Jobgether

🌍 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: We will keep building a platform where talent can work from anywhere, and where companies can operate without forcing outdated commuting patterns.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

🚀 New feature on Jobgether: Engage Most job applications go into a black box. Too many applicants,... you need a strategy to stand out. Engage doesn’t replace applying. It makes sure your application stands out. It’s a new way to connect with companies by starting a conversation based on what you can bring to them. When you click Engage on a job, Jobgether analyzes the company and your profile to surface a few value hooks, ideas, insights, or angles where your experience truly fits. You get a short Value Note and a concrete plan to reach out with "value". It’s about replacing one-way applications with genuine, value-driven exchanges. Live now on https://jobgether.com/ #Jobgether #Engage #FutureOfWork

50 minutes per application. Most go nowhere. Stop applying blind. Start applying smart. See your match score before you waste time. Auto-apply to roles where you're actually competitive. 👇🏻 Link in the pinned comment!

🚀 Introducing the Leadership Networking Accelerator Remote leadership roles have never been more competitive, a single posting can attract thousands of qualified applicants. In this landscape, getting noticed is harder than ever. Applying is a must, but it’s not enough anymore. Most leadership opportunities aren’t even public. They’re filled through networks, headhunting, or internal referrals, so you don't see them. To stand out, you need the right strategy: ➡️ To rise above 2,000 other applicants when a role goes live, or ➡️ To identify the right opportunity before it does. That’s exactly why we built the Leadership Networking Accelerator >> A 6-week program designed for senior professionals to become visible, connected, and ready in a crowded market. Because visibility creates opportunity. Discover the Program 👉 https://lnkd.in/enEa3HPJ #Leadership #CareerDevelopment #Engage

Applying Is Not Enough Anymore When you’re one of 2,000 applicants with similar skills, it’s hard to stand out. >> That’s why it’s time to #Engage. We believe the way people apply for jobs will evolve soon. It's no longer just about clicking “Apply”; it’s about creating real connections with #value. A process where candidates can express who they are and the value they can bring, and companies can instantly understand why they’re the right fit. That’s why we’re building something new. A feature that will change how candidates connect with companies and how companies discover talent. We call it #Engage. Coming soon. #FutureOfWork #Jobgether #AI #Hiring #RecruitmentInnovation

Applying isn’t enough anymore You can have the perfect CV, the right experience, and still go completely unseen Because today, when you apply to a #remote job, you’re one among hundreds, sometimes thousands. So how do Senior Executives actually land their next role? (Hint: it’s before the job even exists) They follow a simple, structured playbook to: ✅ stand out before applying ✅ be visible to hiring managers early ✅ turn conversations into offers We have just broken down this 4-step playbook in detail, the exact method top executives use to be seen, not just apply. If you’re a remote professional or leader preparing your next move, this is for you 👇

Most people still spend hours applying to jobs they’ll never hear back from. What if, before applying, you could see exactly what the recruiter will see in their ATS, the real reasons why you’re a strong match (or not) for the role? That’s the idea behind Jobgether: skip the long forms, and focus on real fit. 👉 https://jobgether.com/

New look. Same mission. Helping you find your next remote job. Faster. ⚡ Jobgether is evolving, and so is our identity. Our new logo reflects what we stand for: AI-powered matching, human connection, and the belief that finding the right job should be simple, fast, and meaningful. We know finding a remote job today is harder than ever. But we also know technology can help. And we know that hiring is still, above all, human. Jobgether exists to make remote job search guided, fast, and effective. We believe in a world where careers are built with intention, not luck. Where flexibility is the norm. Where no talent is invisible. We’re not reinventing hiring, we’re simply increasing your chances to stand out. Your next remote job. Faster. https://jobgether.com/

>> No human can screen several thousand CVs for one remote job. A remote role from anywhere easily gets 3,000+ applications, and no recruiter, no matter how dedicated, can read them all. It’s just impossible. So the real question isn’t “Should AI be used in hiring?” It’s: What’s fairer? filters applied by an ATS, or AI screening each candidate in detail? Let’s be honest 👇 - Traditional ATS = wrong parsing, missed skills, arbitrary filters. - Human review = 10 seconds per CV and unconscious bias. - AI screening = detailed, skill-based evaluation of every profile. Every day, we receive feedback from candidates to better understand their AI assessments (because we provide it to our applicants - it's 100% transparent). And while AI screening isn’t perfect, in 95% of cases it’s remarkably relevant, and far more powerful than basic filtering. ✅ The right approach is AI screening + human screening, letting TA specialists focus on the most relevant profiles. Spending real time (several minutes, and not a few sec) to understand why a candidate is a top match before moving to the next stage. That’s how hiring becomes both scalable and fair. What do you think? #TalentMatching