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24 Surprising Jobs You Can Do From Home

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This story originally appeared on FlexJobs.com.At FlexJobs, we post thousands of remote jobs in areas that may not be particularly surprising, such as writing, software development, or graphic design. But we also offer surprising jobs for people looking for work flexibility in unconventional fields.
Keep reading for examples of 25 surprising remote jobs. These jobs demonstrate the great breadth of remote work and the unique roles that are available on FlexJobs. And though some of these positions may no longer be open, they’re still a great example of the unique remote jobs out there.

1. Demographer — Spatial Analyst
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The Demographer will analyze data for local governments to help them create comprehensive community strategy plans.
2. Designer Athleisure
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The Designer will research and identify emerging trends in silhouettes, shapes, fabrics, details, and colors for active and performance wear. Must have knowledge of Adobe Illustrator and Photoshop.
3. Digital Painter
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The Digital Painter will work with writers to help bring interactive stories to life. Must know Photoshop, understand color and dramatic lighting, and possess a strong sense of volume and three-dimensional space.
4. Video Correspondent
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The Video Correspondent should be a food enthusiast and expert to work on the company’s social media platform. Must film twice a month on a selected topic (based on subject matter expertise), own a smartphone with a working camera, and have the ability to promote the content on your social networks. Ability to write scripts preferred but not required.
5. Finance and Banking Translator
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Applicants must be able to translate from German to French and French to German. Translators will translate financial, legal, and banking materials from English into the target language.

6. Head of Photography
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The Head of Photography will drive campaign development by overseeing and facilitating photoshoots, commissioning photographers, and archiving photos.
7. Home Stylist
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Working online, the Home Stylist creates interior design plans for clients. Duties include sourcing furniture and decor from a variety of vendors, building brand awareness through social media, and staying up to date on interior design news and trends.
8. Hospitality and Administrative Assistant
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The Hospitality and Administrative Assistant creates operational reports, communicates with guests and vendors, and hosts wine tasting experiences.
9. Librarian
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Working as a tutor, the Librarian will provide reference services to online university students. Must have an ALA-accredited master’s degree.
10. Lyrics Associate
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The Lyrics Associate accurately and completely transcribes and syncs new music releases. You will also review and edit other transcriptions for accuracy and completeness.
11. Modelling, Asset Generalist
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The Modelling, Asset Generalist will create projects for feature, television, and commercial projects. Must have a keen eye for creating realistic models, including UV creation and texturing, and the ability to create both hard surface and organic models.
12. Music Research Specialist
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The Music Research Specialist ensures the Mediabase music research data is accurate and comprehensive by reviewing and identifying any missing identifications on reports, verifying the accuracy of the data, and reviewing QA reports to identify monitoring issues.
13. Navy Readiness Improvement Program Lead
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In this leadership role, you will coordinate the Chemical Biological Defense (CBD) Fit Test Team personnel, perform mask fit testing and sizing for chemical protective ensembles, and support deployment of field teams to conduct mask fit tests and sizing for sailors.

14. Performance Marketing Fact Checker
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The Performance Marketing Fact Checker checks existing performance marketing content to ensure the facts and product information cited is accurate and supported by reputable sources.
15. Props Artist
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The Props Artist creates high-quality props for video games. Working with and without concept art, you must have experience with hard surface modeling, a keen eye for spatial composition, and strong working knowledge of 3ds Max and Photoshop.
16. Prop Styling Photographer
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Photographers will shoot original photos to accompany various articles. Each article requires one hero image and three or more inline images.
17. Recipe Developer
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The Recipe Developer has end-to-end ownership of key strategic food launches and projects. Duties include new product and existing product development, facilitating new ingredient testing, and ensuring accuracy with prep and cook times.
18. Senior Traffic Engineer
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The Senior Traffic Engineer must have a strong grasp of all aspects of traffic engineering. You will assist project managers in driving the project forward and will mentor Traffic Engineers. Prefer applicants familiar with Pennsylvania, Delaware, and Maryland design standards.
19. Simulation Specialist
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The Simulation Specialist will puppeteer digital avatars and perform scenarios as called for. Candidates should have a background in acting and improvisation.
20. Transcreators
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Working as a Transcreator (not to be confused with a Translator), you will transcreate, copyright, and proofread creative campaigns in the target country.
21. Teleradiologist
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Teleradiologists must be graduates of an accredited U.S. residency program, board-certified by the ABR or VBR or Board eligible, eligible for hospital credentialing, and hold at least one state license. Must reside in the U.S.
22. TeleScribe
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The TeleScribe observes doctors during patient encounters and performs documentation on the physician’s behalf, including entering information into the patient’s chart.

23. Video Host
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Working as a host for the company’s YouTube channel, website, and social channels, the Video Host must have a strong interest in gaming and meme culture and also be comfortable on camera. Applicants must have their own camera for recording videos.
24. Visual FX and Post Production Artist
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The Artist will create 2D elements, adjust final tone, and create unique effects. Experience working with slot machines or other gambling games preferred.

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Should Your Small Business Hire a Marketing Agency or Build a Marketing Team?

March 16, 2021 5 min read
Opinions expressed by Entrepreneur contributors are their own.
As your small business grows, at some point you’ll need to take your marketing strategy to the next level. While many leaders of new and small businesses are used to taking on a variety of roles, there will come a time when it makes sense to pass marketing roles on to the experts. Doing so is vital for making sure that your business continues to develop new customers, build its brand, and stay competitive in its industry. 
For many leaders the realization that they need to work with marketing professionals leads to questions of whether to turn to a marketing agency or hire an in-house marketing team. There is no right answer to this question, as it depends on the business’s resources and needs. That said, there are a few issues that leaders should consider when determining whether to hire a marketing agency or to develop an in-house team. Here are a few key factors to think about. 
Type of expertise 
What type of expertise do you want? An in-house marketing professional offers in-depth knowledge of your business. This person (or these people) will know exactly what your team does and exactly what your team is about. Additionally, every moment will be spent on your business, and they’ll be fully invested in your business’s success. 
In contrast, when working with a marketing agency, you’ll get access to an entire team of marketing professionals with an array of expertise. While you might not get the same level of knowledge and investment in your business, you will get a team on the cutting-edge of the industry with a variety of applicable skill sets. In addition, you’ll get a fresh perspective and a new look at what your business is doing. Finally, marketing agencies have the benefit of working with a variety of businesses, which means they bring a wealth of industry knowledge to each client. 
Related: How to Know If Your Company Needs a B2B Marketing Agency
In-house marketing professionals and marketing agencies both bring unique areas of expertise. When determining what’s best for your business, it’s important to consider the type of expertise your business wants and needs. 
Budget
Budget is an important factor to consider as it’s generally more expensive to hire your own marketing professional than it is to work with a marketing agency. When you hire a marketing expert, you need to keep in mind that you’re not only going to have to pay their salary but also all of the additional expenses that come with hiring quality employees including recruitment costs, payroll taxes, pensions, benefits and training. 
As a result, while you might think the salary of one employee is equivalent to the retainer for a marketing agency, it’s also important to factor in all of the additional costs. In most cases, the reality is that working with an agency is less expensive than having in-house marketing experts. 
Timeline 
Timeline is another key factor to consider. In some cases, small businesses find themselves pressured to develop a marketing strategy. This can happen if customer growth plateaus, competitors begin gaining market share, or new products are not taking off as anticipated. 
In these situations, businesses need immediate action and should consider a market agency. 
Marketing agencies can jump in immediately and quickly develop a marketing strategy. It takes much longer to recruit, hire and train your own marketing professional. 
Related: No Time for Marketing? Hire a Freelancer
Communication style 
Another factor to consider is what sort of communication you’d like to have with your marketing team. Having someone in-house means that you are working side-by-side, have regular communication, and can get ongoing, immediate updates. 
You won’t have this sort of access if you work with a marketing agency. Generally, when working with an agency, there are a lot of in-person meetings in the beginning as a strategy is developed. After that, things shift to primarily e-mail and phone communication, and you won’t have the same sort of constant communication and access. For some leaders, this is fine, for others, it’s a major negative for working with an agency. Either way, it’s important to think through this difference and determine what’s best for you and your team. 
Working with marketing professionals to develop an effective marketing strategy is an important part of sustaining and growing your business. While marketing is something that most leaders take on in the beginning, it’s a consuming job that at some point will need to be delegated to maximize results and to effectively manage your team’s time. 
Marketing is never done, it is a long haul. With that in mind, it’s important to turn to marketing professionals who are fully dedicated to growing businesses. Determining whether to work with an agency or to build your own team can be tricky, but weighing the right factors will enable your business to make the right choice and to move forward with the right team. 
Related: Agency vs In-house vs Freelancers: A Startup’s Guide to Advertising Options

4 Keys for Selling to Gen Z

These young people, who make up 25.9 percent of the world’s population, are not interested in brands that want to be protagonists.
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This article was translated from our Spanish edition using AI technologies. Errors may exist due to this process.

Millennials may be one of the age groups with the most avid consumers, but the future of brands is being shaped by Generation Z.
These are the individuals who were born after 1994. They are different from Generation Y since they are not left alone in the desires to change the world and unlike their parents, the famous Generation X, they do not only intend to accumulate material goods. They are a bit halfway between idealism and materialism.
They are completely digital, that is, they manage more than one screen at a time, they are self-taught and learn from the internet, they are creative and since they grew up in a difficult economic environment -such as the financial crisis of 2008-, they are usually self-sufficient.
“They are young people who are goal-oriented ( achievers ), they think of their life as a constant overcoming of levels (because they grew up with video games) and they tend to be very reactive to their world,” said Jennifer Medina, Chief of Innovation and Intelligence of the agency research Big Foot .
Unlike millennials , who use social media to share information, Gen Z likes to take advantage of different platforms to generate their own content. And they are fully responsive to digital marketing strategies.
“Their communication is almost absolutely visual. They are much more conceptual and handle images, memes, multimedia and symbols like no other because they consider that these media are less likely to misinterpret and encompass more than words, “said Jimena León, Innovation and Intelligence Analyst Jr., of the firm.
This group, which groups 25.9 percent of the world’s population, still does not have great purchasing power, but brands must pay attention to them to ensure their permanence in the market.
The experts listed 4 tips for brands to create a relationship with this generation:
1. Learn the “Z language”The youth of this generation are more conceptual, use fewer words, are more synthetic and strongly image-based. You should experiment with new platforms like Vine or Instagram .
For them, traditional media are not enough, so they require joint efforts. For example, Coca-Cola did a television commercial that was linked to viewers’ smartphones.
2. Build towards themGeneration Z is not interested in brands that only want to highlight their identity, they do not want companies that seek to be the protagonists. Rather, they want companies to help them solve problems or build their own story. They are very appreciative of tools such as applications (which is why they are also called the App Generation ) and they want businesses to be their companions.
3. Understand that there are other “currencies”The level of influence they can have on social media is very important to them. This is known as social currency . Brands looking to reach Gen Z will need to help them maintain social power with sales and apps that help them stand out.
A prominent case of this point is American Eagle Mexico, which on its arrival looked for influential people among its followers to be models.
4. Link themGeneration Z knows that it is not enough to offer a product because they know that other brands do the same. They are looking for memorable shopping experiences that help them do something else. For example, Toms shoes won the favor of this group by offering footwear for people in difficult conditions for each purchase.
They are very sensitive to what is happening in their world, but they want to generate change in a practical way. That is, they are not going to leave activists with Greenpeace-style collectives, but they are going to buy the brands that donate to the causes in which they believe.
Jimena León, who is Innovation and Intelligence Analyst Jr.

How to Figure Out If Your Employee Is Worth the Investment

March 16, 2021 5 min read
Opinions expressed by Entrepreneur contributors are their own.
One of your major responsibilities as a manager is to deliver constructive and actionable feedback to your team. It’s a critical part of your contribution to their professional growth and to the success of your organization. No matter how constructive your comments may be, they’ll trigger a spectrum of responses — with some more positive than others.
How an employee metabolizes feedback indicates growth potential and can determine how much to invest in their training and coaching. But the way someone receives feedback is more nuanced than a simple one-worded answer. Here are five common ways employees receive feedback, along with what it may signal to a manager:
1. Blaming external circumstances
This style deflects responsibility and blames anyone or anything within reach. Employees responding in this manner may say “Urgent personal issues were distracting me,” or “Too many conflicting priorities are on my plate right now,” or “My teammate never told me this was urgent.”
This reception style — which psychologists refer to as self-serving bias — signals a lack of accountability. You may be willing to accept an external explanation one time, but after that it becomes an excuse. In a long run, this characteristic tells you the person has limited upward potential.
Related: How Entrepreneurs Can Address Unconscious Bias
2. Defensiveness and denial
Defensiveness manifests in a number of ways, like minimizing a problem with the work product, responding as though blindsided by the feedback and taking your feedback as a personal attack. Employees in this category defend the output quality even after you’ve explained why it isn’t viable, and insist you simply don’t recognize its value.
Alternatively, your employee may agree that the output is flawed, but minimize or invalidate the consequences of the failure. They may say something like “It’s not that great, but it’s not a big deal — the client isn’t coming until next week so I have plenty of time to fix it.”
Through a macro lens, these invalidating reactions likely signal a troubling misalignment with the organization’s values. On a more individual level, this type of employee may have issues with quality, clarity of thought and the ability to follow instructions. These reactions indicate your employee is internalizing the feedback as a personal attack rather than as an opportunity to improve performace.
3. Passive acceptance
Sometimes, even when someone appears to accept the problem and take responsibility, there could still be an issue. If the individual accepts criticism passively and without follow-up questions or engagement, you may not actually have their buy-in.
This type of reception elicits responses like “This could have gone better, but I really don’t know that there was anything I could have done.” If you hear something along those lines, you’ll likely get an outcome similar to those who reject feedback outright. Just because an individual is not combative doesn’t mean they’ll internalize the feedback. You might be able to re-engage them, but if this type of response is their norm, then you could be dealing with someone who will resist making changes.
Related: How to Give Employee Feedback Effectively (and Why It Matters)
4. Acceptance with causation
Not to be confused with employees who blame external circumstances, these people offer a real explanation for the shortcomings of the work output. They don’t give excuses, but rather addressable obstacles. This person accepts the problem without pushback and notes the reasons within their control or influence causing the issue in the first place.
This response tells you the employee is engaged and wants to solve the problem, signaling a willingness and desire to accept responsibility. Instead of making excuses, these employees troubleshoot. The key distinction here comes down to whether an employee’s reasons are within their control.
5. Motivated acceptance
Like the previously mentioned response, this style is a positive form of acceptance. But what sets this style of feedback response apart is that it’s forward-looking rather than causation-seeking. Your employee may not understand what exactly caused the problem, but still wants to do better next time.
Motivated acceptance of feedback also indicates coachability and what psychology professor Carol Dweck famously termed a “growth mindset.” This mindset reflects the idea that one’s skills are pliant, whereas a “fixed mindset” suggests a person’s skills are fixed personal traits. When someone sees the growth potential in their skills, they’re likely to see feedback as an opportunity to learn something new and become better at what they do.
Putting it all together
Coachability is a fairly reliable indicator of room for improvement. When it’s consistently missing, you may need to reconsider further investment in training, outside coursework or managerial time spent guiding an individual. Instead, focus resources on the people who are eager to accept feedback, looking to grow and who thrive on the next available challenge.
Related: 6 Important Factors To Help Your Business Grow & Flourish