Top 30 Remote Technology Roles That Employers Want: October

Across the country, employers are hiring technologists who will work remote full-time… but what kinds of roles are they looking for?

To find the answer, we turned to Burning Glass, which collects and analyzes millions of job postings from across the country. Based on that data, it’s clear that companies are on the hunt for software developers and engineers by a wide margin, followed by program managers, business analysts, and network engineers/architects. (This data was drawn from the past 60 days).

When you take a full look at the list of in-demand positions, one thing jumps out: Companies are hiring for a variety of roles. And that’s good! Whether you’re an analyst, an engineer, a project manager, or some other kind of specialist, it’s likely that a company needs your skills—and they want you to do the job from home (or whatever workspace you use that isn’t the office):

Over the past several months, technologists have embraced the upsides of remote work: zero commute, the chance to set a schedule that allows for hours of uninterrupted work, and the ability to more ably balance work-life and “life” life.

Like anything else, though, remote work also has its downsides. Microsoft found that a portion of its remote employees worked longer hours at home, and held more meetings. Data from Blind, which anonymously surveys tech-industry employees, revealed that 36 percent of technologists felt obligated to reply to work emails, no matter what the time of day—slowly but surely stressing out many of them. 

This past summer, Dice’s Sentiment Survey revealed that, for a fairly significant percentage of technologists, workloads had increased as a result of the COVID-19 pandemic. For many technologists, such spikes were temporary—sysadmins and network engineers, for instance, spent a few months shifting their respective tech stacks into new, remote-focused configurations, then settled into a “new normal.” But for other technologists, the workloads haven’t really decreased in 2020, putting them at risk of burnout. 

The key here is communication and boundary-setting. Make it clear when you’re “on the clock,” and have honest conversations with your manager about your workloads. Your team doesn’t want you to burn out; let them know what you need so you can continue to be as effective as possible.