With over 23 years in the IT industry, you’d think landing a job would be the least of my concerns. My resume tells a solid story—helpdesk beginnings, systems administration, IT security compliance, project leadership, and solution design. I’ve worked across multiple sectors, led teams, delivered results. And yet, here I am, asking a question that too many qualified professionals in Ottawa quietly ask themselves: Why is it so hard to find a job in this city?

I am Métis. I carry that identity with pride, but I also carry the weight of the systemic barriers that come with it. Ottawa is the capital of a country that publicly promotes inclusion and reconciliation. But behind closed HR doors, the reality often feels disconnected from those public values.

A Hidden Job Market That Stays Hidden

Ottawa’s job market, especially in tech and government, often functions more like a private club than a meritocracy. Networks matter more than skills. Internal hires, nepotism, and “known quantities” dominate the hiring landscape. If you’re not already in the system—or visibly connected to someone who is—it’s an uphill battle to even get an interview.

I’ve applied to positions where I meet or exceed every listed requirement, only to receive no acknowledgment at all. Not even a rejection—just silence. I know how to lead. I know how to build secure, scalable systems. But it seems unless I know someone on the inside, those applications fall into the void.

Indigenous Identity: A Checkbox or a Commitment?

There’s a painful irony in watching organizations tout their commitment to Indigenous inclusion while turning away experienced Indigenous professionals. I’ve seen roles labeled “Indigenous-focused” filled by non-Indigenous candidates. I’ve seen equity policies used as PR tools rather than actual hiring frameworks. At best, being Métis gets me a checkbox on a federal form. At worst, it raises silent questions: Will he fit in? Can we manage this hire politically?

It’s not enough to open the door a crack. If institutions want real Indigenous participation, they need to hire people with both the cultural identity and the technical expertise. Not one or the other.

Age and Experience: A Double-Edged Sword

Let’s be real, experience is great, but ageism is real. I’ve been in tech long enough to see trends come full circle. I’ve mentored people now running departments. But once you pass that invisible “mid-career” mark, some hiring managers stop seeing you as adaptable or current—even when you are. They assume you’re expensive, stuck in your ways, or not “hungry enough.”

None of that applies to me. I’m constantly learning. I’ve studied for cloud certifications like the AZ-900. I adapt fast and lead with empathy. Still, it feels like the market is always looking for a 25-year-old unicorn with 10 years of experience—someone who costs less and doesn’t ask hard questions.

So What Now?

I don’t have all the answers. I just know something isn’t working. If a city like Ottawa—full of policy professionals, diversity champions, and government funding—can’t make space for people like me, then what chance do others have?

This isn’t a call for charity. I don’t want to be hired because I’m Métis. I want to be hired because I’m good—and because being Métis brings added value, not extra baggage.

So I keep showing up. I keep applying. I keep putting my story out there, because maybe someone reading this is in a position to challenge the system from the inside. Maybe someone is hiring—not just to fill a role, but to build a better team. One that reflects the talent and truth of this country.

Until then, I’ll be here. Still skilled. Still Métis. Still waiting for Ottawa to catch up.

Why Is It So Hard to Find a Job in Ottawa? I Have the Skills. I’m Métis. I Just Don’t Get It.