Tope Olunuga

The tech sector is shifting gears. The 2026 Job Search Outlook requires all job seekers to shift their approach. #BlackTechJobs #JobSearch2026 #CareerAdvice #Recruiting #TalentAcquisition #TechJobs #CyberJobs

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Candidate Tip: 3 Great Reasons for Doing an In-Person Interview for an Onsite or Hybrid Role!!! 1. You differentiate yourself from competing Candidates who are unwilling to make the effort or show how much they truly value the opportunity before them; it can really elevate your Candidacy! 2. Meeting face-to-face gives both you and the Hiring Team a better sense of chemistry and fit—you will learn about the Client team, learn about the Client culture, and about the Client workspace firsthand. The In-Person Interview offers a deeper engagement for both parties. It’s hard to get that from a video call. this is a "Win-Win" 3. The In-Person Interview significantly contributes to allaying the Hiring Manager's concern that you may be "a no show" for a confirmed start, or that you may depart a project pre-maturely for another opportunity! 🙂

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Following my last post, the responses have been pouring in. I’ll be dropping outside the box tips every couple days or so that helped me navigate the job market: 1. Utilize your network – Go to your LinkedIn connections, filter by the job titles you’d potentially report to. For me as a recruiter, I filtered by: Recruiter Talent Acquisition Manager TA Manager Recruiting Manager HR VP etc You might be looking for: Head of Technology Director of Software Engineering Marketing Manager, etc. 2. Check the company pages – Visit the company pages of those individuals and see if there are any roles that align with your background. For me, I searched for Talent Acquisition and Recruiter openings. 3. After you've done some research reach out with a thoughtful message – Once you find a role, message the individual with a clear, direct ask. You can use ChatGPT to draft it. Example prompt – “I found a Software Engineer role (Job #) with Alarm.com that I’m interested in. I’m connected with someone who works there on LinkedIn – their title is Software Engineering Manager, and they may be able to help me get in the door. Craft a message as the job market has been challenging. I’m attaching my resume for review and happy to go ahead and apply". Chat GPT Response- "Hi [Name], I hope you’re doing well. I came across an exciting Software Engineer role (job #) at Alarm.com, and I noticed we’re connected here on LinkedIn. Given your experience as a Software Engineering Manager at the company, I wanted to reach out and see if you’d be open to a quick chat or sharing any insights on the team or application process. The job market has been a bit challenging, and I’m eager to explore this opportunity. I’ve attached my resume for your review, and I’d be grateful for any advice or referral you could provide. Thanks in advance for your time and support! Best," edit as you see fit SN: spend an hour a day adding people to your network that'd you'd potentially report to based on job title and follow the process, edit as you see fit **The worst thing you can do is say, "Hey I was wondering if you all are hiring" .. you'll probably get no response** Hope this helps! #recruiting #hiring #softwareengineering

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A data annotation positions is not a $13/hr role without benefits on contract, 40 hours a week. $13/hr is minimum wage in Florida. I have a masters degree and have worked as a subject matter expert in my field. This just shows that people search for "data annotators" without actually reading my profile. The position also asked for 1-2 years of experience in data annotation, which is absurd and unreasonable for something like that. They should be targeting high school graduates with zero experience in the field if that's the kind of budget that they have or be outsourcing. The fact that it happened multiple times and most of them did not say the pay rate upfront either shows that the ways these companies deal this particular requisition is an unethical mess. I am targeting roles 35/hr and have gotten interviews for roles in the 80/hr range. #opentowork

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💡 Tips for OPT / STEM-OPT Candidates Seeking H-1B Sponsorship If you’re on OPT (or STEM OPT), here are some strategies to increase your chances of getting an employer to sponsor you for H-1B, especially given the new cost/risk environment: Be clear about your value Employers will be more cautious now with higher costs. Show how your skills directly match a “specialty occupation” requirement. Quantify what you bring (e.g. past internships, projects, technical skills) so they see sponsoring you is worth the investment. Target cap-exempt employers Universities, non-profit research institutions, or certain non-profits are cap-exempt. That means they aren’t subject to the H-1B lottery or quotas, which simplifies sponsorship. careercenter.umich.edu Choose jobs related to your degree and STEM fields Especially under STEM OPT, your role must be directly tied to your degree. This alignment makes petitions smoother and strengthens your case. isss.umbc.edu+1 Keep your immigration/documentation clean and well-organized Report changes in employer, address, or status promptly. Make sure all I-983 (for STEM OPT), SEVP, etc. filings and evaluations are on time. isss.umbc.edu Maintain accurate internal records of your OPT work – hours, responsibilities, how it ties to your degree. Network & ask early Ask potential employers whether they are open to sponsorship before interview rounds. It saves time for both sides. Use LinkedIn, alumni networks, and career fairs. Smaller and mid-size companies often are more flexible. Be honest about your visa status—trying to hide it may risk your offer later. Wall Street Oasis+1 Stay updated & plan for contingencies With recent changes, legal interpretations and guidance may evolve. Be prepared to adjust your plan (e.g. consider cap-exempt work, backup options) if costs or requirements shift.

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Keep learning, keep adapting, and keep going. The opportunities are out there! 📈 Some positive news: June was a strong month for tech hiring! According to CompTIA, 90,000 new tech jobs were added - with roles in software development, systems engineering, cybersecurity, and network architecture leading the way. Here’s the breakdown: - Nearly half of all listings were posted just last month - 50% of roles don’t require a 4-year degree - AI-related roles are up 153% YoY—but hiring isn’t just about AI (refreshing, right?) The market’s still moving - and for those of us navigating hiring trends daily, it’s a great reminder that demand for well-rounded tech talent remains strong across all experience levels. Mackenzie Jones Middle East #TechHiring #RecruitmentTrends #FutureOfWork #AI #TalentAcquisition #CompTIA #HiringInsights #UAEhiring #UAEjobs #workinUAE

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🚨 USCIS Officers Are Now Visiting the Residences of OPT & STEM OPT Students In recent months, we’ve seen an increase in site visits by USCIS officers—not only to employers but also directly to the residences of students on OPT and STEM OPT. 👉 These visits are typically unannounced and aim to verify: The student’s current residential address Employment details (employer name, job role, work location) Compliance with program requirements For international students, this can feel intimidating—but preparation makes all the difference. ✅ What you can do: Keep your SEVIS record updated at all times Carry copies of your I-20, EAD card, and employment verification letter Inform your employer if you are on STEM OPT, as they may also be contacted Be honest and cooperative during any visit This trend underscores the importance of maintaining compliance and documentation throughout your OPT period. #OPT #candidates #Students #STEM #USCIS #documentation #preparation #Employment #OPTPeriod #Verification #visit Flawless Ed

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