Where Junior Developers Actually Get Hired in 2026

You send out fifty applications in a month and hear back from none of them. Then someone older and comfortably employed tells you to "just apply to more jobs," and you have to physically stop yourself from throwing your laptop across the room, because applying to more jobs is the only thing you have been doing.

So I went and counted the actual jobs. And it turns out the advice isn't just annoying, it's mathematically backwards. The good news (there is some, hang on) is that the same numbers point you somewhere a lot more useful than "more."

What follows is a snapshot of every open engineering role across the 1,061 companies on Remoet, sorted by seniority. The first half is bleak. Stick around for the second half, because that's the part that tells you where to aim.

Junior roles are 4.6% of everything

Right now there are 8,605 open engineering roles across those 1,061 companies. The split by level:

• Junior: 393 roles (4.6%)

• Mid: 2,882 roles (33.5%)

• Senior: 5,322 roles (61.8%)

Sit with that top number for a second. For every junior opening there are roughly thirteen and a half senior ones. Nearly two thirds of the entire market is gated behind "senior," and the entry-level slice is the rounding error sitting next to it.

So when someone tells you to apply to more jobs, what they are actually telling you to do is fire more applications at roles that were never going to read your resume. The volume isn't the lever. The aim is.

Then it gets worse: most companies aren't hiring juniors at all

Counting roles is the flattering version. Go company by company and it gets starker.

841 of the 1,061 companies (that's 79%, nearly four in five) have zero junior roles open. Only 220 have even one. And of those 220, most are barely cracking the door: 152 have exactly one junior role, 37 have two, 21 have three or four. Only ten companies have five or more.

Which means the real entry-level market isn't a thousand companies. It's 220, and the part of it with any actual depth is about ten. That is a small enough number to hold in your head, which (as you'll see in a minute) is exactly the point.

Ten companies are doing most of the work

Here are the ones hiring the most juniors as I write this:

1. Binance, 32 roles (crypto exchange)

2. Relativity, 9 (AI legal and e-discovery)

3. Super.com, 9 (consumer savings app)

4. Sezzle, 8 (buy-now-pay-later)

5. Cresta, 8 (gen-AI for contact centers)

6. Canonical, 7 (the Ubuntu people)

7. Affirm, 6 (buy-now-pay-later, again, the category is hiring)

8. Nebius, 6 (AI cloud infrastructure)

9. MongoDB, 5 (the database company)

10. Nuro, 5 (autonomous driving)

Binance on its own holds 32 of the 393 junior roles on the whole platform. One company, 8% of all the junior hiring there is. The top ten together cover about a quarter of it.

Behind them sits a long tail of companies parked at four junior roles each: Stripe, Cloudflare, Snowflake, Datadog, Ramp, EarnIn, Telnyx, InterSystems, Virtu Financial. All worth a look. But notice the catch before you get your hopes up, because at the big names those four junior seats are sitting right next to sixty, ninety, a hundred-plus senior ones. The junior role exists. You are just competing against the entire internet for it.

The ones where junior isn't just a token

Raw count quietly favors the giants, so it's the wrong thing to rank on if you're early-career. The number I'd actually watch is concentration: where are juniors a real share of who's getting hired, instead of one seat somebody forgot to close?

Among companies with ten or more open roles, these lean junior the hardest:

• Super.com, 9 of 20 roles (45%)

• Virtu Financial, 4 of 10 (40%, and zero senior roles at all)

• Sezzle, 8 of 22 (36%)

• Binance, 32 of 99 (32%)

• Telnyx, 4 of 15 (27%)

• Cresta, 8 of 36 (22%)

Virtu is the one that made me look twice. A market-maker with no senior openings and a board that's all junior and mid. That's the shape of a company that hires off campus and grows people in-house, which usually means you get mentored instead of handed a backlog and a "good luck." If I were 23 again, that's a board I'd read line by line.

Here's the part I didn't expect

I went into this assuming the language you know would carve the list down to something manageable. It really doesn't, and this is the bit that should change how you search.

Of the 220 companies hiring juniors, here's how many use each mainstream technology somewhere in their stack:

Pick almost any common language and you land somewhere between 130 and 185 of the 220. Python alone turns up at companies holding something like 90% of every junior role on the platform (React and Go aren't far behind). The mainstream stack is just everywhere, so filtering on it removes almost nobody.

So the language was never the real filter. Seniority is. The search that quietly fails you is "React jobs." The search that works is "companies with open junior roles that use React." The first hands you 139 companies, four in five of which will pass on you on sight. The second hands you only the ones that might actually say yes. Same data, completely different morning.

What I'd actually do with this

None of it helps if you have to open 220 company pages by hand (you won't, you'll tap out around company eight, so would I). That grind is the part Remoet is built to take off your plate, and seniority is now something you can filter on directly.

Connect whatever AI agent you already use, Claude or Cursor or whatever's open, to Remoet over MCP. Then just ask it for your slice. Literally something like "find companies with open junior or new-grad roles that use TypeScript and React," or "entry-level backend roles at companies running Python and AWS." It reads the company-level stack and seniority data and hands you the shortlist.

Star the ones that fit. Ten or fifteen is plenty when the whole pool is 220. From then on you get one email a week when those companies post something new, the junior roles included, the day they go up. With this few seats floating around, being early is most of the fight.

You read the ones that fit. You apply to the ones worth applying to. The agent does the soul-deadening middle part.

Where this data is soft

I'd rather you trust these numbers than have me oversell them, so here's where they're shaky.

"Junior" is auto-detected from titles and descriptions, and it's a wide bucket: new-grad, associate, entry-level, the I and II rungs all fall in. Good enough to trust the shape of the picture, not necessarily every single row. A company showing zero might genuinely have nothing, or might just have roles where nobody bothered to write down the level.

Junior also isn't the same as "no experience needed." Most of these still want an internship, a couple of real projects, or a degree. Scarcity plus a bar is the actual double-bind you're fighting, and this data only helps with the scarcity half. The bar is still yours to clear (sorry).

And the counts are distinct roles, not seats. One title open in five cities shows up once, so the true number of openings runs a little higher than what's here. The scarcity is real either way, I'm just rounding against myself on purpose.

Last thing: it's a snapshot. These are this week's numbers, and next month's top ten will look different, which is the whole reason tracking companies beats bookmarking a page.

Junior hiring is thin. It is not nowhere, and now you've at least got the map. If you go dig into your own slice and find a company doing junior hiring right that I missed, or something I got plain wrong, come find me and say so. I genuinely want to know.