
Best Work-From-Home Jobs to Apply to in 2022
10 Full-Time Roles You Can Do Remotely!
Work-from-home jobs sometimes get a bad reputation: low pay, repetitive work, micromanagement... the list goes on. But if one good thing has come out of the pandemic, it's that it's redefined working from home. Remote work has come a long way, and the opportunities to work from home in 2022 are more promising than ever before.
If you're like me, and freelance, task-oriented remote jobs like article writing, data entry, transcription, or professional survey taking (yep, that exists), aren't your thing - don't worry. There are more full-time remote opportunities than ever before that offer you the freedom to manage your own time, the security of consistent monthly income, the support of a team, and the promise of growth. In fact, we've got over 5,000 on PowerToFly.
So, if you're looking for a remote opportunity in 2022 that will push you to develop professionally, look no further than our list of the 10 best work-from-home jobs. And by best, we mean fun, challenging roles that will help you grow, while making a respectable income.
All the jobs listed have average salaries between 45 and 119k, and have average or higher-than-average growth potential (based off of the U.S. Bureau of Labor Statistics' predictions for growth from 2018 to 2028 and/or LinkedIn's 2020 Emerging Jobs Report).
10 Best Work-From-Home (Remote) Jobs for 2022
Jobs sorted from highest to lowest average salary. (Salary data taken from ZipRecruiter, Glassdoor, LinkedIn, and/or the U.S. BLS depending on availability and specificity to remote roles.)
1. Data Scientist
Who It's Good For: Detail-oriented stats masters skilled at identifying and understanding trends.
Sound Like You? Check Out: Remote Data Science Roles. Plus, watch this Chat & Learn with a data insights engineer to learn more about data-driven careers.
Why You Can Do It Remotely: With more data than ever before at our fingertips, companies know the value of hiring folks who know "big data" as more than just a buzzword. True stats buffs are hard to come by, so expertise often outweighs location.
Growth 2018-2028: 33%
Annual Growth: 37% (Data Scientist made LinkedIn's top 15 in demand jobs for 2021)
Average Annual Salary: $114,000
2. Software Developer/Engineer
Who It's Good For: Self-directed (and disciplined) coding enthusiasts who love problem solving and having the freedom to work whenever they feel most focused.
Sound Like You? Check Out: 5,500+ Software Developer/Engineer jobs on PowerToFly and be sure to check out this Q&A with software engineer, Kasey Champion to learn about her experience working at a fully remote company and get her tips for acing technical interviews!)
Why It Can Be Done Remotely: Arguably, not only can programming be done remotely - it should be! Why? Writing code requires undisturbed blocks of time rarely found in traditional workplaces.
As computer scientist and entrepreneur Paul Graham observed in his essay on makers' vs. managers' schedules:
" Most powerful people are on the manager's schedule...But there's another way of using time that's common among people who make things, like programmers and writers. They generally prefer to use time in units of half a day at least. You can't write or program well in units of an hour. That's barely enough time to get started."
Office culture was designed with managers' schedules in mind, and thus makes adhering to a maker's schedule extremely difficult. Remote work, alternatively, is much more conducive to this. After all, it's a lot easier to snooze your Slack notifications than it is to ignore your boss literally hovering over your shoulder.
Growth for 2018-2028: 22%
Annual Growth: 35% for full stack engineers, 30% for backend developers, 25% for javascript developers (all three made LinkedIn's top 15 in demand jobs)
Average Annual Salary: $114,000
3. Designer (Web, Graphic, Product, or UI/UX)
Who It's Good For: Designers who do their best work independently or from the comfort of their own home.
Sound Like You? Check Out: Remote Design Roles
Why You Can Do It Remotely: No doubt there's value in brainstorming with your team, but once you know the needs of a project, most design work can be done independently and then shared. With tools like Zoom, Jira, and Slack, it's easier than ever before to share your work, get feedback, and hit deadlines. (And, like programmers/developers, designers are also more likely to benefit from a maker's schedule!)
Growth for 2018-2028: The BLS predicts only 3% growth, but others predict significantly higher growth based on the length of time UI/UX roles stay open before being filled.
Average Annual Salary (for UX Design): $89,000
Average Median Salary (for Graphic Design): $50,000 in 2021, according to data from Indeed
4. Product Manager
Who It's Good For: Anyone who loves big-picture strategy and building products that users will love.
(If you enjoy more nitty-gritty task oversight, consider project management instead — both roles can be done remotely! You can learn more about the differences between the two PM roles here.)
Sound Like You? Check Out: Remote Product Manager Jobs (Plus, practice these product manager interview questions to help you land the gig!)
Why You Can Do It Remotely: As more and more software engineers and other tech professionals work remotely, it only makes sense that the PMs coordinating with them work remotely. If you're a virtual communication wiz comfortable communicating online and using tools like Zoom, GitHub, Jyra, Slack, and Asana (the list goes on...), then you're all set!
Annual Growth: 24%*
*Based on expected growth for Product Owner from LinkedIn's in demand jobs report. The BLS doesn't currently track growth specifically for Product Manager positions.
Average Annual Salary: $95,000
5. Workplace Diversity Expert
Who It's Good For: HR professionals or creative and strategic individuals who has experience developing and implementing diversity initiatives and strategies.
Sound Like You? Check Out: Remote DEI Expert Jobs
Why You Can Do It Remotely: DEI experts work closely with every team in an organization organization. They can ensure that diversity agendas are successfully implemented and in line with businesses objectives for everyone, hybrid and remote teams included.
Growth for 2018-2028: 56%*
*Based on expected growth for Indeed's Career Guide. The BLS doesn't currently track growth specifically for DEI positions.
Average Annual Salary: $86,000
6. Technical Writer
Who It's Good For: Top-notch communicators (writers) who can explain complex topics succinctly and clearly. (It's helpful if you have expertise in at least one technical subject.)
Sound Like You? Check Out: Remote Technical Writer Jobs
Why It Can Be Done Remotely: Like programmers, technical writers are makers - they need large, undisturbed blocks of time to create content. Technology and the nature of remote work can help ensure writers are able to communicate efficiently with their teams and organize meetings when they'll be constructive, not distracting.
Growth for 2018-2028: 12%
Average Annual Salary: $57,000
7. Customer Success Manager
Who It's Good For: Good communicators who love helping others and problem-solving.
Sound Like You? Check Out: Remote Customer Success Roles
Why It Can Be Done Remotely: Most customer service needs can be met over the phone and online. With a computer and good internet connection (and enough patience), you can handle all your customers' needs from wherever you are.
Growth for 2020: 25% annual growth rate (The BLS doesn't share data specific to customer success, but thanks to the growth of SaaS, Customer Success Specialist made LinkedIn's 2020 list of the top 15 in demand jobs)
Average Annual Salary: $58,000
8. Marketing Manager
Who It's Good For: Folks who are equal parts creative and analytical.
Sound Like You? Check Out: Remote Marketing Manager Jobs on PowerToFly
Why You Can Do It Remotely: Analyzing industry trends and crafting strategy can be done from anywhere. And with teams becoming more and more spread out, you can coordinate cross-functionally with sales people, engineers, and more using Zoom, Slack, and other online tools.
Growth for 2018-2028: 10%
Average Annual Salary: $63,000 (according to data for remote professionals from Indeed)
Average Median Salary: $141,490 in 2020, according to the U.S. BLS (not specific to remote roles)
9. Recruiter
Who It's Good For: A people-person skilled in market research, project/time management, and negotiation.
Sound Like You? Check Out: Remote Recruiting Roles
Why You Can Do It Remotely: As remote work takes off and fully remote teams become more common, it only makes sense that recruiters at these companies would be remote as well. Although recruiting saw a dip at the start of the pandemic, the number of remote recruiting roles is steadily increasing as companies ramp back up their hiring goals—we have hundreds of open remote recruiter roles on PowerToFly!
Growth for 2018-2028: 10%
Average Annual Salary: $50,000
10. Sales Development Representative
Who It's Good For: A self-starter with previous experience or an interest in Sales, or anyone who's just starting out and eager to prove themselves!
Sound Like You? Check Out: Remote SDR Roles
Why You Can Do It Remotely: You don't need to be in a particular location to make sales calls, deliver pitches, send follow-up emails, or manage your sales team. And if you have to fly from an office to meet a client, you can just as easily fly from your hometown.
Growth for 2018-2028: 7%
Annual Growth: 45% (LinkedIn lists SDR as one of its top 15 in demand roles for 2021)
Median Annual Salary for SDRs: $64,000
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Interested in one of the roles above? Check out these resources for landing your dream remote job and get ready to reap the full benefits of remote work in 2022— doing what you like, where you like. Good luck!
[A version of this article was originally published on Dec. 19, 2018]
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Want to join the engineering teams at Workiva? Learn more about them!
💎Want to know what engineering teams are like at Workiva? Watch the video to the end to find out!
📼 Engineering teams at Workiva are constantly hiring. Marie Yue, Senior Engineering Manager at the company, tells you what they look for in a candidate and what the dynamics of teamwork are like.
📼 The typical path in the engineering teams at Workiva is that you grow into a senior, and then you move into a lead role. From there, there are a few different tracks that you can take depending on your interest. You can become a staff engineer, an architect, or even an engineering manager. What are you waiting for to apply?
📼In the engineering teams at Workiva every member should feel empowered to do their job effectively. For this, each has to understand how the work they do day to day solves customers’ problems. Managers will always seek to be aware of members’ career path aspirations so that they can look for opportunities and projects to help each person reach the next step in their career.
Engineering Teams At Workiva: A Safe Space
Marie Yue’s team is a safe space for people to make mistakes and ask for help, and each member feels a sense of belonging and inclusion. She wants to make sure that everyone is individually empowered to lead and make decisions. For this, the team has regular meetings where they do fun things like play virtual games or eat lunch together, and they also like to re-review and add to their team working agreement once a quarter.
🧑💼 Are you interested in joining Workiva? They have open positions! To learn more, click here.
Get to Know Marie Yue
If you are interested in a career at Workiva, you can connect with Marie Yue on LinkedIn. Don’t forget to mention this video!
More About Workiva
Workiva was founded to transform the way people manage and report business data with various collaborators, data sources, documents, and spreadsheets. Today, people all over the world use their platform to seamlessly orchestrate data among their systems and applications for transparent and trusted connected reporting and compliance. At Workiva, they are innovative in everything they do—from how they build their software, to how they serve their customers, to how they treat their employees.
Careers in Web Development: Which One's For You?
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
Think of front-end development as the décor of a house. The color scheme, furniture, manicured lawns, and overall aesthetic. In terms of a website, front-end development is laser-focused on the appearance of a website and its presentation on different devices. If you’re considering a role in front-end development, it’s important to learn programming languages such as HTML, CSS, and JavaScript. These three languages go hand-in-hand. HTML allows you to create user interface elements, CSS helps you with stylistic elements, and JavaScript allows you to incorporate online tools and connect your website to back-end functions.
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Since this role is more code-heavy, it’s important that you learn numerous programming languages and understand algorithms and data structures. Some languages that are essential to back-end development are Ruby, Python, SQL, and JavaScript. Back-end developers also ensure that users can successfully retrieve and access data. This requires creating and using APIs (Application Programming Interfaces) which act as messengers that relay data related requests. Additionally, developing the code for the inner workings of a website also requires back-end developers to be conscious of the user interface features designed by front-end developers and to internally mitigate potential security risks. Due to the increased technical aspect of this position, back-end developers normally earn higher salaries than front-end developers. The average median salary for this role is around $118,000 per year.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
Never Done Shining — Introducing the 2022 NIKE, Inc. Internship Program
After two years of remote programming, we’re excited to welcome the 2022 NIKE, Inc. Internship Program back to our U.S. offices this week!
This year’s class of 318 represent the top 1% of 34,000+ applicants from 113 universities – including 10 Hispanic Serving Institutions and five historically Black colleges and universities. And that’s not all! Many of this year’s interns are Division 1 student-athletes, representing Track and Field, Rowing, Soccer, and Volleyball, to name a few.
During the nine-week internship – built around the theme of Never Done Shining – interns will work across Nike, Jordan and Converse taking on meaningful projects for the business areas they’re supporting. We can’t wait to watch this talented, diverse group kick off their Nike journey and shine!
Want to learn more about the program? https://jobs.nike.com/internships
#nikeintern2022 #swooshlife #internprogram #nikeinterns#nikeinternprogram
Clyde’s Joseph Arquillo on the 6 Things Leaders Need to Do to Build Inclusive Spaces
Joseph Arquillo doesn’t work in Human Resources — he works in People Operations. And the distinction matters.
“It was named ‘human resources’ because it saw humans as resources, utilized for certain tasks or behaviors. But that’s not really what it’s about,” says Joseph, who is a Senior Manager of People Ops at Clyde.
“Calling it ‘people ops’ adds back what you lose with ‘HR.’ My philosophy is that I am there to support you. I am there to work with you, empower you, and enable you so you can be your best self.”
For Joseph, a key element of helping employees become their best selves is making sure that the workplace, whether in-person or virtual, is an inclusive space for all. That doesn’t happen by accident — it requires a dedicated DEIB strategy and leaders who are committed to asking hard questions of themselves and others.
We sat down with Joseph to hear more about his professional journey, and the practices of leaders who create environments where everyone feels included.
More Than Just a Number
As a college freshman, Joseph planned on sticking with liberal arts when it came to choosing a major. But then he took a class in Boston College’s School of Education, and loved its holistic approach to applied psychology.
This inspired him to switch his major to psychology and human development, and select minors in political science, and management and leadership, where he enjoyed learning about organizational psychology.
After graduation, he explored the consulting space to put theory into practice, but found out during an internship at a multinational consulting firm that finance or accounting weren’t the places he wanted to build his career.
“Since Big Four companies have 250,000 employees, you become just a number,” he says of the experience. “It wasn’t my cup of tea. Too corporatized.”
That kicked off Joseph’s interest in startups.
“It’s always fun to get in the weeds! One thing that’s very interesting to me is a challenge,” he says. “When you’re helping a company like Clyde grow and scale, joining when they’re at a Series B and helping them get to the next level, you really get to focus on the interaction between people, process, and product,” explains Joseph. “You need to hire the right people to work towards increasing efficiencies in all areas, but also make sure that we’re enabling them to create a strong product.”
6 Keys To Building Inclusive Spaces as a Leader
Across the different industries and companies that Joseph has worked in, he’s identified the behaviors that create truly inclusive environments — as well as those that discourage them.
Here’s what he’s seen:
- First, recognize your own privilege. “If you’re a man, you have privilege, even if you’re a gay male. If you are a white woman, you have racial privilege. It’s really important that you’re cognizant while you interact with somebody how they might interpret the interaction based on your identity.”
- Leaders should always speak last. This is important always, but especially in in-person spaces, where it might seem even more nerve-wracking to speak up in a crowd, says Joseph. “You want to make sure you’re creating that space for employees who aren’t as senior to feel comfortable voicing their thoughts.”
- And, leaders should use check-ins liberally. “You need to ask yourself how you’re supporting your employees. Are you checking in on them as people before you ask about certain tasks? You want to foster a workplace where employees from all walks of life can feel supported,” he says.
- DEIB isn’t just about adding new initiatives — sometimes it’s about removing barriers. “You need to remove unnecessary bias,” explains Joseph. “That can mean making sure you have appropriate policies and practices that don’t hinder people depending on who they are or where they live.”
- Maximizing participation requires planning with a diversity lens. Joseph has helped the Clyde team gather together and bond as a group. Along the way, he’s been careful to consider physical and psychological safety for everyone involved. “For instance, if you’re doing an event, do you have someone who’s not drinking? Have you set up the environment for people who might have a physical disability, or carefully planned the flow of activities for people who might be neurodivergent?”
- Saying you want to be better isn’t enough — articulate actions you will take. “Pride is a great example,” explains Joseph. “Yes, June is a time to celebrate. But it’s also a time to march. And beyond that, how do you show up and celebrate with the LGBTQIA+ community throughout the year?”
Embracing the Unknown
If you visit Joseph’s LinkedIn profile, you’ll see his personal motto: “Without challenge, change, and a bunch of unknowns, it’s no fun.”
That belief has led him to study what he’s passionate about, to take on new and exciting roles at growing startups, and now, at Clyde, to help formalize what world-class people operations looks like at a fast-growing company.
“I view myself as a connector that really empowers people, challenges teams, and helps drive us towards what I consider to be an improved future,” he says. “I feel like it’s my responsibility to be the chief advocate for each of our employees, and remove any barriers in the way of their growth.”
Want to learn more about what opportunities Clyde offers? Check out their open roles!