Latest / The Career Change Podcast with Fexingo: Switching Fields, Bootcamps, and Reskilling / How Bootcamp Grads Can Land a Remote Job in 2026
Transcript
- Lucas: Luna, I want to talk about something that's on a lot of bootcamp grads' minds right now: landing a remote job. Not just any remote job—a good one, with a company that actually supports remote work, not just tolerates it. Luna: Yeah, there's a difference, and I think a lot of people have learned that the hard way over the past couple years. Lucas: Exactly. So I was looking at a fresh study from FlexJobs—they track verified remote job listings—and the numbers are pretty striking. As of mid-2026, tech roles make up 42 percent of all remote job openings. That's up from 37 percent in 2024. Luna: That's a big jump in just two years. And it's not just software engineering, right? It's a range of roles. Lucas: Right. The study breaks it down: cybersecurity, cloud engineering, product design, even some data analytics roles. And the thing is, companies are not just listing remote as an option—they're actively recruiting for remote-first. Some are even mandating it. Luna: Mandating remote? Interesting. Which companies are doing that? Lucas: GitLab is the classic example—they've been fully remote since day one, and they've doubled down. Zapier, Automattic—the company behind WordPress.com—they're all remote-first. But there are newer ones too, like Doist, the team behind Todoist. They've publicly committed to never having an office. Luna: So if I'm a bootcamp grad with a certificate in, say, full-stack development, how do I even start targeting these companies? Lucas: Good question. I'd say there are three concrete strategies. First, go after companies that have a public remote-first policy. They're not just saying 'remote ok'—they've built their culture around it. Check out sites like RemoteFirst.com or the FlexJobs list. Luna: And I'm guessing the interview process is different too? More async, more written communication? Lucas: Exactly. GitLab's interview process is famously asynchronous—they have you do a written exercise or a recorded video, not a live whiteboard. That's a huge advantage for people who do better when they have time to think. Luna: That's a good point. I've heard from bootcamp grads who felt like they bombed live coding interviews but crushed the async ones. Lucas: Second strategy: leverage your bootcamp's alumni network. Most bootcamps have a Slack or Discord channel where alumni post jobs. But here's the trick—filter for companies that are explicitly remote. Don't just apply to any job. Ask in the channel: 'Anyone work at a remote-first company? Can you refer me?' Luna: And referrals from alumni are gold. I've seen data that referred candidates are five times more likely to get hired at some companies. Lucas: Third strategy: use niche job boards. Not LinkedIn—that's a wasteland of 'remote' jobs that are actually hybrid or require you to be in a certain time zone. Use We Work Remotely, Remote OK, or the FlexJobs database. They vet the listings. Luna: I've heard We Work Remotely is pretty strict. They don't let just anyone post. Lucas: Exactly. They manually review every listing. So if you see a job on there, you know it's legit. And there's a sub-section specifically for entry-level roles. Luna: But what about the catch? I've seen some posts from bootcamp grads who got remote jobs but then felt isolated or didn't get enough mentorship. Lucas: That's real. And it's something I want to address. Not every remote company is good at onboarding. Some just throw you a laptop and a Slack invite and say 'figure it out.' So part of your vetting process should be asking about their onboarding program. Luna: What should you ask specifically? Lucas: Ask: 'What does the first 90 days look like for a new hire? Is there a buddy system? How often do I meet with my manager one-on-one?' If they can't give you a clear answer, that's a red flag. Luna: And I'd add: check out their company page on Glassdoor or Blind. Look for reviews that mention 'remote culture' or 'onboarding.' Lucas: Good addition. And there's another layer—scams. Remote job scams are rampant right now. The FBI's Internet Crime Complaint Center reported a 50 percent increase in job scam complaints in 2025. Luna: Wow. So what are the red flags? Lucas: If they ask you to pay for training or equipment upfront—huge red flag. If the interview is only text-based and they never want to do a video call—another red flag. Legitimate companies will always have a person to person interview. Luna: And if the salary seems too good for an entry-level role, it probably is. Lucas: Exactly. So to sum up: target remote-first companies, use your alumni network, use niche job boards, vet the company's onboarding, and watch for scams. That's the playbook for mid-2026. Luna: And I think there's one more thing—the 'time zone' question. A lot of bootcamp grads are worried about having to work odd hours if the company is in a different time zone. Lucas: Right. That's where async work comes in. GitLab, for example, has a handbook that says 'you don't have to be online at the same time as your colleagues.' They document everything. So if you're in a different time zone, you just work your own hours. Luna: That's a huge selling point for a lot of people. But not all remote companies are that flexible. Some expect you to overlap with core hours. Lucas: Right. So when you're researching, look for companies that explicitly say 'async-first' or 'core hours' or 'flexible schedule.' Those are different models, and you need to know which one works for you. Luna: And if you're someone who thrives on collaboration, maybe a fully async company isn't the best fit. You might want a company that has a few hours of overlap every day. Lucas: Exactly. Self-awareness is key. But for a bootcamp grad just starting out, I think the remote-first companies are a great launching pad because they often have structured mentorship programs—they know they can't rely on hallway conversations. Luna: Yeah, that's a good point. I've heard that at Zapier, they have a 'buddy system' for the first month, and they use a tool called Donut to pair you with someone from a different team for a virtual coffee chat. Lucas: That's smart. So to circle back—the data right now is on your side. 42 percent of verified remote jobs are in tech. That's a huge slice. And bootcamp grads have a real advantage because they're already trained in the skills those jobs require. Luna: And I think it's worth saying that if you're listening and you're feeling discouraged because you've applied to a bunch of jobs and heard nothing—don't give up. The market is there. It might just take a slightly different approach. Lucas: Yeah. And on that note, if we've helped you think through your job search or your career move, we want to mention something. A couple of dollars a month is genuinely what keeps these episodes ad-free and accessible. If you've gotten something out of them, you can support the show at buy me a coffee dot com slash fexingo. Luna: It really does make a difference. Just a small contribution helps us keep doing this without any ads or sponsors. Lucas: And we appreciate it. Now, back to the job search—one last thing I want to leave you with. The remote job market in 2026 is more competitive than it was in 2020, but it's also more mature. Companies have figured out how to hire and onboard remotely. So if you've got the skills and you do the research, you can find a great role. Luna: And don't forget to tailor your resume to highlight remote-specific skills—self-motivation, written communication, time management. Those matter more than ever. Lucas: Absolutely. Alright, Luna, good episode. Let's get back to work.