Lost Your Remote Job? How to Reboot, Re-Skill, and Regain Income in 2025

Summary: If you were recently laid off from a remote job, you’re not alone. Economic slowdowns, AI replacements, and shifting job expectations are making remote roles more fragile than ever. But there’s a roadmap to recover: understand why layoffs are happening, take control of your first week post-job loss, re-skill with the right platforms, and rebuild your income stream. In this guide, we break it all down.

Rachel had been working remotely for five years. She’d built her career around flexibility, asynchronous schedules, and the promise that remote work was the future. But in January 2025, that promise cracked. Her company, a once-thriving remote-first tech startup, began shedding remote employees almost every month. It started with the marketing team. Then product managers. Then her department. “We lost another client,” her boss had said, eyes darting across a Zoom window. “And AI’s just… faster. Cheaper. We have to consolidate.”

When her access was cut, Rachel wasn’t shocked. She was furious. And terrified.

“I didn’t know if I’d ever earn that kind of income again,” she said. For the first time in years, she found herself staring at an empty calendar, no meetings, no tasks, just the soft hum of silence where her career used to be.

She isn’t alone.

Remote workers across industries are being laid off in quiet waves. You won’t see it in headlines. But if you listen to the stories—Slack channels going silent, Zoom invites disappearing, passwords being reset without warning—you’ll hear the unmistakable tremor of a workforce being gutted in real time.

According to the U.S. Bureau of Labor Statistics, automation and emerging technologies are contributing to a significant reshaping of labor demand. Roles that once needed five people are now handled by one employee armed with better tools—or by AI systems that never sleep, never negotiate salaries, and don’t need health insurance.

The Government Accountability Office adds that many remote-capable jobs are at higher risk of being automated, especially those in customer service, operations, and content moderation. These positions are ripe for AI substitution because of their repetitive, rules-based nature.

Rachel, a remote operations lead, fit that category perfectly.

If you’re reading this, maybe you do too.

Maybe your company has been whispering about “right-sizing” or “internal realignments.” Maybe you’ve already gotten the call. Or worse, the email.

This guide is for you.

Whether you’ve just been laid off, are seeing the warning signs, or simply want to future-proof your remote career, we’re going to break down exactly what’s happening—and what you can do to rebound stronger.

Let’s start by understanding why this is happening.

Why Remote Workers Are Being Let Go in 2025

You were promised freedom. Flexibility. Global hiring. And for a few golden years, remote work delivered. But in 2025, the equation has shifted. Here are the forces reshaping the remote job landscape:

1. Economic Tightening Across the Board

The remote job market isn’t immune to the global economy. As companies face declining revenues, shrinking client pipelines, and increased operational costs, layoffs have become a financial imperative. And unfortunately, remote employees are often first on the chopping block. They’re less embedded in office politics, less visible to leadership, and more easily cut without logistical disruption.

2. AI and Automation Are Eating Mid-Level Jobs

AI tools are not just supporting roles—they’re replacing them. The Federal Reserve has noted that automation disproportionately impacts roles that rely on consistent, repeatable workflows. For remote workers, especially those in administrative, support, or content-driven roles, this means increased vulnerability.

What used to take a team of three virtual assistants or one customer success manager can now be handled by AI with a 24/7 capacity.

3. Redundancy and Role Compression

Many companies have realized they don’t need a full-time person for every function. With better internal tooling and AI integrations, a single project manager might also handle content operations, client onboarding, and reporting. That means fewer hires, more consolidated roles, and layoffs disguised as “efficiency improvements.”

4. Time Zone Fatigue and Operational Misalignment

Remote teams across drastically different time zones once felt like a superpower. In practice, it often leads to burnout, communication lags, and missed deadlines. Companies now prefer near-timezone or hybrid structures where team sync is easier.

5. Skill Plateauing

Many remote workers haven’t updated their skill set since their first remote role. That’s not a critique—it’s reality. When you’re working full-time, it’s hard to prioritize learning. But companies are now actively comparing employee performance and skill profiles. And those who haven’t “skilled up” may be seen as expendable.

The Five Main Layoff Triggers Remote Workers Are Facing

Here’s a breakdown of the primary reasons remote workers are being laid off right now:

These aren’t just theoretical risks. They’re playing out every week in Slack messages that stop sending, login errors that aren’t accidental, and vague HR calls that end in “We wish you the best.”

But here’s the truth: being laid off isn’t a reflection of your value. It’s a reflection of how fast the world of work is changing. And if you’re reading this, you’re already a step ahead.

Because what comes next isn’t about panic. It’s about strategy.

Read: Alternative Careers for Remote Workers Who Just Got Laid Off

Need a fast way to rebuild your remote job funnel? Start by exploring curated roles from vetted employers on FlexJobs — they’re a trusted platform for remote workers and a better alternative to job boards cluttered with scams.

Stay with us. You can reboot. You can re-skill. And yes, you can regain your income.

What to Do in Your First Week After a Layoff

The first seven days post-layoff are critical. It’s when you either spiral—or stabilize. Here’s how to take back control.

1. Stop. Breathe. Then Triage

You don’t need to solve everything in a day. But you do need to act quickly on essentials:

• Apply for unemployment benefits immediately
• Review your severance package and final paycheck
• Cancel or freeze discretionary expenses
• List your monthly financial obligations and prioritize

2. Protect Your Identity & Data

Make sure you:

• Save all your work files (legally permissible ones)
• Remove personal accounts from work devices
• Change passwords linked to work platforms

3. Get Your Resume and LinkedIn Ready

Update your resume this week, even if you’re not ready to apply. Why? Because the sooner you’re discoverable, the sooner recruiters can find you.

Tool to Try: The Ladders Resume Rewrite Tool can help you reframe your experience through a remote-ready, modern lens.

Don’t forget LinkedIn:

• Update headline to reflect your expertise, not just your last job
• Use a new profile photo if possible
• Set your profile to “Open to Work” for remote positions only

4. Stabilize Emotionally

Layoffs feel personal—even when they’re not. So give yourself space:

• Journal your fears, hopes, next steps
• Reach out to someone you trust
• Join a remote worker layoff group (LinkedIn has several)

Remember: Your job ended. Your value didn’t.

5. Begin Rebuilding Your Job Funnel

Start collecting roles and companies you admire. Don’t apply yet—just list.

Use a job tracker like Google Sheets or Airtable. Include:

• Company name
• Job title
• Application deadline
• Status

Tool to Explore: FlexJobs curates verified remote roles without scams or spam. They also offer resume help and job coaching.

6. Begin Light Re-Skilling

Start small. You don’t need a bootcamp yet. But refreshing your toolkit keeps you in motion.

• Watch a 30-minute course on async communication
• Learn one new productivity tool trending in your niche

Top picks:

• Educative.io for bite-sized technical upskilling
• Edureka for affordable certifications in data, cloud, and project management

7. Create a Simple Daily Routine

Layoffs steal structure. Build it back with:

• Morning block (email, news, reflection)
• Midday (job search, learning)
• Afternoon (outreach, applications)
• Evening (off screen, recovery)

Your week isn’t wasted if you’ve:

• Applied for benefits
• Updated your resume/LinkedIn
• Explored two job boards
• Taken a short course
• Talked to one trusted person

You’re not behind. You’re building again.

This might help: How to Turn Past Remote Experience Into a New Career Path

Stay focused. You’re already doing more than most.

Need support? Start your re-skilling journey with Educative or Edureka and begin regaining career momentum today.

The Skills Employers Are Paying For in 2025

Now that you’ve stabilized and started regaining control, it’s time to look forward. The market for remote work hasn’t disappeared—it’s evolved. And companies are now prioritizing skills that align with automation, agility, and global execution.

Here’s where to focus your energy if you want to stand out and land your next opportunity.

1. Data Fluency Is the New Digital Literacy

You don’t need to become a data scientist. But you do need to understand how data shapes decisions. Employers want remote workers who can:

• Use dashboards and metrics to self-manage
• Interpret customer data and analytics reports
• Collaborate with data teams across departments

Start with: Google Data Analytics Certificate (Coursera) — a high-trust, low-cost program with real ROI.

2. Async Communication Mastery

Working remotely requires clear, documented, asynchronous communication. That means knowing how to:

• Use tools like Notion, Loom, and Slack effectively
• Write updates that don’t require follow-ups
• Build trust and accountability without Zoom calls

3. AI Collaboration Skills

AI isn’t going away. Workers who can collaborate with AI tools—rather than compete against them—will rise faster.

• Prompt writing (ChatGPT, Claude)
• No-code automation (Zapier, Airtable)
• Workflow design using AI agents

Try this: Educative.io’s AI Productivity Courses for short, interactive walkthroughs.

4. Agile Project Ownership

Agile isn’t just for developers. Non-tech workers are expected to:

• Manage tasks via Kanban or Scrum
• Adapt quickly to changing priorities
• Own deliverables across distributed teams

Credential to consider: Edureka’s Certified Scrum Master Course

5. Emotional Intelligence & Digital Empathy

Hiring managers repeatedly say they want employees who bring clarity, calm, and care into distributed work.

• Can you communicate uncertainty with grace?
• Are you good at giving/receiving async feedback?
• Can you lead without micromanaging?

Table: Top Soft Skills in Demand (2025)

6. Short-Term Certs That Actually Pay Off

You don’t need another 4-year degree. These micro-certifications are remote-friendly and employer-approved:

Tip: Stack one hard skill (like project management) with one soft skill (like async communication) to boost hireability.

7. Curated Remote Hiring Niches to Watch

According to FlexJobs, these are the most active categories for remote hiring right now:

• AI Enablement
• Data Annotation & Quality Control
• Customer Success
• Virtual Training & Onboarding
• Operations Support

Look for jobs that mention “async-first,” “distributed teams,” or “remote-forward culture.”

8. How to Know If You’re Ready to Apply Again

Here’s a simple self-check:

• ✅ Your resume reflects your new skills and value
• ✅ You can describe your layoff without shame or overexplaining
• ✅ You feel emotionally stable enough to accept rejection
• ✅ You’ve completed 1–2 small learning wins (certs, projects)

If that’s you? It’s time.

Start with 1–2 applications per day. Don’t flood the market. Be intentional.

Try this now: Apply to a curated role via FlexJobs. Each job is vetted to avoid scams and bait listings.

Related Read: Remote-Friendly Roles for People Switching Industries in 2025

Where to Look (and Where NOT to) for Your Next Remote Role

At this point, you’ve stabilized, upskilled, and regained your momentum. But if you don’t know where to look next, you risk stepping into another low-pay, high-stress, or dead-end role. In 2025, the smartest remote professionals are shifting their job search toward signal-rich platforms that are actually designed for experienced talent.

1. Why Generic Job Boards Are Costing You Time (and Interviews)

Browsing Indeed, Craigslist, or Google job panels often leads to expired listings, scam roles, commission-only gigs, or postings overwhelmed by low-intent applicants. Recruiters rarely see resumes from these platforms because of automated filters.

Visibility is critical. Applications need to be seen and seriously considered.

2. The Ladders: The Platform Built for High-Earning Remote Talent

For $100k+ remote roles, The Ladders is a top-tier resource. It is designed for professionals seeking high-quality, well-compensated opportunities.

The platform curates:

• Remote jobs with real salary transparency
• Strategic and leadership-level openings
• Employers who value senior, remote-first experience

Features include exclusive listings, resume review services tailored for remote careers, and alerts based on experience and domain.

Explore The Ladders

3. Use FlexJobs as a Secondary Tracker

FlexJobs offers vetted listings, great for part-time or hybrid flexibility. It remains reliable for non-executive remote seekers or transitional roles. For full-time strategic positions, The Ladders should take precedence.

4. Supplementary Platforms

Niche boards can occasionally surface valuable roles:

• We Work Remotely
• Remotive
• Remote OK

These should be used to complement, not replace, primary platforms.

5. Avoid High-Risk Listings

Watch for:

• Equity-only compensation
• Overloaded job descriptions
• Companies with no funding transparency
• Roles found via unverified social media posts

Flag language includes “hustle culture,” “rockstar ninja unicorn,” and “wear many hats.”

6. Advanced Candidate Tactics

Leading applicants in 2025 are:

• Publishing concise Notion-based resumes
• Including brief Loom videos in applications
• Customizing each submission with AI optimization
• Organizing applications via Airtable

TechCrunch reports a 3–5x increase in callbacks when video is included.

7. The 48-Hour Rule

Top remote listings close quickly. Applications sent within 48 hours of posting have the highest chance of visibility. Job seekers benefit from checking The Ladders daily, applying selectively, and tracking submissions.

8. The 2025 Remote Application Formula

Effective applications contain:

• Keyword-optimized resumes
• Sub-150 word cover letters with a clear ask
• Optional 2-minute intro videos
• Aligned LinkedIn titles and summaries

Begin with The Ladders to locate three viable roles and apply with intention.

Coming up in Part 5: How to prep for a remote interview in 2025—what hiring managers are really listening for, and how to pass the asynchronous screen on your first try.

How to Prep for a Remote Interview in 2025

You’ve landed an interview. That means you’ve already beaten out 85–90% of other applicants. But here’s what you need to know: in 2025, interviews—especially remote ones—are no longer about showing up and “chatting.” They’re engineered to weed out anyone who isn’t prepared to perform in a fast-moving, async-first world.

1. You May Not Even Get a Live Interview

Remote interviews now start with asynchronous screens—pre-recorded answers to questions via platforms like HireVue, Spark Hire, or Willo. If you’re not comfortable speaking into a webcam with clarity and precision, you risk being filtered out early.

According to the National Association of Colleges and Employers, over 65% of employers now use pre-recorded video interviews in the first round.

FOMO alert: Candidates who delay or decline these interviews are rarely considered in later stages.

2. Asynchronous Communication Is the Real Test

In remote interviews, hiring managers aren’t just listening to what you say. They’re watching for how you:

• Deliver clarity in one take
• Handle tech awkwardness (camera, lighting, audio)
• Show energy without overcompensating

This is your chance to prove you can lead async updates, deliver client summaries, or present without being managed.

Practice with a free tool like Loom and record your answers to:

• “Tell me about a project you led remotely.”
• “How do you manage miscommunication in an async team?”
• “When did you last fail, and what did you learn?”

3. Showcase Your Setup

Hiring teams want to see that your home office setup supports consistent, professional performance.

• Neutral background
• Clear audio
• Direct eye contact (camera awareness)
• No background noise or poor lighting

LinkedIn’s Future of Work Report shows that over 70% of employers rate a candidate’s tech setup as a soft signal for remote readiness.

4. Align to the Tools and Stack

Ask your recruiter or hiring contact in advance:

• What tools does your team use for communication and project management?

Then subtly name-drop those tools in your answers:

• “When I used Asana to manage our cross-functional roadmap…”
• “We documented decisions in Notion to maintain transparency…”

Tip: Mentioning the right stack early signals you won’t require ramp-up or retraining.

5. Use the STAR+EEAT Framework

Answer behavioral questions with a twist:

• Situation
• Task
• Action
• Result
• +EEAT: Highlight your Experience, show Expertise, build Authority, and establish Trust

Example:

“When leading a client implementation remotely, I used Notion to document progress and recorded async updates via Loom. As a result, we reduced onboarding time by 22% and increased satisfaction scores.”

6. Send a Follow-Up Loom

After the interview, record a 60-second thank-you video via Loom.

• Address the hiring manager by name
• Recap one key point from the call
• Reaffirm why you’re excited about the role

According to Forbes, candidates who send follow-up videos are 2.6x more likely to advance.

7. Build a Digital Leave-Behind

Remote-first teams love candidates who think ahead. Create a short Notion or Google Doc:

• “My 30-60-90 Remote Plan”
• “How I Ramp Up in Async Environments”
• “What Success Looks Like in the First 100 Days”

Attach the link in your thank-you note. Add permissions. Done.

8. Sign Up Before You’re Behind

Right now, top companies are hiring—but only the fastest, most prepared candidates will close the deal.

Don’t wait. Sign up for The Ladders today and begin tracking roles with high interview pass-through rates.

Still building your job funnel? FlexJobs gives you a second layer of verified listings to practice your outreach on.

Coming up in Part 6: How to negotiate your remote compensation in 2025, even when the job listing says “salary range not disclosed.”

How to Negotiate Your Remote Compensation in 2025

It’s not just about getting the job—it’s about being paid fairly for the value you bring. If you’ve ever felt awkward, unsure, or even guilty about negotiating your salary, you’re not alone. But in 2025, underpaid remote professionals are falling further behind, while those who speak up are building real financial security.

1. You Deserve to Know Your Worth

Too many remote workers—especially women and professionals from underrepresented backgrounds—accept the first offer because they fear losing the opportunity. But the data shows that negotiating, even just once, can increase lifetime earnings by six figures.

The Pew Research Center reports that 62% of remote workers believe they are underpaid, yet only 18% negotiate.

2. Start With Research

Know the market before you talk money. Use high-authority tools like:

• Levels.fyi for tech and startup pay bands
• Payscale for function-specific remote salary trends
• The Ladders for roles above $100k

Write down a 3-tier range:

• Base minimum (covers your needs)
• Fair market range (based on role and experience)
• High-performance value (top 15% of market)

3. Use Anchors, Not Apologies

Instead of saying: “I was hoping for something around…” Say: “Based on my market research and the value I bring, I’m targeting a compensation range of…”

Then shut up. Let them speak.

Confidence isn’t arrogance. It’s clarity.

4. Know What’s Negotiable (It’s Not Just Base Pay)

In remote jobs, you can often negotiate:

• Signing bonus
• Quarterly bonus or performance-based incentives
• Work-from-home stipend or tech budget
• Learning and development budget
• PTO structure
• Async flexibility clauses

These can add real value—even if the base salary is fixed.

5. If They Say “We Don’t Have Budget”

A growing number of companies use this phrase to shut down discussions. Respond with:

• “I understand. If the base isn’t flexible, can we explore other areas of compensation that align with long-term impact?”
• “Would it be possible to revisit this in 3–6 months based on performance?”

This repositions you as collaborative, not confrontational.

6. Use Written Offers as Leverage

If you’re in multiple interview processes, you’re in a stronger position. Use that respectfully:

• “I’m currently considering an offer from another fully remote company in the $105–115k range. That said, I’m most aligned with your mission and team. Is there flexibility to match?”

Don’t bluff. Be honest. But don’t hide your value.

7. Practice With a Friend—or Chatbot

Negotiation is a skill. Don’t wait until it’s live.

• Roleplay with a friend
• Use ChatGPT to simulate recruiter conversations
• Rehearse calmly stating your number and holding silence

8. Follow Up With a Thank-You

After negotiations, send a brief note reaffirming your excitement and readiness. This keeps the tone positive, even if the final number wasn’t ideal.

“Thanks again for your transparency during the compensation conversation. I’m genuinely excited about the team and the work ahead.”

9. Sign Up to Track Competitive Ranges

Start with The Ladders to monitor where remote compensation is heading—and how to position yourself.

Looking for remote roles that clearly state pay up front? FlexJobs now includes salary transparency filters so you don’t waste time.

Coming up in Part 7: How to emotionally rebound from career disruption and rebuild confidence, even when rejection emails pile up.

How to Emotionally Rebound After Career Disruption

Job loss is more than a financial event—it’s an identity rupture. Especially when you’ve worked remotely, your career often overlaps with your space, your schedule, and your self-worth. Being laid off can feel like being erased. But this moment isn’t your ending. It’s your rebuild.

1. Let Yourself Feel It

Rejection hurts. Layoffs sting. And pretending it doesn’t matter delays your recovery.

Write it down. Talk to someone. Say it out loud: “I lost my job.” And then remind yourself: “That doesn’t mean I lost my value.”

The American Psychological Association notes that remote professionals who acknowledge emotional distress early recover faster—professionally and mentally.

2. Understand That Rebuilding Is a Process

You won’t get everything back in a day. But you’ll get something back each day:

• A job lead
• A skill built
• A recruiter message
• A moment of clarity

Track small wins. Celebrate micro progress. Momentum matters more than perfection.

3. Talk to People Who Get It

Not everyone will understand what you’re going through. That’s okay. Find people who do.

• Join a remote work support group
• Comment on LinkedIn posts by others who’ve been laid off
• Share your own story (even anonymously)

Connection kills shame. And you’ll be surprised who responds when you speak up.

4. Reclaim Structure in Your Day

When your calendar empties, it’s easy to drift. Design a daily rhythm:

• Morning walk + coffee
• 90 minutes of job search or skilling
• Midday break
• Afternoon networking or project work

This rhythm won’t just help you find work—it’ll help you feel like yourself again.

5. Reflect on What Wasn’t Working

Sometimes, the layoff isn’t just a loss—it’s a release.

Maybe the role drained you. Maybe the team ignored you. Maybe you outgrew it. Use this moment to ask:

• What do I want more of?
• What do I want less of?
• What do I never want again?

This isn’t just job replacement—it’s career redesign.

6. Rebuild Self-Belief with Action

Confidence doesn’t come back because someone tells you you’re good. It comes back when you:

• Finish a course
• Publish something
• Get a compliment from a stranger
• Apply to a role you actually want

Do something today that reminds you who you are—before any job title tried to define it.

7. Don’t Let Rejections Define You

Yes, they’ll come. Some automated. Some cold. Some unfair.

But none of them are about your worth. They’re about fit, timing, and systems that rarely reward nuance.

Rejection isn’t a signal to stop. It’s a sign you’re in motion. Keep going.

8. If You’re Struggling, Say Something

If the weight feels heavy:

• Talk to a friend
• Call a helpline
• Book a session with a therapist or coach

Mental health matters more than metrics. And healing matters more than hustle.

The National Alliance on Mental Illness (NAMI) recently highlighted how remote burnout, layoffs, and isolation can converge. You are not alone. And help exists.

9. Believe That the Next Role Can Be Better

You’ve seen what doesn’t work. Now you get to seek what does.

Look for roles that:

• Align with your values
• Offer clarity, not chaos
• Respect async workflows
• Encourage long-term growth

Start your next chapter with intention.

Find your next opportunity with The Ladders—and step into roles that match your value.

Or use FlexJobs to ease back in, on your terms.

Coming up in Part 8: The solution to burnout, skill gaps, and constant reinvention—how to build a long-term remote career engine that works even when the market doesn’t.

The Long-Term Solution: Build a Remote Career Engine That Works

What if this wasn’t just about finding another job? What if it was about building a remote career that actually lasts—one that adapts with change, weathers market shifts, and helps you grow with stability, not burnout?

The most resilient remote workers aren’t chasing the next opportunity. They’re building a system.

1. Treat Your Career Like a Product

Products improve. Products ship updates. Products evolve to meet demand.

You can do the same:

• Set monthly career OKRs (Objectives and Key Results)
• Track your skills like a product roadmap
• Update your “release notes” (portfolio, resume, LinkedIn) every 60 days

You’re not a static asset. You’re a developing platform.

2. Rotate Between Build, Learn, and Earn Phases

A sustainable remote career doesn’t sprint—it cycles.

• Build: work on your own ideas, side projects, or client experiments
• Learn: go deep into one new tool, skill, or framework
• Earn: focus on income-generating roles that support the first two

This model helps you avoid burnout and gives purpose beyond paycheck pressure.

3. Diversify Your Income Streams

One employer, one paycheck? That’s fragile.

Many top remote professionals now maintain:

• A primary full-time or part-time role
• Freelance gigs or consulting
• Digital products (courses, templates, guides)
• Affiliate income or content monetization

Not all at once—but one small second stream can provide freedom, especially during job gaps.

4. Design a Personal Career OS

Instead of reacting to job postings, create a proactive system:

• Airtable: track jobs, pitches, projects
• Notion: career roadmap, skill tree, reflection journal
• Google Calendar: time-block weekly career investments

Career engines aren’t luck. They’re built with clarity and consistency.

5. Find Remote Communities That Last

Jobs come and go. But communities give you feedback, resilience, and leads.

Look for:

• Masterminds or accountability pods
• Slack/Discord groups around your niche
• Learning cohorts with async peer support

These spaces help you stay inspired when motivation dips—and plugged in when the market shifts.

6. Say Yes to Opportunities that Fit You

You don’t have to prove anything. You’ve already come this far.

Choose roles that:

• Respect remote work as a structure—not just a perk
• Value your time zone, async style, and lived experience
• Offer mentorship or learning budgets

Say yes to companies that see your worth, not just your output.

7. Your Next Chapter Starts Now

You’re not rebuilding from scratch. You’re rebuilding from experience.

Everything you’ve survived makes you more ready—not less.

This isn’t just about income. It’s about agency. This isn’t just about jobs. It’s about direction. This isn’t the end. It’s your pivot point.

Start Building Today

• The Ladders: track $100k+ remote roles that value experience
• FlexJobs: find stable, vetted roles for re-entry or part-time scaling
• Edureka: upskill without burning out
• Educative.io: build high-demand tech skills in short bursts

Don’t just search.

Build the remote career engine that keeps working—even when everything else changes.

You’re not behind. You’re building. And the future is still remote.

Remote Work, Layoffs, and Rebuilding: Your Most Pressing Questions Answered