<?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, 17 Dec 2025 02:37:03 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[Mercury Retrograde's Surprising Impact on Remote Work: Why Digital Communication Breaks Down]]></title> <link>https://remotejobshub.app/article/mercury-retrogrades-surprising-impact-on-remote-work-why-digital-communication-breaks-down</link> <guid>mercury-retrogrades-surprising-impact-on-remote-work-why-digital-communication-breaks-down</guid> <pubDate>Tue, 16 Dec 2025 10:00:49 GMT</pubDate> <description>< ### When to Expect Challenges Mercury goes retrograde approximately three to four times per year, with each period lasting about three weeks. Remote teams can plan ahead by marking these periods on their calendars and adjusting their workflow expectations accordingly. While the scientific community remains skeptical about astrological influences on workplace dynamics, the patterns reported by remote workers suggest that being aware of potential communication and technology challenges—regardless of their cause—can lead to more resilient remote work practices.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>mercuryretrograde</category> <category>remotework</category> <category>communication</category> <category>hybridwork</category> <category>productivity</category> <enclosure url="https://images.moneycontrol.com/static-mcnews/2025/12/20251216045044_MERCURY.png" length="0" type="image/png"/> </item> <item> <title><![CDATA[Unlock High-Paying Remote Entry-Level Jobs: 11 Roles That Pay $55+ Per Hour]]></title> <link>https://remotejobshub.app/article/unlock-high-paying-remote-entry-level-jobs-11-roles-that-pay-55-per-hour</link> <guid>unlock-high-paying-remote-entry-level-jobs-11-roles-that-pay-55-per-hour</guid> <pubDate>Tue, 16 Dec 2025 15:00:38 GMT</pubDate> <description><![CDATA[Are you starting your career and dreaming of working from home with a great salary? You're in luck! The remote work revolution isn't just for experienced professionals—there are plenty of **entry-level opportunities** that offer impressive pay and flexibility. In this article, we'll explore 11 remote entry-level jobs that pay at least **$55 an hour**, perfect for newcomers looking to kickstart their careers without sacrificing earning potential. ## Why Remote Entry-Level Jobs Are a Game-Changer Remote work has transformed the job market, making it easier than ever to find positions that don't require years of experience. These jobs often come with **flexible schedules**, no commute, and the ability to work from anywhere. For entry-level candidates, this means gaining valuable skills while enjoying a better work-life balance from day one. ## Top 11 Remote Entry-Level Jobs Paying $55+ Per Hour Here's a list of high-paying remote entry-level roles that are in demand right now. Each of these positions typically offers at least **$55 per hour**, making them excellent options for those starting out. 1. **Data Analyst** - Analyze data to help businesses make informed decisions. - Requires skills in Excel, SQL, and data visualization tools. - Average hourly pay: $55-$70. 2. **Software Developer** - Build and maintain software applications. - Entry-level roles often focus on coding and debugging. - Average hourly pay: $60-$80. 3. **Digital Marketing Specialist** - Manage online campaigns and social media strategies. - Skills in SEO, content creation, and analytics are key. - Average hourly pay: $55-$65. 4. **Technical Writer** - Create manuals, guides, and documentation for technical products. - Strong writing and research skills are essential. - Average hourly pay: $55-$70. 5. **Customer Success Manager** - Help clients get the most out of products or services. - Excellent communication and problem-solving abilities needed. - Average hourly pay: $55-$65. 6. **Graphic Designer** - Design visual content for websites, ads, and branding. - Proficiency in tools like Adobe Creative Suite is a must. - Average hourly pay: $55-$70. 7. **Project Coordinator** - Assist in planning and executing projects. - Organizational skills and attention to detail are crucial. - Average hourly pay: $55-$65. 8. **Sales Development Representative** - Generate leads and set up sales meetings. - Great for those with strong interpersonal skills. - Average hourly pay: $55-$70. 9. **Content Strategist** - Plan and oversee content creation for digital platforms. - Requires creativity and an understanding of audience engagement. - Average hourly pay: $55-$65. 10. **IT Support Specialist** - Provide technical assistance and troubleshoot issues. - Knowledge of hardware, software, and networks is important. - Average hourly pay: $55-$70. 11. **Virtual Assistant** - Handle administrative tasks remotely for businesses or individuals. - Multitasking and time management skills are key. - Average hourly pay: $55-$65. ## How to Land These High-Paying Remote Jobs To secure one of these roles, focus on building relevant skills through online courses, certifications, or internships. Tailor your resume to highlight **remote-friendly qualities** like self-motivation and communication. Networking on platforms like LinkedIn can also open doors to opportunities. ## The Future of Remote Entry-Level Work As more companies embrace remote work, the demand for entry-level remote positions is expected to grow. This trend offers **unprecedented flexibility** and earning potential for new graduates and career changers alike. By starting your career remotely, you can set yourself up for long-term success in a digital-first world.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>remotejobs</category> <category>entrylevel</category> <category>careeradvice</category> <category>workfromhome</category> <category>highpaying</category> <enclosure url="https://img-s-msn-com.akamaized.net/tenant/amp/entityid/AA1SrWEu.img?w=612&h=320&m=4&q=99" length="0" type="image/img"/> </item> <item> <title><![CDATA[The Hidden Career Penalty of Remote Work: Why Promotions Favor Office Workers]]></title> <link>https://remotejobshub.app/article/the-hidden-career-penalty-of-remote-work-why-promotions-favor-office-workers</link> <guid>the-hidden-career-penalty-of-remote-work-why-promotions-favor-office-workers</guid> <pubDate>Mon, 15 Dec 2025 10:00:27 GMT</pubDate> <description><![CDATA[Remote work became the dream during lockdowns. No commute, work in pajamas, better work-life balance. Productivity studies showed remote workers accomplishing more in less time. Companies saved money on office space. Everyone won, right? Except now that we’re a few years in, the data on promotions and career advancement tells a much uglier story. Remote workers are getting promoted at significantly lower rates than their office counterparts doing the same work. It’s not because they perform worse. Studies consistently show remote workers match or exceed in-office productivity. The problem is **visibility, perception, and old-school management thinking** that refuses to adapt to new workplace realities. ## The Proximity Bias Destroying Careers Managers unconsciously favor employees they see regularly. It’s basic psychology. The people you interact with daily feel more familiar, trustworthy, and competent even when objective performance metrics show otherwise. Remote workers literally disappear from managers’ minds because they’re not physically present for casual interactions. Office workers get credit for small contributions during hallway conversations and impromptu meetings. They build relationships over coffee breaks and lunch outings. These informal interactions create positive associations and networking opportunities that remote workers miss entirely. By the time promotion discussions happen, office workers have accumulated dozens of small positive impressions that remote workers never had the chance to create. Leadership positions require visibility beyond just doing good work. Managers consider who seems like a leader based on presence and influence they observe directly. Remote workers struggle to demonstrate leadership qualities through video calls and messaging apps. The same actions that make someone seem like a natural leader in person translate poorly to remote settings. ## The Performance Measurement That Fails Many companies still haven’t figured out how to fairly evaluate remote work. They rely on **subjective assessments rather than objective metrics** because that’s what they’ve always done. Managers who can’t see employees working assume they’re not working as hard, even when project completion rates prove otherwise. Face time gets mistaken for dedication. Managers see office workers staying late or arriving early and interpret this as commitment. Remote workers might work longer hours but nobody sees it happening. The perception becomes that remote workers have it easy while office workers are grinding, which influences promotion decisions despite being completely divorced from reality. Collaboration challenges get blamed on remote workers rather than poor systems. When projects have communication problems, managers often point to remote team members as the source of difficulty. In reality, the company probably hasn’t invested in proper collaboration tools or training. But it’s easier to blame individuals than fix systemic problems. ## The Return to Office Pressure Companies are pushing return-to-office mandates partially because remote work complicates traditional management and promotion structures. Rather than adapting evaluation methods for distributed teams, they’re forcing everyone back to old systems that favor physical presence. Workers who refuse to return will face career stagnation whether companies admit it explicitly or not. Some companies are quietly implementing different career tracks for remote versus office workers. They don’t advertise this policy because it would cause backlash. But the pattern is clear when you analyze promotion data. Remote positions have **lower ceilings and fewer advancement opportunities** even when job responsibilities are identical to office roles. ## What Remote Workers Can Do Over-communicate your work and achievements. Since managers don’t see you working, you need to make your contributions explicitly visible through project updates, documentation, and regular check-ins. It feels like bragging, but it’s necessary to overcome proximity bias. Schedule regular video meetings with decision-makers, not just your immediate team. Build relationships with people who influence promotions even when it’s not strictly necessary for your current work. These connections become critical when opportunities open up. Consider hybrid arrangements if full remote isn’t negotiable. Being in the office even one or two days per week dramatically increases visibility and promotion opportunities compared to full remote. It’s not fair, but it’s the reality of current workplace dynamics. Track your metrics obsessively and present them during performance reviews. When subjective impressions work against you, objective data becomes your strongest argument. Demonstrate exactly how your productivity and results compare to office colleagues. The harsh truth is that remote work comes with a **career penalty** right now. Companies haven’t adapted management practices to evaluate distributed teams fairly. Until they do, remote workers need to work significantly harder to achieve the same recognition and advancement as their office counterparts.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>remotework</category> <category>career</category> <category>promotions</category> <category>bias</category> <category>management</category> <enclosure url="https://rollingout.com/wp-content/uploads/2025/06/shutterstock_2312982533.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Unlock Remote Worker Engagement: How Spirituality Transforms Virtual Teams]]></title> <link>https://remotejobshub.app/article/unlock-remote-worker-engagement-how-spirituality-transforms-virtual-teams</link> <guid>unlock-remote-worker-engagement-how-spirituality-transforms-virtual-teams</guid> <pubDate>Sun, 14 Dec 2025 15:00:24 GMT</pubDate> <description><![CDATA[## The Hidden Power of Spirituality in Remote Work Remote work has revolutionized flexibility, but it's also created a silent epidemic of disconnection, fatigue, and quiet disengagement. While employees may be logging in and meeting deadlines, many are experiencing **quiet quitting**—a gradual decline in enthusiasm and commitment. A groundbreaking study from the Indian Institute of Technology (IIT) Kanpur reveals that **spirituality at work** can be a powerful antidote to these challenges, providing psychological resources that help remote workers stay motivated, resilient, and connected. ### What Is Spirituality at Work? Spirituality at work isn't about religion or rituals. It's about fostering: - **A sense of purpose** and meaning beyond routine tasks - **Connectedness** with colleagues and organizational values - **Alignment** between personal and professional values - **Transcendence**—feeling part of something bigger than oneself For remote workers who often experience isolation, this connection acts as a powerful anchor, helping them see their work as meaningful and creating a deeper sense of belonging. ### Three Key Benefits for Remote Employees **1. Enhanced Meaning and Purpose** When employees understand how their work contributes to something valuable, they bring more energy and creativity to their roles. A software developer working from home becomes more engaged when they see how their code improves users' lives, rather than just focusing on technical tasks. **2. Strengthened Resilience** Remote work presents unique challenges: reduced in-person communication, lack of immediate feedback, and feelings of disconnection. Spirituality helps employees approach these difficulties with calmness and perspective. A customer service representative might use short **mindfulness exercises** between calls to stay composed and empathetic. **3. Virtual Community Building** Feeling connected is essential for sustained engagement. Spirituality promotes compassion, empathy, and mutual respect. A remote marketing team could start virtual meetings with personal updates or words of appreciation, building bonds and trust over time. ### Practical Strategies for HR Teams and Leaders Organizational support is crucial for translating spirituality into better engagement and wellbeing. Here are actionable steps for remote settings: **Introduce Virtual Mindfulness Sessions** - Short reflection sessions at the start or end of the week - Space for employees to pause, refocus, and connect with purpose **Encourage Storytelling** - Have employees share how their work has made a positive difference - Help teams see the bigger picture behind their tasks **Create Peer-Support Groups** - Virtual spaces for discussing challenges and exchanging encouragement - Opportunities to celebrate wins together **Live Your Company Values** - Discuss how projects align with broader missions during online briefings - Create recognition programs that celebrate compassion, collaboration, and integrity—not just output ### The Wellbeing Impact The benefits of spirituality in remote work extend far beyond productivity. Employees who find meaning and connection report: - Higher job satisfaction - Lower stress levels - More sustainable motivation - Reduced burnout risk - Prevention of quiet quitting This approach addresses deeper psychological and emotional needs, creating a workforce that's not only more productive but also more fulfilled, adaptable, and loyal. *Research Note: This study received the Best Paper Award in the Management, Spirituality, and Religion Division of the Academy of Management during its 85th Annual Meeting in Copenhagen, Denmark (July 25-29, 2025).*]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>spirituality</category> <category>remoteengagement</category> <category>quietquitting</category> <category>hrstrategies</category> <category>virtualteams</category> <enclosure url="https://etimg.etb2bimg.com/thumb/msid-125961648,imgsize-137872,width-1200,height=627,overlay-ethr,resizemode-75/workplace-4-0/workplace-ikigai/spirituality-at-work-a-fresh-antidote-to-boost-remote-worker-engagement-and-wellbeing.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Is AI Replacing Your Office Bestie? The Lonely Truth About Chatbot Colleagues]]></title> <link>https://remotejobshub.app/article/is-ai-replacing-your-office-bestie-the-lonely-truth-about-chatbot-colleagues</link> <guid>is-ai-replacing-your-office-bestie-the-lonely-truth-about-chatbot-colleagues</guid> <pubDate>Sat, 13 Dec 2025 15:00:26 GMT</pubDate> <description><![CDATA[## The Rise of Chatbot Colleagues Who even needs an office bestie anymore? Professionals are increasingly turning to **chatbots**, instead of humans, for mentorship, advice, chitchat and brainstorming. ### Why This Matters The rise of **remote work** radically shifted how people interact. Now **AI**, while increasing productivity, is pushing that disruption further. - **The downsides**: loneliness and the loss of connections that could have led to breakthroughs and quality work. - Plus, you can't get the hot office goss from a chatbot. ### The Latest Developments "I like working with people, and it's sad that I 'need' them less now," one employee at Anthropic, the company behind the Claude chatbot, says in a new report on how the firm is itself using the new technology. - Anthropic says some of its engineers are turning to Claude for questions that used to go to colleagues: "Some report fewer mentorship and collaboration opportunities." ### Beyond AI Companies This isn't just happening inside AI companies — chatbot colleagues are seeping into all kinds of **white-collar workplaces**. - 64% of the workers who said AI is making them more productive also said they have a better relationship with AI than with their coworkers, a survey by Upwork, a freelance marketplace, found earlier this year. ### How It Works Before asking a colleague or boss a question, you ask a bot. - "It feels like AI is becoming the new Google, where I feel a little annoyed if someone asks me a simple question that a quick search could have answered," Thomas Weinandy, an economist, tells Axios. ### The Appeal of Drama-Free AI "I hate myself for saying it, but a big reason Gemini works [is] because it functions as the colleague with no drama," says Neil Ripley, a communications executive, referring to Google's chatbot. - "It's not 'jamming on something' and needs to get back to me," he writes in an email. "I don't have to juggle time zones. It's not overwhelmed from life. It won't judge me or gossip for asking dumb or last-minute questions." ### The Danger of Unchallenged Feedback Unlike that pesky colleague always chiming in with an "actually" in the Slack, chatbots just tell you want you want to hear. - "That's dangerous feedback to get at work," says Kelly Monahan, who worked on that Upwork survey and now runs a workplace consulting firm. - Our human colleagues should challenge us — sharpening our ideas. - "I'm worried this is a huge problem," Monahan says. "Right now, we're more efficient, in two years we're going to have fractured organizations." ### The Big Picture Americans are increasingly lonely, polarized and disengaged from each other — in and out of the workplace. - Gallup's employee engagement data, a measure of how supported and committed workers' feel, shows that since 2020 they've have been increasingly emotionally detached. - Bots can't replace human connection. ### The Other Side Talking to a chatbot is ideally a supplement to human conversation and connection, says Edwige Sacco, head of workforce innovation at KPMG. - People go to AI first to game out future human conversation. - "It's like a mirror for your own thoughts," she says, adding that she hasn't seen data showing people are interacting less on "the things that matter." - The consulting firm is piloting new coaching software that employees can use to do things like prepare for their performance reviews. ### What to Watch AI boosters say the next wave of adoption will come as workers figure out how to use the technology as a team, so it's less isolating. ### The Bottom Line There's growing concern that a technology that's amazing at leveraging the collective intelligence of humanity is paradoxically pulling humans away from collectively coming together to come up with the next big thing.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>ai</category> <category>chatbots</category> <category>loneliness</category> <category>collaboration</category> <category>productivity</category> <enclosure url="https://images.axios.com/G79cWWPh7s5K9nneh0lovL2sXYw=/0x0:1920x1080/1366x768/2025/12/11/1765489268765.jpeg" length="0" type="image/jpeg"/> </item> <item> <title><![CDATA[Illinois Proposes Groundbreaking Bill: Inmates Could Work Remote Jobs and Earn Real Salaries]]></title> <link>https://remotejobshub.app/article/illinois-proposes-groundbreaking-bill-inmates-could-work-remote-jobs-and-earn-real-salaries</link> <guid>illinois-proposes-groundbreaking-bill-inmates-could-work-remote-jobs-and-earn-real-salaries</guid> <pubDate>Fri, 12 Dec 2025 15:00:41 GMT</pubDate> <description>< *Pressmaster/Getty Images* ### Eligibility Requirements for Inmates To participate in this program, inmates must meet several **strict criteria**: - Have received a State of Illinois High School Diploma or an approved exemption - Have served at least 30 days of their sentence in the facility where they'll work remotely - Be a general population resident - Have completed or be actively participating in vocational or educational programs - Have no disciplinary violations within 90 days of application and no pending reports - Be eligible to use computers and access the Internet according to Department policy - Agree to and sign all necessary contracts and terms of conditions ### Program Structure and Limitations The bill specifies that **all monetary compensation** must be directly deposited by employers into the inmate's Illinois Department of Corrections account. However, the program maintains that "a committed person may be terminated from their remote work employment at any time for any reason at the complete discretion of the Director of Corrections or the facility chief administrative officer." ### Who Is Ineligible? Not all incarcerated individuals would qualify for this program. **Significant restrictions** apply to those with: - Convictions involving computer use (financial fraud, cybercrime, identity theft, etc.) - Prohibitions from accessing the Internet or using electronic devices - Work involving protected health information under HIPAA - Access to information from the Illinois Criminal Justice Information Authority - Sex offense convictions when work involves schools or access to children's information - Lack of required qualifications for specific positions ### Connection to Recent Legislation Rep. Du Buclet was a co-sponsor of the **Bivens Act**, which was recently passed and signed into law by Gov. JB Pritzker as part of Illinois House Bill 1312. This new remote work bill represents another step in reforming employment opportunities within the correctional system. ### Implementation Timeline If the bill reaches Gov. Pritzker's desk and is signed into law, all provisions would go into effect on **January 1, 2027**, giving the Department of Corrections and potential employer partners time to establish the necessary infrastructure and protocols for this innovative program.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>remotejobs</category> <category>illinois</category> <category>prisonreform</category> <category>workforce</category> <category>legislation</category> <enclosure url="https://s.hdnux.com/photos/01/55/37/57/28703696/3/rawImage.jpg" length="0" type="image/jpg"/> </item> <item> <title><![CDATA[Lead a Global Rebrand: Senior Project Manager Role at Mercy Corps (Remote)]]></title> <link>https://remotejobshub.app/article/lead-a-global-rebrand-senior-project-manager-role-at-mercy-corps-remote</link> <guid>lead-a-global-rebrand-senior-project-manager-role-at-mercy-corps-remote</guid> <pubDate>Fri, 12 Dec 2025 10:00:26 GMT</pubDate> <description>< ## About Mercy Corps **Mercy Corps** is a global organization dedicated to helping people triumph over adversity and build stronger communities. Operating in **35+ countries**, Mercy Corps implements bold solutions in disaster and hardship contexts to create lasting impact. The organization fosters resilience and development from within, guided by its **10-year Pathway to Possibility strategy**. The **Philanthropic Growth & Engagement (PG&E) Department** drives this mission by raising impactful, flexible funding from individuals, companies, and foundations. The team combines fundraising expertise, marketing, communications, digital platforms, and operations to elevate Mercy Corps’ global profile and advance philanthropic support. ## The Role The **Senior Project Manager, Marketing** will lead Mercy Corps’ **global rebrand marketing campaign**, overseeing the project from planning through launch. Reporting to the **Rebrand PMO** and collaborating closely with the **Marketing VP**, the role manages timelines, deliverables, and vendor relationships to ensure the campaign elevates Mercy Corps’ new brand identity and engages global audiences. This position is critical to: - Coordinating internal teams and external agencies - Managing creative development, media buys, and campaign execution - Ensuring adherence to global brand standards - Supporting change management and stakeholder engagement Occasional domestic or international travel may be required to support campaign execution. ## Key Responsibilities ### Strategy & Planning - Partner with the Marketing team, Rebrand PMO, and agency partners to develop and execute campaign plans. - Ensure strategies align with Mercy Corps’ goals to elevate brand identity, engage audiences, and grow unrestricted fundraising. - Coordinate across creative, media, and digital workstreams while managing timelines and budgets. ### Project Management - Serve as the primary liaison between internal teams and external agencies. - Monitor timelines, deliverables, and dependencies; escalate risks as needed. - Maintain accurate project documentation using tools such as **Wrike**. - Oversee approvals for creative assets, ensuring alignment with brand standards. ### Stakeholder Engagement & Change Management - Build collaborative relationships with internal stakeholders and agency partners. - Facilitate coordination calls and working groups to resolve challenges. - Communicate key messages and address concerns throughout the campaign lifecycle. ### Additional Responsibilities - Participate in after-action reviews and lessons learned to improve future initiatives. - Integrate safeguarding principles and Mercy Corps’ values into all aspects of work. ## Qualifications ### Minimum - BA/BS in marketing, communications, project management, or related field. - 5+ years’ experience managing large-scale, multi-stakeholder projects. - Experience in marketing, branding, or creative campaign management, ideally in international/nonprofit settings. - Strong organizational and project management skills. - Excellent verbal and written communication abilities. - Proficiency with project management platforms (e.g., Wrike) and Microsoft 365 suite. ### Preferred - Project management certification. - Experience in international relief, development, or global nonprofit contexts. - Familiarity with brand development, creative processes, and multi-channel marketing campaigns. ### Success Factors - Strategic and detail-oriented with strong problem-solving skills. - Ability to build trust and alignment across diverse teams and external partners. - Effective in change management and stakeholder engagement. - Cultural sensitivity, adaptability, resilience, and outcome-focused mindset. ## Working Conditions & Benefits - Flexible US-based remote work or office-based in **Portland, OR**. - Occasional domestic or international travel may be required. - Access to professional development and learning opportunities (5% of time dedicated to learning). - Competitive salary and benefits commensurate with experience. - Equal opportunity employer committed to diversity, equity, and inclusion. **Safeguarding & Ethics:** Mercy Corps prioritizes the safety and dignity of all participants and team members. Staff are required to comply with **Code of Conduct policies**, safeguarding procedures, and mandatory e-learning courses. ## Application Process Interested candidates should submit: 1. Cover letter detailing experience and motivation for the role. 2. Updated CV highlighting relevant qualifications and project experience. Applications must be submitted by **December 30, 2025**. [VISIT OFFICIAL WEBSITE TO APPLY](https://jobs.jobvite.com/mercycorps/job/oOZ4yfw9) **Disclaimer:** Global South Opportunities (GSO) is not the hiring organization. For any inquiries, please contact the official organization directly. Please do not send your applications to GSO, as we are unable to process them. Due to the high volume of emails, we receive daily, we may not be able to respond to all inquiries. Thank you for your understanding.]]></description> <author>contact@remotejobshub.app (RemoteJobsHub.app)</author> <category>remoteprojectmanager</category> <category>marketingjobs</category> <category>nonprofitcareers</category> <category>globalrebrand</category> <category>remotehiring</category> <enclosure url="https://i0.wp.com/www.globalsouthopportunities.com/wp-content/uploads/2025/06/mercy-corps.jpg?resize=306%2C180&ssl=1" length="0" type="image/jpg"/> </item> </channel> </rss>