description> <lastBuildDate>Wed, 07 Jan 2026 17:34:59 GMT</lastBuildDate> <docs>https://validator.w3.org/feed/docs/rss2.html</docs> <generator>https://github.com/jpmonette/feed</generator> <language>en</language> <image> <title>RemoteJobsHub.app | Latest Remote Jobs &amp; Work-From-Home Insights</title> <url>https://remotejobshub.app/images/logo-512.png</url> <link>https://remotejobshub.app</link> </image> <copyright>All rights reserved 2024, RemoteJobsHub.app</copyright> <category>Bitcoin News</category> <item> <title><![CDATA[The Remote Work Divide: How Freelancers and Contractors Are Navigating the New Two-Tier Talent War]]></title> <link>https://remotejobshub.app/article/the-remote-work-divide-how-freelancers-and-contractors-are-navigating-the-new-two-tier-talent-war</link> <guid>the-remote-work-divide-how-freelancers-and-contractors-are-navigating-the-new-two-tier-talent-war</guid> <pubDate>Sun, 04 Jan 2026 15:00:24 GMT</pubDate> <description><![CDATA[## The End of Universal Remote Work According to recent reports from global recruitment firm **Randstad**, the era of universal remote work is ending. In its place, a **talent hierarchy** is emerging where only the most elite hires—often dubbed **“special” or “senior” talent**—retain the right to work from home. For the millions of freelancers and contractors who built their careers on the promise of geographic freedom, this development raises critical questions, both legal and professional. ## The Rise of the “Special” Worker In an interview, Randstad’s Sander van ‘t Noordende made it clear that **100% remote work is no longer a standard right**. Instead, it has become a high-value perk reserved for those with **“very special technology skills”** or proven seniority. This creates a **two-tier workforce**. On one side are the essential office-bound employees; on the other are the super-talented few who can dictate their own terms. For contractors, this means the ability to work from home may no longer be a default perk, but instead a **hard-fought negotiation**. ## The Disguised Employment Trap As companies push for a **Return to Office (RTO)**, they are walking into a legal minefield regarding **disguised employment**. In the UK, this is governed by **IR35 legislation**, while the US uses the **IRS Common Law Rules**. The logic is if a company treats a freelancer like an employee, they must pay them like an employee. Legally, the **control test** is the measure of a contractor’s status. If a firm mandates that a contractor must work from a specific desk, during specific hours, using specific company equipment, they are exercising **“employer-like” control**. By forcing freelancers back to the office to match internal staff, companies risk being hit with massive bills for unpaid National Insurance, pension contributions, and holiday pay. ## Fixed-Term Contracts vs. True Freelancing A separate **Randstad insights report** suggests a growing divide in how contingent workers are treated compared to office senior-level professionals. **Fixed-term contractors**: These workers are increasingly being integrated into the office culture. If the permanent staff is in the office three days a week, the fixed-term contractor is usually expected to do the same. **Independent freelancers**: Those working on a **Statement of Work (SOW)** basis have more protection. Because their contract is based on a deliverable (e.g., a finished website or a marketing report) rather than hours sat at a desk, they can more easily justify working remotely. ## The Leverage Gap The **Staffing Industry Analysts (SIA)** have noted that while companies want people back in the office, the **“skills gap”** prevents them from being too strict. If you are a freelancer with niche expertise in, for example, **AI, cybersecurity, or high-level legal consulting**, you still hold the cards. However, for commodity roles, such as general administration, basic data entry, or entry-level creative work, the freedom to work from home is evaporating. These workers are being caught in the worst of both worlds: they have the **job insecurity of a freelancer** but the **rigid schedule of a salaried office worker**. ## A Legal Red Flag for Businesses? For businesses, Randstad findings should serve as a warning. Implementing a blanket **“office-only” policy** that includes contractors can backfire. If a tax authority finds that a contractor’s working conditions are identical to those of a “special” senior employee, the **“freelance” label will be stripped away**. The result? The company could be liable for years of **back-dated benefits**. For the freelancer, it could mean an unexpected tax bill if they are found to be **“inside IR35”** or its international equivalents. - **Is your role disguised?** - **Who decides my location?** If it’s purely the client, you are under “control.” - **Can I send a substitute?** If the work must be done by you personally, you look like an employee. - **Am I “part of the furniture”?** If you have a company email and attend all-staff meetings, the legal line is blurring. If working remotely is paramount to your personal circumstances, then as a contractor, you may want to write a request to the recruitment agency or the hiring company, outlining your reasons and the mutual benefits.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>freelancing</category> <category>remote-work</category> <category>contractors</category> <category>ir35</category> <category>rto</category> <enclosure url="https://www.freelanceinformer.com/wp-content/uploads/2026/01/back-to-office-e1767507163995.jpeg" length="0" type="image/jpeg"/> </item> <item> <title><![CDATA[Trump Administration Tightens Remote Work Rules for Federal Employees: What It Means for Government Workers]]></title> <link>https://remotejobshub.app/article/trump-administration-tightens-remote-work-rules-for-federal-employees-what-it-means-for-government-workers</link> <guid>trump-administration-tightens-remote-work-rules-for-federal-employees-what-it-means-for-government-workers</guid> <pubDate>Sat, 03 Jan 2026 10:00:25 GMT</pubDate> <description><![CDATA[## New Federal Remote Work Guidance Issued The Trump administration has released new guidance on remote work for federal employees, instructing agencies to create policies that ensure government workers are in their offices **as much as possible**. This directive comes from the U.S. Office of Personnel Management (OPM), which issued the resource to guide federal agencies in their remote work policies. ### Key Details of the Guidance According to the guidance, federal agencies are now required to develop and implement policies that prioritize in-office presence. The OPM's resource emphasizes that remote work should be limited, with the goal of having government workers physically present in their offices to the greatest extent feasible. ### Implications for Federal Employees This move represents a significant shift in the federal government's approach to remote work, potentially impacting thousands of government employees across various agencies. The guidance suggests a return to more traditional office-based work arrangements, which could affect work-life balance, commuting patterns, and overall job satisfaction for federal workers. ### Agency Responsibilities Federal agencies must now review and potentially revise their existing remote work policies to align with this new guidance. This process may involve consultations with employee representatives, unions, and other stakeholders to ensure compliance while addressing workforce needs. ### Context and Timing The guidance was issued amid ongoing discussions about the future of work in the public sector, particularly following the widespread adoption of remote work during the COVID-19 pandemic. This directive signals a preference for in-person collaboration and oversight within federal government operations.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>federal</category> <category>government</category> <category>policy</category> <category>office</category> <category>guidance</category> <enclosure url="https://www.law360.com/images/law360-stacked.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[The Rise of Empowered Non-Compliers: Why Top Talent Is Defying Return-to-Office Mandates]]></title> <link>https://remotejobshub.app/article/the-rise-of-empowered-non-compliers-why-top-talent-is-defying-return-to-office-mandates</link> <guid>the-rise-of-empowered-non-compliers-why-top-talent-is-defying-return-to-office-mandates</guid> <pubDate>Sat, 03 Jan 2026 15:00:26 GMT</pubDate> <description>< ## Who Are the Non-Compliers? The JLL Workforce Preference Barometer 2025, which surveyed 8,700 office workers globally, paints a vivid demographic profile. Unlike "compliers," who tend to be older and value stability, the empowered non-complier is typically younger—often between 30 and 34 years old. They are frequently found in the tech sector, particularly in North America, and often hold managerial roles. **Strikingly, they tend to work at companies offering more perks**, such as high-quality offices, childcare, concierge services, free meals, and wellbeing programs. For these workers, non-compliance is often driven by personal constraints rather than a dislike of the office itself. Many are caregivers who feel their time constraints are "poorly understood and supported at work," and commuting is a major factor, too. High performers, with a skill set to navigate job changes, are a higher flight risk because they know they're valuable on the open market. "Their non-compliance is less a rejection than a calculated decision based on their sense of empowerment," JLL concludes. The report notes that while compliance with mandates is as high as 90% in France and Italy, it drops to 74% in the U.S., where this "empowered" demographic is concentrated. ## The Broken Psychological Contract The rise of the non-complier signals a broader fracture in the **psychological contract** between employer and employee. The report highlights that burnout has become a serious threat to operations, with nearly 40% of global office workers feeling overwhelmed. When this implicit contract of being valued is broken, the relationship becomes transactional. Employees stop seeking engagement and start seeking compensation, demanding increased commuting stipends or strictly flexible hours. If the office experience feels "commute-worthy"—offering better technology and amenities than home—acceptance of policies rises. However, almost 40% of global respondents believe their office experience needs improvement, citing issues ranging from noise to a lack of nutritious food. Two management professors, Peter Cappelli and Ranya Nehmeh, told Fortune in October that they had found a similarly broken contract while researching their recent book on remote work, *In Praise of the Office*. Nehmeh said they found Gen Z's behavior in the workplace showed signs of a broken contract between worker and management, as it's a "very transactional" attitude, which she described as "I show up, I do my job, I get out. I don't want to be part of anything else." Both Cappelli and Nehmeh recommended ending remote work, ironically, because of Gen Z, who are lacking a specific type of mentorship at a crucial point in their careers. Cappelli described the dynamic as "fine for me … but bad for everyone else." His findings aligned with JLL's finding that the empowered non-complier, precisely the sort of high-performing colleague who would be an excellent mentor, that young workers could learn from, are probably not in the office that much themselves. Ultimately, the empowered non-complier is signaling a shift in what **flexibility** means. It is no longer just about *where* work happens, but *when*. Work-life balance has overtaken salary as the top priority for employees globally, cited by 65% of office workers. The report suggests that successful organizations will stop relying on blanket mandates and instead "personalize the approach." For the empowered non-complier, retention hinges on autonomy, and JLL recommends that employers move beyond counting days in the office and focus on "management of time over place," recognizing that for this valuable cohort, flexibility is the new currency of loyalty. But as Cappelli told Fortune in October, this won't be an easy thing, because the problems with remote work are really reflective of wider failures on the part of managers. "Management's just gotten worse," he said. Commenting on his finding that remote work has resulted in so many meetings that managers are holding post-meeting meetings to make sure the message got through, he added: "It's a mess. Those things could be fixed, right? But they're not being fixed."]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>noncompliers</category> <category>remotework</category> <category>flexibility</category> <category>worklifebalance</category> <category>management</category> <enclosure url="https://fortune.com/img-assets/wp-content/uploads/2025/12/GettyImages-2149119618-e1767199646637.jpg?resize=1200,600" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Unlock a Remote Career in Climate Action: Program Assistant Role at Surge Africa]]></title> <link>https://remotejobshub.app/article/unlock-a-remote-career-in-climate-action-program-assistant-role-at-surge-africa</link> <guid>unlock-a-remote-career-in-climate-action-program-assistant-role-at-surge-africa</guid> <pubDate>Wed, 31 Dec 2025 10:00:24 GMT</pubDate> <description>< ## About Surge Africa **Surge Africa** is a mission-driven organization dedicated to strengthening climate-focused initiatives across Africa through **storytelling, research, and youth-led programs**. By supporting climate awareness, capacity building, and impactful engagement, it plays a crucial role in amplifying African climate narratives. ## Job Opportunity: Program Assistant Surge Africa is seeking a **Program Assistant** to provide operational, programmatic, and administrative support to its remote team. This is a **permanent, fully remote position based in Nigeria**, with an **immediate start date**. The application deadline is **10 January 2026**. ### Role Overview The Program Assistant plays a key role in supporting Surge Africa’s programs and day-to-day operations. This position focuses on **program coordination and delivery**, while also providing administrative and human resources support. The successful candidate will contribute to smooth organizational activities by supporting planning, documentation, communication, and coordination across teams. ### Key Responsibilities #### Program and Operational Support - Assist in organizing and coordinating programs and activities aligned with Surge Africa’s mission and strategic goals. - Support continuous improvement of program evaluation, delivery processes, and methodologies. - Assist in managing budgets for both routine and special events. - Provide logistical support for in-person and virtual engagements. #### Documentation and Knowledge Management - Prepare, format, and edit documents, including reports, proposals, and slide presentations. - Develop and maintain efficient digital filing systems for team use. - Support the processing of applications and proposals, including maintaining tracking systems for submissions and responses. - Coordinate translation, proofreading, and editing of documents when required. #### Administrative and Coordination Support - Maintain shared calendars and send reminders for meetings and key deadlines. - Organize regular team meetings, conference calls, and virtual meetings. - Prepare meeting agendas and supporting documents. - Attend staff meetings and take accurate meeting minutes in coordination with the Program team. - Make reservations and arrangements for off-site meetings and organizational events. - Relay internal communications and emails to relevant staff. #### Human Resources and Finance Support - Assist with hiring-related administrative tasks. - Support the orientation of new employees by preparing onboarding documents and materials. - Assist with payroll management and expense tracking. - Provide general administrative support to HR-related processes as required. #### Additional Responsibilities - Perform other related duties as assigned by team members. - Provide flexible support across departments in response to evolving organizational needs. ### Skills and Qualifications Candidates should demonstrate the following qualifications and competencies: #### Professional Experience - Minimum of **three years’ experience** in program support, administration, or human resources. - Experience supporting both in-person and virtual programs or events. #### Technical and Organizational Skills - Strong competency in digital tools, software, and virtual workspaces. - Ability to manage multiple tasks simultaneously while meeting deadlines. - Strong organizational and documentation skills. #### Interpersonal and Communication Skills - Clear, polite, and effective written and verbal communication skills. - Strong interpersonal skills with the ability to collaborate across teams. - Excellent time management and prioritization abilities. #### Additional Requirements - Ability to work independently while contributing effectively to a remote team. - Strong attention to detail and problem-solving skills. - Demonstrated understanding of climate change and its broader social and environmental landscape. ### Work Arrangement - **Employment Type:** Permanent - **Location:** Fully remote (Nigeria-based) - **Start Date:** Immediate This role offers an opportunity to work within a flexible, mission-oriented environment focused on **climate action, storytelling, and youth engagement** across Africa. ### Application Process Interested candidates are required to complete the official application form to be considered for the position. Only shortlisted candidates will be contacted for interviews. Applicants are encouraged to submit their applications early, as the role will be filled once a suitable candidate is identified. ### About Surge Africa Surge Africa operates initiatives such as SurgeX Media, Climate Reporting Gap, Youth Climate Collective, and Climate Story Lab Lagos. It is committed to building inclusive, impactful programs that drive meaningful change in climate communication and youth leadership. [VISIT OFFICIAL WEBSITE TO APPLY](https://www.surgeafrica.org/careers/program-assistant) **Disclaimer:** Global South Opportunities (GSO) is not the seeking organization. For any inquiries, please contact Surge Africa directly.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>remotejob</category> <category>climateaction</category> <category>africa</category> <category>programassistant</category> <category>hiring</category> <enclosure url="https://i0.wp.com/www.globalsouthopportunities.com/wp-content/uploads/2025/12/Surge-Africa.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Will AI Replace Your Remote Job? Google DeepMind Co-Founder's Shocking Prediction]]></title> <link>https://remotejobshub.app/article/will-ai-replace-your-remote-job-google-deepmind-co-founders-shocking-prediction</link> <guid>will-ai-replace-your-remote-job-google-deepmind-co-founders-shocking-prediction</guid> <pubDate>Wed, 31 Dec 2025 15:00:38 GMT</pubDate> <description><![CDATA[# The Future of Remote Work: AI's Impact on Computer-Based Jobs **The comfort of work-from-home (WFH) or remote jobs could soon be disrupted by artificial intelligence (AI)**, according to Shane Legg, chief artificial general intelligence (AGI) scientist and co-founder of Google DeepMind. Speaking with British Professor Hannah Fry, Legg outlined a **thumb rule** that suggests many remote, computer-based roles could be taken over by AI, potentially ending many WFH positions. ## How AI Could Transform Remote Work Legg explained: **"If you can do the job remotely over the internet, just using a laptop, then it's probably very much cognitive work. If you're in that category, I think that advanced AI will be able to operate in that space to some extent."** He added that companies may soon realize that **AI can deliver results equal to or better than human teams**, prompting rapid downsizing of remote workforces. ## Specific Examples of AI Disruption Legg gave **software engineering** as a prime example of a role that could be partially replaced by AI. He predicted that teams of 100 developers could shrink to just 20, with **AI handling most of the workload**. **"In a few years, where prior you needed 100 software engineers, maybe you need 20, and those 20 use advanced AI tools,"** he said. ## Which Remote Jobs Might Survive? However, Legg noted that some cognitive roles where a **"human aspect"** is involved could be protected from these disruptions. **"Let's say you are an influencer, and you work remotely. The fact that you are a particular person with a particular personality and people know the person behind the job, then that may be valuable in many cases,"** Legg explained. ## The Potential Benefits and Challenges Despite the potential disruption, Legg also suggested that **AI could unlock a 'real golden age' of productivity**. Machines could take over repetitive tasks, freeing humans for more meaningful work. However, he cautioned that **society will face a major challenge in ensuring displaced workers are supported** and that the benefits of AI are shared fairly across the workforce.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>ai</category> <category>remotework</category> <category>futureofwork</category> <category>automation</category> <category>productivity</category> <enclosure url="https://bsmedia.business-standard.com/_media/bs/img/article/2025-12/31/full/1767184389-881.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[Discover 15 High-Paying Remote Jobs That Earn $60,000+ Annually]]></title> <link>https://remotejobshub.app/article/discover-15-high-paying-remote-jobs-that-earn-60-000-annually</link> <guid>discover-15-high-paying-remote-jobs-that-earn-60-000-annually</guid> <pubDate>Sat, 27 Dec 2025 15:00:26 GMT</pubDate> <description><![CDATA[If you're tired of the daily office grind, a remote job could be your perfect solution. Today, numerous positions allow you to work from home, in nature, or even while traveling the world. Explore these lucrative opportunities that not only offer flexibility but also pay enough to help you **achieve financial stability** and move beyond living paycheck to paycheck. **Editor's note:** All salary figures are sourced from the U.S. Bureau of Labor Statistics (BLS). ## 1. Information Security Analyst **Median annual salary: $124,910** Information security analysts design and implement security measures to protect computer systems for businesses and organizations. This role offers high earnings, though it may require being on call outside regular hours. ## 2. Video Editor **Median annual salary: $70,570** Video editors transform raw footage into compelling content that communicates messages to audiences. Many work as freelancers, finding clients and editing videos remotely for increased income. ## 3. Psychologist **Median annual salary: $94,310** Psychologists study human behavior and brain function through interviews, surveys, and observations. They often work remotely, conducting research or providing telehealth services. ## 4. Construction Manager **Median annual salary: $106,980** Construction managers oversee projects remotely, planning, coordinating, and budgeting to ensure sites stay on track. This role combines fieldwork with remote management. ## 5. Writer **Median annual salary: $72,270** Writers create content for various media, including articles, blogs, and social media. They can work from home for companies or as freelancers, offering flexibility and good pay. ## 6. Registered Nurse **Median annual salary: $93,600** Nurses provide patient care in diverse settings, with opportunities in traveling roles or telehealth. These positions allow for remote work and competitive salaries. ## 7. Information Systems Manager **Median annual salary: $171,200** Information systems managers plan and coordinate computer-related activities, often visiting multiple sites. This role is ideal for those who enjoy variety and remote coordination. ## 8. Web Developer **Median annual salary: $95,380** Web developers design and maintain websites, testing user experiences to ensure functionality. They can work remotely for companies or as freelancers. ## 9. Data Scientist **Median annual salary: $112,590** Data scientists analyze data to uncover insights, creating charts and presentations. This job can be done remotely while serving clients or a single organization. ## 10. Physical Therapist **Median annual salary: $101,020** Physical therapists assist patients with movement and pain management, often traveling to homes or providing remote care plans. ## 11. Industrial Product Manager **Median annual salary: $121,440** Industrial product managers ensure smooth operations in manufacturing plants, with remote work possible during planning and strategy phases. ## 12. Speech-Language Pathologist **Median annual salary: $95,410** Speech-language pathologists help patients with speech or swallowing issues, offering services in various settings or via telehealth from home. ## 13. Real Estate Broker **Median annual salary: $58,960** Real estate brokers assist clients with buying, selling, or renting properties, working remotely to show homes. Note that earnings can exceed the median through commissions. ## 14. Computer Programmer **Median annual salary: $98,670** Computer programmers write code for systems and applications, often working from home for companies or as freelancers. ## 15. Personal Financial Advisor **Median annual salary: $102,140** Personal financial advisors help clients build wealth by providing savings and investment advice, typically working remotely. Remote jobs offer a fantastic alternative to traditional office roles, providing financial preparation opportunities and eliminating daily commutes. Embrace the flexibility and earning potential of these high-paying positions.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>remotejobs</category> <category>highpaying</category> <category>career</category> <category>flexibility</category> <category>telehealth</category> <enclosure url="https://media.zenfs.com/en/aol_financebuzz_844/253d6dac07f8a21eee364b841fa31454" length="0" type="image//en/aol_financebuzz_844/253d6dac07f8a21eee364b841fa31454"/> </item> <item> <title><![CDATA[AI's Laptop Test: Will Your Remote Job Survive the Next Decade?]]></title> <link>https://remotejobshub.app/article/ais-laptop-test-will-your-remote-job-survive-the-next-decade</link> <guid>ais-laptop-test-will-your-remote-job-survive-the-next-decade</guid> <pubDate>Fri, 26 Dec 2025 15:00:27 GMT</pubDate> <description><![CDATA[## The Laptop Test: Why Most Remote Jobs Could Disappear Within 10 Years Shane Legg, Chief AGI Scientist and co-founder of Google DeepMind, warns that artificial intelligence is entering a phase that goes far beyond productivity tools and assistance. Over the next decade, AI could fundamentally reshape how people work and earn, potentially eliminating large portions of **remote, cognitive jobs** as machines take on tasks once reserved for human knowledge workers. ### AI's Unstoppable Rise Beyond Human Limits Legg argues that human intelligence does not represent an upper limit for machines. “I think absolutely not,” he said when asked whether AI would be capped at human-level ability. With data centres operating at near-light speed, consuming vast amounts of power and processing information at scales no human brain can match, Legg stressed that machines are **structurally positioned to surpass humans**, and that this shift is no longer theoretical. ### AI's Growing Capabilities in Knowledge Work Legg noted that AI systems are already outperforming humans in areas such as language and general knowledge, and believes their current weaknesses will steadily disappear. “My expectation is over a number of years these things will all get addressed,” he said, pointing to improvements in reasoning, visual understanding and continual learning. As AI moves toward **professional-level capability in coding, mathematics and complex knowledge work**, the future of remote jobs begins to look increasingly fragile. ### The Stark Assessment: Which Jobs Are Most at Risk? He offered a stark assessment of which roles are most exposed: “If you can do the job remotely over the internet just using a computer, then that job is potentially at risk.” In software engineering, Legg expects teams to shrink dramatically as AI takes over more tasks. “In a few years, where prior you needed 100 software engineers, maybe you need 20, and those 20 use advanced AI tools,” he said, warning that **entry-level and remote roles could be hit hardest**. ### AI's Impact on the Economy and Society Beyond individual jobs, Legg believes AI will “structurally change the economy and society.” The traditional model of exchanging mental or physical labour for income may no longer function once machines can perform much of that work better and cheaper. While the transition will be uneven and jobs requiring physical presence may be safer for longer, Legg cautioned against complacency, comparing the moment to early pandemic warnings. “People find it very hard to believe that a really big change is coming,” he said. Still, he sees potential for a “real golden age” driven by AI, if societies can solve the challenge of distributing wealth and purpose in a world where work itself is being redefined.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>ai</category> <category>remotework</category> <category>futureofwork</category> <category>jobsecurity</category> <category>automation</category> <enclosure url="https://sm.mashable.com/mashable_in/seo/default/z3wq-2025-12-26t164421587_ydxy.jpg" length="0" type="image/jpg"/> </item> </channel> </rss>