These people have been around a long time, and may be able to get you started:
Would also recommend talking with companies you find interesting at local trade-shows. Don't get lazy with the online gauntlet of Ads for awful jobs, scams, and AI datasets.
Best of luck, =3
Also sorry for the downvote, it wasn't me.
Note some "AI" firms have been data mining CVs for at least 3 years. What this means, is there will be a lot of bogus/expired listings for positions that simply don't exist.
I would recommend focusing on local firms, and attending events that require physical presence. Online postings tend to have too many desperate applicants that bid down compensation packages.
Best of luck, =3
The main issue isn't in finding good jobs, it's that every posting is flooded with hundreds of applicants, many of whom have an edge over the average graduate. Some experienced workers are agreeing to take junior jobs out of desperation. Online postings, if they're not fake/reposted, are swamped; alumni/university job boards are doubly swamped; in-person events consist of rows of company representatives who are happy to hand out flyers but will tell you that they're not looking for anyone right now, or only hiring for a rare or highly specialized position, or they'll just refer you to their website to apply with everyone else. There's almost no advantage anymore.
This is true for me and everyone I know - people who get jobs are the ones who have strong connections and continue working after internships at the same company (and even that's far from a guarantee), everyone else is an exception and not the rule. And no one in their right mind is going to job hop now, the average mentality is to work hard and cower in hopes of not getting laid off.
FWIW, I wasn't the one who downvoted either, but what I talked about might be a reason why someone reacted that way.
1. Take the co-op work terms route, and see your GPA drop 15% to 25%. Yet the 2 terms usually equate to >1 year experience in the field for most HR offices. Yes, the co-op workers will fill the entry level positions first, as those workers are now very inexpensive institutional roles. Also, kids under 28 come with tax credits in many jurisdictions, so the work force churn is high in those firms.
2. Try to enter a graduate program, and discover academic institutions only want kids that qualify for federal funding. Thus, even if you met all the secret credit requirements that differ from your undergraduate degree.... if your GPA is below A- most faculties will just pocket application fees and quietly chuckle at the optimism. See #1 for the choice you already made.
3. Business requirements differ from expected preferences. A few months after people graduate their loans convert into actual debt. This means whatever dreams they have of running off into the sunset are replaced with the brutal desperation of 90k other new graduates with identical skill sets in the wrong area.
i. However, every business has their own internal technology stack, and its often very different from academic programs. No it will not be what people expect unless you knew people that work in the place, and for example almost half of new google hires simply leave the CS hazing within a few months. Engineering firms also want to see a Professional registered seal (or you are still a normy), or the compensation package will start ridiculously low.
ii. People like to see a portfolio with successful artifacts. If your background is some startup that tanked within a few years, it is less meaningful than a year in a FAANG position.
iii. If you rely on online staffing agencies and Ad posts, than expect to compete with the entire planet.
4. Yes it is hard to find a position in an industry wide contraction, and most entry level positions are often a compromise. The automated LLM messaging/screeners waste a lot of peoples time, as both applicants and screeners get flooded with nonsense.
5. If people try to tell hiring firms how they should run their business, than one may expect to get ignored. It is a indicator they are going to be a problem even in training, and a liability later on.
6. Some people are still fantasizing firms will still function with LLM and outsourced labor. These are not places you will want to work at anyway, as sooner or later competition will destroy a cost-optimized development firm.
The negative karma just indicates people aren't interested in discussing this emotional subject.
Best of luck =3
Rule #6: Perspective is earned, and cannot be given freely.
What seems reasonable or lucrative to the naive is not necessarily worth the legal encumbrances or investment risks.