How many times have you heard in the past 2-3 years that the hiring process is broken? That the ATS is auto-rejecting you? That your resume isn’t “optimized” for AI?
Probably way too many! You are exhausted, underworked or unemployed, feeling helpless and tired of the many conflicting “tips” you see out there on how to get seen.
In this article, I don’t intend to answer those questions — I want to give insight on the hiring side.
The Hiring Reset
Look, the job market moves in cycles. Sometimes it’s a candidate’s market — where opportunities are abundant and companies compete for talent. Other times, it’s an employer’s market — where organizations have the upper hand.
Right now, we’re in a hiring reset — a recalibration following one of the most candidate-friendly markets in history during the pandemic (often referred to as the “ZIRP era”). This was especially true for tech jobs.
During ZIRP, companies offered 20%+ raises, rich perks, remote-first flexibility, and lightning-fast hiring processes. Today, the environment looks very different:
- Companies are flooded with applicants
- Budgets are tight — one wrong hire can mean losing future headcount
- Many organizations are operating under “recession playbooks,” with slower hiring
- Decision-making has become cautious and deliberate
- The rise of AI has increased candidate volume, adding pressure on recruiters
This moment has been called “The Great Hesitation”: Fewer offers. More interviews. Longer timelines. Higher standards.
For new graduates, the challenge is steep. You’re not only competing on skills — you’re competing on perceived risk.
What’s Happening in Calgary
Lately, what I have seen in the Calgary job market from the clients I work with is a top-down push for most companies toward process optimization and automation, tools re-evaluation, and making sure that if you pay top dollar for a tool, it’s being used to its max capabilities.
This also includes people optimization — companies are analyzing if they have the right talent to deliver what the business wants.
This changes what hiring teams evaluate when making a hiring decision. They’re asking:
- Can this person work onsite or hybrid as needed?
- Do they want to build something long-term with us?
- Can they help solve a real problem we have right now?
- Will they integrate well with the team — or create challenges?
- Who can vouch for them?
When hundreds of resumes look similar, the key question becomes: “Why you?”
What You Can Control
First of all, you have to remember that unfortunately there is a lot in this situation that is out of your hands. But the things that are within your control, you should master.
1. Be Intentional with Your Applications
Pick your top 10 companies you would like to work for and LASER focus your time on them. Network at events where they present, have coffees with people that work there, do side projects relevant to their product, polish your skills around their tech stack.
This does not mean you shouldn’t apply anywhere else — but your time outside of applying should be intentional.
2. Apply to Jobs You’re Actually a Fit For
The “shoot your shot” mindset works in a candidate market. In a market where the company has hundreds of options, they can be picky and wait for the perfect fit.
3. Connect with the Right Recruiters
Not all recruiters are the same:
Agency Recruiters — External firms hired by companies to find specialized talent. Typically focus on mid-to-senior roles, not new grads.
In-House / Corporate Recruiters — Employees of a company who hire across departments. They know the culture well and can be valuable connections.
Early Career / New Grad Recruiters — Found in larger organizations (e.g., Meta, Amazon). These recruiters specialize in hiring students and recent graduates — and they’re your best bet if you’re new to the market.
4. Get Information from Credible Communities
- New grads: check out BobaTalks — a supportive community with events, resources, and job-hunting guidance.
- Amy Miller — Posts regularly on LinkedIn with intel for job seekers (also has a YouTube channel).
- Bonnie Dilber — Always posts regarding the hiring process.
- Mike Peditto — Another credible voice.
5. Be Nice to Yourself
When we haven’t been successful securing a new role, we tend to think we’re the problem — doing something wrong, that we’re a failure.
The truth is, there’s a high chance you’re doing everything right, but in a competitive market, this sometimes still fails.
Be kind, to yourself and others! Find your community to stay sane during this rough part of our history as a society.
Good luck out there! And here’s to a better 2026 for everyone.
Written by Mônica Alves Maciel — Recruiter and Calgary BR Tech community member.
