Jobnes

Insights from Jobnes — a global job aggregator that helps job seekers find vacancies from multiple sources in one simple search. Covering 14 countries and 9 languages. 🔗 Visit: https://jobnes.com 📩 Contact: [email protected]

[jobnes]

Welcome to Jobnes — Global Job Search Made Simple

Hi there! I'm Evgeniy Guryanov, founder of Jobnes — a global job aggregator covering 14 countries and 9 languages.

Jobnes helps job seekers find vacancies from multiple sources in one simple search. Instead of checking dozens of career sites separately, you can search Jobnes once and access thousands of openings through a single, clean interface.

What we'll share on this blog:

Job search trends across 14 countries

Insights from our global aggregator data

Tips for job seekers worldwide

Stories from building Jobnes

Visit us: https://jobnes.com

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Working Holiday Visa Math: Australia vs Canada vs UK vs New Zealand in 2026

Just put together a comparison page for Working Holiday Visas across the four major English-speaking destinations. The cost and duration differences are larger than most people realize:

✅ Australia (Subclass 417/462): AUD 650 application fee + AUD 5-10K required funds = $4,500-7,000 USD total. Duration 12 months extensible to 36 via specified work. Maximum earning potential.

✅ Canada (IEC): CAD 161 + biometrics = roughly $1,800-3,500 USD total including required funds. Duration 12-24 months. Most accessible application; tech transition friendly.

✅ UK (Youth Mobility Scheme): GBP 244 fee + GBP 2,530 required funds = $1,500-3,500 USD total. Duration 24 months. London tech/finance access, European base.

✅ New Zealand (Working Holiday Scheme): NZD 670 + NZD 4,200 = $2,800-3,500 USD total. Duration 12 months (23 months for UK citizens). Smaller market, lifestyle focus.

The full page covers eligibility specifics for each (age limits 18-30 vs 18-35 by country), industry recommendations, and the "common mistake" pattern: treating WHV as tourism with optional work rather than a 12-24 month employer-search runway with explicit goal of securing sponsorship for next visa.

The candidates who successfully transition from WHV to longer-term visas all share one habit — they treat the 12-24 month window as job-search time, not vacation time, from week 1.

Full breakdown: notion.site

[jobnes]

The Calgary Tech Math Beats Toronto More Often Than Most Newcomers Realize

New piece up on the four major Canadian cities for newcomer tech workers: Toronto vs Vancouver vs Calgary vs Ottawa.

The instinct is to default to Toronto. The actual numbers in 2026 don't always agree.

A rough comparison for a senior software engineer:

✅ Toronto — CAD 150,000 salary, CAD 2,700/mo 1BR rent, ~CAD 58k disposable income ✅ Vancouver — CAD 140,000 salary, CAD 2,950/mo 1BR rent, ~CAD 50k disposable income ✅ Calgary — CAD 135,000 salary, CAD 1,800/mo 1BR rent, ~CAD 62k disposable income ✅ Ottawa — CAD 130,000 salary, CAD 2,000/mo 1BR rent, ~CAD 55k disposable income

Calgary's affordability creates the highest after-tax-and-rent disposable income, despite lower nominal pay. Combined with no provincial sales tax and the second-lowest combined tax burden in Canada, the math shifts the typical Toronto-first instinct considerably.

The trade-offs are real — Calgary winters are harsh, the city itself is functional rather than beautiful, the tech ecosystem is younger than Toronto's. But for newcomers prioritizing financial outcomes, it's worth modeling out before defaulting to the obvious choice.

Full breakdown — including provincial tax differences, healthcare access, lifestyle factors, and bilingual premiums in Ottawa — is in the guide.

Read the full piece: TELEGRA.PH

[jobnes]

Uzbekistan's IT Park and the Surprisingly Real Tech Scene in Tashkent

A few practical observations about the Uzbek tech market in 2026 that don't get much coverage in English-language tech media:

IT Park Uzbekistan operates as a special economic zone with concrete tax incentives — 0% income tax for IT companies that meet export requirements, simplified visa pathways for foreign tech workers, and English-language administrative interfaces. The framework attracts both foreign tech operations and Uzbek developers building for global markets.

Tashkent has built a genuine remote-work-for-Western-companies ecosystem. Senior Uzbek developers with strong English routinely work for US, German, UK employers at 40-70% of equivalent local Western salaries — which translates to extraordinary purchasing power locally. Mid-level remote engineers earning 2,500-4,500 USD/month live very comfortably; senior remote engineers at 5,000-8,000 USD/month live extremely well.

Russian relocation reshaped the talent pool here too. Like Kazakhstan, Uzbekistan absorbed substantial Russian tech migration since 2022 — estimated 50,000-80,000 Russian tech workers settled, with concentrated pockets in Tashkent and Samarkand. Senior engineers from Yandex, Avito, Mail.ru, and similar are now part of the local market.

Local salaries are modest but rising fast. Uzbek tech companies (Click, EPAM Tashkent, Workly, Iman Invest) pay substantially less than Western remote work — typically 800-2,500 USD/month for mid-level — but this is rising rapidly as competition for talent intensifies. Local cost of living makes even modest salaries comfortable.

The visa pathway for foreign tech workers is unusually accessible. IT Park's "IT Visa" provides 3-year residence for tech workers with simplified requirements. The Tashkent Digital Nomad framework (introduced 2024) supports legal remote work for Western employers with predictable tax treatment.

English-language friction exists. Unlike the Netherlands or Sweden, Uzbek business operates substantially in Russian and Uzbek, with English as a third language. For tech specifically, English fluency is common but for broader life logistics, Russian remains useful.

The trade-offs are real. Career mobility within Uzbekistan plateaus quickly for senior tech (the local market is small in absolute terms). Most senior trajectories involve remote work for Western companies or relocation to Almaty, Tbilisi, or Berlin within 5-7 years. Government bureaucracy outside IT Park can be friction-heavy. Healthcare quality varies substantially.

Cost of living is the main pitch. Tashkent 1BR central rent runs 200-500 USD; quality meals 5-10 USD; private healthcare for routine needs is affordable; international school tuition (for those with families) substantially below Western equivalents. A 5,000 USD/month remote salary delivers genuinely premium living.

For tech workers willing to live regionally with strong cost-of-living optimization, Uzbekistan offers genuinely interesting opportunities. To browse Uzbek tech and IT Park opportunities, aggregating across HeadHunter Uzbekistan, IT Park Resident database, LinkedIn, and direct company sources produces meaningfully different results than relying on any single channel.

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The London Premium for UK Tech Has Quietly Compressed in 2024-2026

Just published a longer piece on Blogger about the genuine shift in UK tech compensation since 2022.

The headline numbers most candidates miss:

✅ London senior tech salaries in 2026 represent ~80-85% of their 2022 real purchasing power for many roles. Nominal numbers held but inflation and housing costs ate the difference.

✅ A senior software engineer earning 95-110K GBP in London in 2026 might have earned 105-120K GBP in 2022. The differential isn't dramatic but combined with London's housing trajectory (which hasn't compressed correspondingly), the disposable-income picture has changed meaningfully.

✅ Edinburgh produces the strongest after-rent income for senior UK tech roles — 70-90K GBP salary, 850-1,200 GBP/mo rent, ~36K GBP after tax+rent, comparable to London's ~38K despite the lower nominal pay.

✅ Manchester mid-level 50-72K GBP, 1BR rent 750-1,100 vs London's 1,400-2,000. Strongest growth among UK secondary tech metros.

✅ Bristol's South West tech corridor has grown substantially — aerospace heritage (Airbus, Rolls-Royce) plus growing software/gaming. Tech salaries 50-72K mid-level.

✅ Belfast tech grew faster than expected — major Citi, Allstate, PwC technology operations. Salaries 45-65K but cost of living substantially below mainland UK.

The remote work narrative has substantially regressed. Most "remote-friendly" UK tech employers in 2026 require 1-3 days/week in office; some larger employers returned to 4-5 day requirements. Candidates expecting fully remote UK tech employment will find a narrow market.

Full breakdown with city-by-city disposable income calculations:

Just published a longer piece on Blogger about the genuine shift in UK tech compensation since 2022.

The headline numbers most candidates miss:

✅ London senior tech salaries in 2026 represent ~80-85% of their 2022 real purchasing power for many roles. Nominal numbers held but inflation and housing costs ate the difference.

✅ A senior software engineer earning 95-110K GBP in London in 2026 might have earned 105-120K GBP in 2022. The differential isn't dramatic but combined with London's housing trajectory (which hasn't compressed correspondingly), the disposable-income picture has changed meaningfully.

✅ Edinburgh produces the strongest after-rent income for senior UK tech roles — 70-90K GBP salary, 850-1,200 GBP/mo rent, ~36K GBP after tax+rent, comparable to London's ~38K despite the lower nominal pay.

✅ Manchester mid-level 50-72K GBP, 1BR rent 750-1,100 vs London's 1,400-2,000. Strongest growth among UK secondary tech metros.

✅ Bristol's South West tech corridor has grown substantially — aerospace heritage (Airbus, Rolls-Royce) plus growing software/gaming. Tech salaries 50-72K mid-level.

✅ Belfast tech grew faster than expected — major Citi, Allstate, PwC technology operations. Salaries 45-65K but cost of living substantially below mainland UK.

The remote work narrative has substantially regressed. Most "remote-friendly" UK tech employers in 2026 require 1-3 days/week in office; some larger employers returned to 4-5 day requirements. Candidates expecting fully remote UK tech employment will find a narrow market.

Full breakdown with city-by-city disposable income calculations:

Just published a longer piece on Blogger about the genuine shift in UK tech compensation since 2022.

The headline numbers most candidates miss:

✅ London senior tech salaries in 2026 represent ~80-85% of their 2022 real purchasing power for many roles. Nominal numbers held but inflation and housing costs ate the difference.

✅ A senior software engineer earning 95-110K GBP in London in 2026 might have earned 105-120K GBP in 2022. The differential isn't dramatic but combined with London's housing trajectory (which hasn't compressed correspondingly), the disposable-income picture has changed meaningfully.

✅ Edinburgh produces the strongest after-rent income for senior UK tech roles — 70-90K GBP salary, 850-1,200 GBP/mo rent, ~36K GBP after tax+rent, comparable to London's ~38K despite the lower nominal pay.

✅ Manchester mid-level 50-72K GBP, 1BR rent 750-1,100 vs London's 1,400-2,000. Strongest growth among UK secondary tech metros.

✅ Bristol's South West tech corridor has grown substantially — aerospace heritage (Airbus, Rolls-Royce) plus growing software/gaming. Tech salaries 50-72K mid-level.

✅ Belfast tech grew faster than expected — major Citi, Allstate, PwC technology operations. Salaries 45-65K but cost of living substantially below mainland UK.

The remote work narrative has substantially regressed. Most "remote-friendly" UK tech employers in 2026 require 1-3 days/week in office; some larger employers returned to 4-5 day requirements. Candidates expecting fully remote UK tech employment will find a narrow market.

Full breakdown with city-by-city disposable income calculations: jobnescom.blogspot.com

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The European Job Map Has Substantially Reorganized Itself Since 2023

Just put up a new resource page on the European job market in 2026 — Germany, France, Spain, Italy, with a few practical observations that I think are underweighted in mainstream career advice.

The TL;DR for non-EU candidates considering Europe:

✅ Germany's 2024-2025 Skilled Immigration Act overhaul lowered EU Blue Card thresholds (~45,300 EUR for most occupations, ~41,000 for shortage occupations) and introduced the Opportunity Card allowing 1-year entry without offer. This is a genuinely meaningful change.

✅ France's Talent Passport visa reforms (2023-2024) provide multiple non-EU pathways with thresholds around 38,000 EUR. Paris tech operates substantially in English by 2026 — Station F, plus major American tech presence. Toulouse aerospace cluster is genuinely English-friendly.

✅ Spain's Digital Nomad Visa (income threshold ~31,752 EUR) is the most accessible non-EU European pathway. Madrid and Barcelona tech operate in English. Customer service multinationals hire heavily for English/German/French/Italian.

✅ Italy's NextGenerationEU funds (191B EUR allocation) drive engineering and project management demand through 2027. Bologna, Turin, and increasingly southern cities offer strong cost-of-living advantages.

The salary math for senior software engineers (EUR/year):

Munich: 110,000-145,000

Berlin: 95,000-130,000

Paris: 80,000-110,000

Madrid/Barcelona: 60,000-95,000

Milan: 60,000-90,000

Bologna: 55,000-80,000

After housing and tax structures, regional cities (Bologna, Turin, Valencia, Málaga, Bilbao) often produce the strongest disposable income. The conventional "go to Berlin or Munich" advice misses meaningful tier-2 alternatives.

Full resource page with country-specific platform fragmentation notes (StepStone vs Xing vs Arbeitsagentur in Germany, France Travail vs Welcome to the Jungle in France, etc): notion.site

[jobnes]

The Australian Job Market Looks Different Than Most People Assume in 2026

Just put up a new piece on Substack about something that's been a slow-burn shift in Australian recruitment: SEEK is no longer the default it was for two decades.

The tl;dr:

✅ SEEK still dominates in scale and recognition, but the moat is narrower than it was three years ago

✅ Recruitment agency saturation has worsened — a substantial portion of SEEK listings are recruiter posts, often duplicates of the same role marketed by multiple agencies

✅ Direct company posting has migrated to LinkedIn and own career pages first, with SEEK syndication delayed by 1-2 weeks

✅ The aggregation layer matured between 2020-2026 — what was poor five years ago is now actually viable

✅ Generation gap in search behavior — Australians under 30 increasingly start on Instagram, TikTok, and LinkedIn rather than dedicated job platforms

✅ Niche platforms have grown — EthicalJobs, ProBono Australia, Working Spider, AccountantsDaily all hold meaningful share within their verticals

For job seekers, the practical lesson is that single-platform Australian job search now produces systematically incomplete results. A comprehensive search in 2026 means SEEK + LinkedIn + Indeed AU + relevant niche platforms + major employer career pages — or aggregators that handle this automatically.

Full piece on Substack: https://jobnes.substack.com/p/why-australian-job-seekers-are-bypassing

[jobnes]

The Netherlands Quietly Became the Most English-Friendly Tech Market in Continental Europe

A few practical observations about Dutch tech employment in 2026 that aren't well-covered in English-language career media:

English is the working language at most tech companies. Adyen, Booking.com, ASML, TomTom, Mollie, MessageBird, plus the Amsterdam offices of Uber, Netflix, and most major US tech operate in English by default. Dutch fluency is helpful for management and culture but rarely required for individual contributor tech roles. This is a meaningfully different bar than Germany, France, or even Sweden.

The 30% ruling is genuinely impactful. Skilled migrants with relevant expertise can apply for the 30% ruling, which exempts 30% of gross salary from income tax for up to 5 years (recently shortened from 5 → 4 years for new applications, but still substantial). For senior tech roles earning 90,000+ EUR, this changes effective compensation meaningfully. Eligibility requires meeting the salary threshold (~46,000 EUR in 2026) and being recruited from abroad rather than locally hired.

Amsterdam has joined a global tech salary tier. Senior software engineers in Amsterdam earn 95,000-135,000 EUR base in 2026, with leading employers (Adyen, Booking.com Tech, ASML headquarters in Veldhoven) paying meaningfully more for senior roles. Mid-level 70,000-95,000 EUR.

The visa pathway is unusually accessible. The Highly Skilled Migrant program processes faster than most EU equivalents (typically 2-4 weeks), requires recognized employer sponsorship (most major tech companies are recognized), and the salary threshold (~5,000 EUR/month for under-30, ~6,800 for over-30) is lower than equivalent thresholds in Germany or France. The Orientation Year Visa for recent grads provides a low-friction entry path.

The cost reality is mixed. Amsterdam housing is genuinely tight — 1BR central rent runs 1,800-2,800 EUR/month, finding apartments takes effort and luck. Outside Amsterdam (Utrecht, Rotterdam, Eindhoven, Groningen), the math improves substantially. Eindhoven specifically has built a strong deep-tech scene around ASML and Philips with Amsterdam-comparable salaries at 50-60% of the housing cost.

The trade-off is career-mobility plateau. The Dutch tech market is small in absolute terms — perhaps 200,000-300,000 tech roles total. After 5-7 years, senior engineers often find lateral mobility limited and increasingly relocate to Berlin, London, or work US-remote.

Tax math beyond the 30% ruling. Dutch top marginal rate (~49.5% on income over ~76,000 EUR) is higher than Germany or France, but the 30% ruling effectively offsets this for qualifying migrants. Without the ruling, senior tech compensation in Munich or Berlin often nets more take-home than equivalent Amsterdam roles.

The aggregate pitch: if you want continental European tech employment with the lowest English-language friction, the Netherlands is probably the strongest option in 2026. To explore Dutch tech and English-speaking opportunities, aggregating across LinkedIn, Indeed Netherlands, Magnet.me, and direct company career pages produces meaningfully better coverage than relying on any single source.

Behind the project

Jobnes is built and maintained by Evgeniy Guryanov (about.me, Gravatar). The startup is profiled on F6S and listed on regional startup index Startupa.ge. Industry placement is tracked on SaaSHub.

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The Raleigh-vs-Bay-Area Tech Salary Math Doesn't Work the Way Most People Assume in 2026

Just put up a longer piece on Blogger about the genuine shift in US tier-2 tech compensation since 2020.

The thing most candidates miss when comparing offers:

✅ A senior engineer earning $165K in San Francisco might earn $140K in Raleigh at the same remote-friendly company. That's a 15% reduction, not 40%. After cost of living, Raleigh often nets MORE disposable income.

✅ Salt Lake City's Silicon Slopes has matured beyond Adobe/Qualtrics into a substantial broader ecosystem. Mid-level $100-130K, outdoor lifestyle premium baked in.

✅ Nashville's healthcare-tech intersection plus zero state income tax adds 5-7% effective income to nominal salaries. A $110K Nashville role roughly equals $130K California after taxes.

✅ Pittsburgh ($85-115K mid-level) looks low on paper but median home prices around $230K create some of the strongest economics among US tech metros.

✅ Boise is small-scale but genuine — Micron expansion plus ICONIQ-funded startups, $90-115K mid-level, home prices remarkably reasonable.

The pattern is consistent: cities that win tier-2 tech compensation share strong universities, an anchor employer, fiber connectivity, manageable housing markets, and accumulated talent density. Cities lacking any of these struggle to retain workers.

The remote-work narrative has substantially regressed in 2024-2026 — most "remote-friendly" employers now require 1-3 days/week in office. Candidates assuming any US tech role can be done remotely will be disappointed.

Full breakdown with city-by-city numbers: https://jobnescom.blogspot.com/2026/05/the-american-tech-salary-map-has.html

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Express Entry Canada Is More Accessible in 2026 Than People Realize

We just published a deep guide on Canada's Express Entry system — and the picture in 2026 is genuinely different from the doom narrative dominating most coverage.

Key things most people miss:

✅ Category-based draws have lowered effective CRS thresholds dramatically for in-demand professions. Healthcare workers, trades, STEM, and French-speakers face significantly easier paths than the general pool.

✅ Healthcare draws sometimes hit CRS 420-450 — accessible to many candidates who'd never qualify in general draws.

✅ Trades draws around CRS 410-440 — even more accessible. Electricians, welders, plumbers, carpenters in particularly strong demand.

✅ Provincial Nominee Programs add 600 points — essentially guaranteeing Express Entry success. Saskatchewan and Manitoba PNPs are most accessible for newcomers.

✅ Realistic timeline: 12-24 months from profile creation to landing. Some category-based pathways processed in under 12 months total in 2025.

✅ Tech hiring stabilized after 2023-2024 turbulence. Calgary's tech scene growing rapidly, often beating Toronto/Vancouver on take-home economics.

The full guide covers eligibility specifics, the CRS scoring breakdown, in-demand professions across tech and healthcare, and city-by-city breakdown of where to settle strategically.

Read the full piece: https://telegra.ph/Express-Entry-Canada-2026-How-Skilled-Workers-Can-Move-and-Find-Tech-Jobs-05-13

(For job searching while you're going through the process: find current openings in Canada across major Canadian aggregators including Job Bank, Indeed Canada, LinkedIn, and direct company sites.)

[jobnes]

Kazakhstan's Quietly Growing Tech Scene Surprised Me in 2026

A few things worth knowing about the Kazakh tech and remote-work scene that don't get much coverage in English-language media:

Astana International Financial Centre (AIFC) operates under English common law — yes, in the middle of Central Asia. The legal framework attracts fintech and crypto operations, and the working language inside AIFC companies is functionally English. Tech salaries inside AIFC for senior backend or fintech roles run 30,000-55,000 USD equivalent — modest by Western standards but combined with Almaty/Astana cost of living, it's a strong disposable-income story.

Almaty has built a genuine startup ecosystem. Kaspi (the dominant Kazakh fintech, listed on NASDAQ) anchors a much larger ecosystem than most observers realize. CoLab, MOST Hub, and Astana Hub host accelerator programs that have produced regionally significant exits. International tech companies — Yandex, In-Driver (originally Russian, now Kazakh-headquartered), and Glovo — have substantial Almaty engineering presence.

Remote work for Western companies is the dominant pattern for senior tech. Kazakh developers with strong English routinely work for US, UK, and German employers at 60-90% of local Western salaries — which translates to extraordinary purchasing power locally. Astana Hub's Digital Nomad framework supports this legally for tax purposes.

Russian relocation has reshaped the talent market. Since 2022, an estimated 200,000+ Russian tech workers relocated to Kazakhstan (and Georgia, Armenia, Uzbekistan). Almaty's tech talent pool is now meaningfully deeper than it was three years ago, with concentrated pockets of senior engineers from Yandex, Avito, Tinkoff, and similar.

Cost of living advantage is substantial. A senior software engineer earning 4,000-6,000 USD/month in Almaty typically lives better than someone earning 2-3x that in Berlin or London. 1BR central Almaty rent runs 400-700 USD; a meal at a good restaurant 10-15 USD; quality public services and infrastructure.

The trade-offs are real — the language of business and government is increasingly Kazakh (not Russian), winters are extreme, and career mobility within Kazakhstan plateaus quickly for senior tech (you'll likely move to Western remote work or relocate within 5-7 years).

For someone optimizing on disposable income with willingness to live regionally, it's a genuinely interesting market. To browse Kazakh tech and remote opportunities, aggregating across HeadHunter.kz, LinkedIn, and Astana Hub's job board produces meaningfully different results than relying on any single source.

(For broader context on country-specific job markets across Central Asia and other regions, the Jobnes resource page on Notion covers each market.)

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5 Job Boards That Actually Aggregate (Not Just Recycle) Listings in 2026

Most "job aggregators" in 2026 are technically aggregators in the sense that they pull data from multiple sources. But the practical experience for users varies wildly. Some platforms produce genuinely comprehensive results across multiple countries and industries. Others are essentially Indeed scrapers with a cleaner interface and a different ad layout.

Five aggregators that actually function as aggregators in a meaningful sense:

1. Adzuna — One of the cleanest API-based aggregators. Adzuna licenses data from major job boards rather than scraping, which makes their listings more reliable but their coverage narrower than scraping-based competitors. Particularly strong for the UK, US, Australia, and Germany.

2. Careerjet — Long-running aggregator with broad geographic coverage. Less polished interface than newer competitors but maintains substantial source breadth across 90+ countries. Free API for developers makes it useful as a backend source for other tools.

3. Jora — Australian-founded, now part of SEEK. Jora actually does what SEEK doesn't — pulls from multiple Australian sources rather than relying solely on direct postings. The aggregation model gives it significantly different result sets than its parent company.

4. Jooble — Eastern European aggregator with surprisingly strong US and UK coverage. Less polished than Western competitors but often surfaces roles that haven't propagated through to Indeed yet, particularly from smaller niche platforms.

5. Jobnes — Multi-country aggregator covering 14 countries in 9 languages. Pulls from major job boards, country-specific platforms (SEEK, StepStone, Pole Emploi, Job Bank, etc.), and direct company career pages. Designed for cross-country searches that single-platform approaches handle poorly.

The common thread among genuinely useful aggregators is sustained engineering investment in source maintenance. When SEEK changes its HTML structure or Job Bank updates its API schema, the relevant integration breaks until updated. Aggregators that stop investing in this maintenance degrade quickly into displaying stale data.

For job seekers, the practical filter is whether the aggregator surfaces roles you can't find on Indeed. If a search across an aggregator just shows you the same listings you'd see on Indeed with a slightly different layout, the aggregator is probably not adding meaningful value to your search. The aggregators worth using are the ones that show you something different.

(For a quick reference of country-specific Jobnes pages across all 14 markets, we've put together a resource page on Notion covering each country directly.)

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The American Tech Hiring Map Has Genuinely Decentralized in 2026

The "everyone wants to be in San Francisco" narrative for US tech employment has weakened substantially since 2020. By 2026, the cost-of-living-adjusted math frequently favors tier-2 metros — sometimes by margins large enough to invert the obvious choice.

We just put together a city-by-city look at five US tier-2 cities that have built genuine tech ecosystems, plus context on how Canadian, Australian, and UK regional cities compare:

✅ Raleigh-Durham, NC — Mid-level dev $110-140K, median home ~$380K. Probably the strongest US tier-2 for after-housing-cost income.

✅ Salt Lake City, UT — Silicon Slopes has matured (Adobe, Qualtrics, Pluralsight). Mid-level $100-130K, outdoor lifestyle premium.

✅ Nashville, TN — Healthcare-tech intersection (HCA, Vanderbilt). $95-125K mid-level, no state income tax adds 5-7% effective income.

✅ Pittsburgh, PA — CMU spinoffs plus Google/Microsoft/Argo AI. $85-115K nominal but $230K median home creates strong economics.

✅ Boise, ID — Smaller scale but genuine growth (Micron, ICONIQ-funded startups). $90-115K mid-level.

The piece also covers Canadian context (Calgary's tech math beats Toronto on disposable income), Australian tier-2 (Brisbane vs Sydney), and UK regional (Edinburgh's after-rent income beats London).

The pattern is consistent across all four English-speaking markets: the cities winning tier-2 tech compensation share strong universities, an anchor employer, fiber connectivity, manageable housing, and accumulated talent density.

Full breakdown with numbers: https://fantasy-aftershave-f37.notion.site/Tech-Hiring-Cities-2026-Beyond-the-Bay-Area-35bb0e2ea9a980c586e5db1bb5679f9f

(For active US tech search across multiple metros simultaneously, see American tech hiring across multiple cities — country-specific aggregation reveals tier-2 roles often missed by Bay-Area-default searches.)

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The Australian Working Holiday Visa Math Just Got Better in 2026

We just dropped a new long-form piece on the Australian WHV — the visa that's been quietly getting more accessible while everyone's been arguing about the US H-1B and UK skilled worker routes.

Quick highlights from the guide:

→ Subclass 462 expanded eligibility — citizens of more countries now qualify, including some that were excluded pre-2024 → Specified work definition broadened — certain hospitality roles in regional Australia now count toward second-year extension (used to be agriculture-only) → Pay floor for picking work hit AUD 25-30/hr — substantial improvement over the AUD 18-22 era of 2018-2021 → Mining FIFO entry-level around AUD 90,000 annualized — yes, available to WHV holders if you do the safety certs → Tech roles increasingly open to WHV — Sydney/Melbourne tech are competitive but no longer reflexively closed to backpackers

If you're under 35 (or under 30 from certain countries), this is genuinely one of the more flexible work-and-travel programs globally right now.

Full breakdown — including the realistic AUD 8,000-10,000 landing cost (not the AUD 5,000 minimum that gets quoted), the timing trap of December arrivals, and which industries actually hire backpackers fast — is in the guide.

Read the full piece: https://telegra.ph/Working-Holiday-Visa-Australia-2026-Complete-Guide-for-Job-Seekers-Under-35-05-07

(For people searching jobs across countries: Jobnes covers Australia + 13 other countries in 9 languages.)

[jobnes]

Why Indeed and Glassdoor Keep Failing UK Job Seekers in 2026

We just published our first long-form piece on Substack, and it's about something that's been bugging us for a while: why the big American job platforms — Indeed, Glassdoor, ZipRecruiter, Monster — consistently underperform for British job seekers.

Short version of the argument:

→ Indeed gets buried under recruitment-agency duplicate listings (a structural feature of UK hiring, not Indeed's fault, but the experience suffers) → Glassdoor's salary data is statistically meaningless for UK roles — the dataset is one-tenth the size and UK candidates don't share salary numbers → ZipRecruiter essentially abandoned the UK market post-2020 and never came back → Monster has been trading on memory since 2010 and now captures less than 5% of British search

The British recruitment ecosystem looks structurally different from the American one, and the platforms that win locally are the ones that absorb whatever messy local sources exist instead of imposing US assumptions.

Full piece on Substack: https://jobnes.substack.com/p/why-the-big-us-job-platforms-keep

(If you're searching for a job in the UK in 2026 and your search starts and ends with Indeed, you're probably missing 40-60% of the relevant openings. We explain why.)

[jobnes]

Remote Work Visas in 2026: The English-Speaking Countries Compared

Just published a deep dive on remote work visa policies across the four largest English-speaking economies — the US, UK, Canada, and Australia.

The differences are bigger than most people realize:

→ One country has no remote-worker visa at all and forces digital nomads through awkward workarounds → Another quietly built one of the most generous multi-year pathways in the developed world → The other two sit in the middle, with rules that reward the prepared

We covered income thresholds, tax traps, the 183-day rule, what visa officers actually look for in income proof, and how to pick the right country based on your work setup.

Full breakdown here: https://telegra.ph/Remote-Work-Visas-in-English-Speaking-Countries-A-2026-Guide-05-04

Also worth noting: the volume of remote-friendly openings in the US specifically is wild right now — hundreds of thousands across the major hubs. If you want to see the demand side before tackling the visa side, you can browse current US openings on Jobnes directly.

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About Jobnes: Our Mission and How the Platform Works

Put together a short company hub explaining what we're building at Jobnes and why aggregation matters for international job seekers in 2026.

Covers:

• Our mission and why we focus on European markets

• How the aggregator works (3-step process)

• What kind of candidates Jobnes is built for

• Practical workflow that beats mass-applying

• Resources and reading list

If you're curious about Jobnes or considering a job search across multiple European countries, this is a good starting point:

https://sites.google.com/view/jobnescom

For the full job search platform itself: https://jobnes.com