JupiterHR

Key Achievements:
• Facilitated the Hiring of over 397 Black professionals in Tech since 2019. 
• Successfully leads workshops teaching innovative job search strategies. Key Partners include: Shopify, Wealthsimple, New Relic, Spotify and more. 
• Created an Online Talent community of over 10k Black professionals.
• Launched several successful Twitter campaigns generating an average of 1M+ Impressions per month.


CV Writing Services, Talent Advocacy, Interview Prep and Career Consulting for Candidates. With the goal of connecting them with relevant opportunities and maximizing their chance for being hired. Specializing in the Video Production, Marketing, Sales & IT Candidates. Book a call and AMA regarding your career at Calendly.com/Jupiterhr


A Division of BlvckFyre Technologies Inc.

Founder

CNBC Make It

I am an instructor for CNBC Make It’s new online course. It’s the ultimate guide to winning your interviews and landing your dream job.

Course Instructor

Team Union

Senior Recruitment Consultant

Mashable

Columnist

Inkblot Labs

Technical Recruitment Consultant (RPO) 

Wealthsimple

At Wealthsimple, we are building products for a diverse world and we need a diverse team to do that successfully. We strongly encourage applications from everyone regardless of race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status. Wealthsimple provides an accessible candidate experience. If you need any accommodations or adjustments throughout the interview process and beyond, please let us know.

As a Technical Recruiter my role is to:
Partner with Engineering, Security, and Data Leaders to develop and iterate on recruitment strategies that support the growth of their teams
Manage the full-cycle recruitment process while providing world-class candidate experience
Work closely with our People Ops team to ensure we take into account every component of an effective and equitable search
Own projects to keep building and iterating on our hiring and onboarding process, DEI commitments, data initiatives and more
Flex your creative sourcing muscles to build diverse candidate pipelines
Leverage AI and other cutting edge recruitment technology

Technical Recruiter

ICON Talent Partners

ICON Talent Partners is non-profit talent development organization dedicated to educating, training, mentoring and exposing top diverse talent to high impact sectors, where they are often underrepresented.

Namely, we train and help place talent in areas such as investment banking, asset management, corporate law, venture capital as well as tech start-ups. 

Our target demographic are students, young professionals and mid-careerists who identify as visible minorities with an emphasis on Black, Latinx and Indigenous talent.

Board Member & Technology Recruitment Advisor

Black Professionals In Tech Network (BPTN)

Black Professionals in Tech Network (BPTN) is a platform designed to support the advancement of Black professionals in the Technology Industry.

BPTN bridges the talent gap in the industry by providing Black developers, engineers, sales and marketing professionals with access to senior executive sponsorship, industry training and a strong peer network to support their growth and development.

Senior Recruitment Lead

Black Boys Code

Black Boys Code is a national organization dedicated to closing the diversity gap in the technology sector by introducing young boys of colour to computer science and increasing their participation in STEM (Science, Technology, Engineering, and Math) fields. These young men are provided the opportunities to strengthen their understanding in these fields, specifically computer science, through mentorship, industry exposure and intensive training. Our aim is to impact their growth and development through a cohesive learning experience and a blended learning approach.

Community Outreach Coordinator

TandemLaunch Inc.

TandemLaunch works with driven entrepreneurs to turn research from the world’s best universities into exceptional consumer technology companies.

As a startup foundry, we handpick talented individuals who join our Entrepreneur in Residence program without a team or an invention; less than two years later, they leave with a funded technology startup.

We offer a proven path to build world-class deep technology companies in 12 to 18 months including significant executive-level interaction, guidance and hands-on support to each entrepreneur who works with us.

I am a Recruiter who is all about connecting and sharing what I can with my Tech Community. If you ever have any questions with regarding any of the following please don't hesitate to reach out:

How to get your dream job.
How to build a Startup.
Scaling a Startup.
How to improve your Resume.
How to have a successful time at networking events.
Salary Negotiations.
Help with prepping for an Interview.
How to get Promoted.
General Career Advice
General Tech Startup Advice.

Technologies Sourced
Artificial Intelligence & Data
Deep Technologies 
Python + Django
Java + Spring
JavaScript
Node.JS  
.NET/ C#/C+
HTML/CSS
PHP 
AWS, Azure, VMWare
DevOps
IT Infrastructure (Routers, Switches, LAN/SAN etc.)
Project Management
React
MEAN
LAMP

Maybe my age is showing but why are people saying Millennials and Gen-Z inherited a golden job market?

We make double and sometimes triple what our parents made and housing insecurity or lack of home ownership is widespread.

I think one of the biggest contributors to the disconnect between Gen Z/Millennials and older generations stems from a lot of toxic corporate gaslighting.

I don’t know who thought this would be a good byline but outside of 2021-2022 there has never been a golden job market in my lifetime.

I was born in 1990 and in my 33 years of living. I’ve lived through:

1. The Dot-com Recession

2. The September 11 Attacks (2001) - While not a recession itself, the 9/11 terrorist attacks had a profound economic impact and contributed to the early 2000s recession.

3. The Great Recession 

4. The COVID-19 Recession

5. The Current Global Economic downturn that has resulted in literally hundreds of thousands of people losing their jobs. 

So in summary, Gen-Z has it right and older generations who tell them otherwise are out of touch. 

Our entire employment experience has been shaped and defined by these major economic disruptions.

Jermaine L. Murray 🇯🇲🇨🇦

Career Coach | The Jobfather | On a mission to help 500 Black people get new Jobs in Tech

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As a Job Hopper, I was never afraid of an Interviewer asking me about my Job Hopping.

I actually looked forward to it.

I always had to prepare myself for how to answer questions as to why I did.

This question became a breeze to answer when I started centering my responses around intentionality.

Here’s what I would say and I invite you to use this script for your own benefit.

“Throughout my career, each transition has been a strategic step, chosen not just for the role itself, but for the unique opportunities and challenges it presented for personal and professional growth. 

For example, moving from a tech startup to a non-profit allowed me to leverage my technical skills in a completely new context, broadening my problem-solving abilities and understanding of diverse organizational cultures. 

Now, as I seek a more enduring partnership, your company stands out to me not just for its innovative approach to [specific industry/service/product], but also for its commitment to [specific value or mission, e.g., sustainability, community engagement, pioneering technology]. 

This aligns perfectly with my professional ethos and aspirations. I am eager to bring my cumulative experiences and skills to your team, contributing to our shared goals and forging a lasting and impactful journey together."

Make your interviewer believe and understand that their work environment is different from the ones that came before. 

You see what makes them special and that’s why you think they’re the one worthy for your long term commitment.

Here’s one of THE BEST questions to ask in a Job interview.

In fact I want you to ask this for your next job interview. 

 Look the hiring manager dead in their eye and ask

'If we were to review my performance six months from the start date, what three specific outcomes would indicate to you that I was the right hire?' 

This question helps gauge the role's objectives and your potential impact.

And if the Hiring Manager gives you an answer like “I dont know” or “I dont have those metrics yet”

That’s a red flag. Does that mean it’s a guaranteed toxic workplace? Not at all but it’s not an encouraging response or first impression.

Im gonna keep it 100% and I dont mean to be disrespectful but if a hiring manager cant tell someone what they would like to see them be able to pull off in six months.

They shouldn’t be hiring or at the very least they shouldn’t be the one in charge.

That sounds like someone who is aimless and unsure of what they want, which is a trait every toxic manager I’ve worked with possessed.

Good interview questions should be asked because people reveal truths both in what they say and how they say it.

That’s how you protect yourself.

Can I just say something that some may view as controversial? 

Black Recruiters Matter. 

They've always mattered but in a society that seems determined to pullback every DEI initiative that's been established over the last few years, they matter now more than ever before. 

A Job search sucks for everybody but even when the market was good it still sucked for Black people. 

But as a Black Person it was always a reassuring thing to see a recruiter that was Black. It's nice seeing your demographic reflected in a hiring process, especially in an industry like Tech were so few of us are represented. 

So I give this ode to The Black Recruiters.

Shoutout to the Black Recruiters who are always showing grace to the Black people they interview. 

Shoutout to The Black Recruiters who insist on giving them tips, giving them personal messages even with rejections. 

I rate you and thank you.

“If I see a Black pilot, I’m asking and praying that they’re qualified.”

“The world is screwed up because of DEI! It’s reverse racism.”

“I didn’t get into Harvard because I didn’t fill the DEI quota.”

These are just a few of the misguided comments I’ve been hearing from a lot of people regarding DEI.

The backlash has been ugly and fueled by ignorance.

What surprises me is that in all of this talk about qualifications and meritocracy, no one has maintained this same energy towards nepotism.

You want to talk about people who received undeserved jobs and benefits where we should be questioning their ability?

Nepotism. Seriously. All the boogeyman stories that people tell themselves about DEI should and need to be directed towards nepotism.

The act of getting by just because of who you’re related to.

The biggest misconception people have about DEI is that it gives BIPOC people an unfair advantage in the job market.

When really all it does is act as an equalizer.

People who work in DEI and benefit from it aren’t looking for a handout, they’re looking for a fair shot.

So the next time you decide to criticize DEI or blame a Boeing plane experiencing mechanical difficulties on DEI.

Redirect that energy towards people who have benefited from nepotism, because that’s the greatest threat to meritocracy.

And if you’re unwilling to, I think you need to have a larger conversation with yourself as to why you find and equate the presence of BIPOC people as “unqualified.”

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Me: Thanks for booking this call, I appreciate you.

Client: No problem. You’re Jamaican right?

Me: Yeah

Client: FREE WORL BOSS!!

I love my People fam the light we bring into each other’s lives even in corporate settings is an experience second to none😭

If you gave me the power of Time Travel and expected me to take over the world, you would be disappointed.

Because all I would do is just help a younger Jermaine avoid a bunch of toxic workplaces that left their mark on his psyche.

I would tell my younger self to  “Pursue careers where you're rewarded for creativity, not just hours. 

Understand you're more than your job title. 

Question the multitasking myth. Leadership isn't tied to a title. 

Recognize when opportunities for growth end and when it's time to GTFO.”

He would probably ask “well how long should I stay at a job for big dawg?”

And I would break it down as such:

If it’s a shitty job - 6 months
If it’s a decent job - 1-2 years
If its a great job - 2-3 years
If its a fantastic job - 5years

Don’t waste your time in environments that are poisonous.

I’m going to keep it real right now and I don’t care who takes issue with it.

Today I’m happy to share we’ve helped our 405th Black person find their next opportunity in Tech.

Only 95 more success stories to go before we hit our goal of 500!

These Black success stories give me life.

There was a point where I was completely lost in life and my career. What made matters worse is that it came at a time my family needed me.

We just hit a rough spot financially and despite my best efforts to find work that paid well things just spiraled.

And it wasn't for a lack of trying, I just had no idea where to get answers.

I eventually found Tech on my rebound from the worst point in my life.

I always think to myself, what if I just met someone who could have helped me out even 30 days sooner? A lot of pain for myself and my family could have been spared.

And I imagine a lot of Black people find themselves in that situation.

If for nothing else, I'd like to help someone out of a situation like that before their whole life falls apart.

The feeling of uselessness is such a cruel one especially when paired with a feeling of aimlessness despite your best effort

When you don't know, you just dont know.

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As much as some will tell you this isn't true, I'm going to be 100% real with you. Job Interviews are Mind Games. 

Not to say interviewers are purposely trying to play games with you even though some are clearly power tripping. 

The reality is that interviewers are forced to conduct their interviews with a healthy dose of scepticism which makes them second guess everything you say. 

It's just that the pressure that's on interviewers to get a hire "right" is pretty ridiculous. It feels like there's less and less grace given to new hires and this bleeds into the interview process. 
 
So that's why when you get questions like "Tell me your biggest weakness" you have to be smart with how you answer. 

Saying something like "I work too hard" sets of red alerts in their mind and brands you as a liar but detailing a weakness that cripples how they view you is also an interview no-no. 

It's a lose-lose situation unless you employ the right strategy. 

Skip 'perfectionist.' Consider:
- Navigating ambiguity
- Excessive empathy
- Closing projects
- Detail obsession

And then share your improvement plan on how this weakness doesn't stop you from completing a task or make you a liability to your team mates.

The objective of each of your interview answers should be to instill and reinforce the confidence in your ability to execute.  

Stay Dangerous. 

“Show off brings disgrace” - Jamaican Proverb.

This was a phrase my parents would often say to me when they sensed I was acting out of character to impress someone.

If you haven’t heard after some back and forth, J. Cole has issued a retraction to the insults he threw Kendrick’s way saying that he felt outside pressure to respond and that made him uncomfortable.

Many are chiding J. Cole but to me that’s a show of character and self honesty. 

In short, he showed off and now he’s been disgraced.

In fact it reminded me of a time where I had two managers try to pressure me to break a Non-Compete with a former employer.

They tried to use every tactic they could think of to get me to fold. 

From saying I was making a good first impression during my probation (subtle) to saying they would their company resources to protect me from any Legal backlash (yeah right)

I was smart enough to stand my ground but every so often, I think to myself, what would have happened if I let the pressure to impress my employer despite my reservations outweighed my morals? 

What would have happened? Who would I be?

So often employers are quick to leverage the unhealthy power dynamic in their relationship with their employees to do things against their interests.

You always owe it to yourself to be aligned with your morals or in the absolute worst case, cover your ass.

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