I'm Jermaine L. Murray, also known as The Jobfather. I’m on a mission to help 500 Black people get jobs in tech. Right now, I'm proud to say I'm over 400 and counting. 

This isn't just work for me—it's purpose.

I help people land roles that change their lives. I teach them how to navigate systems that weren’t built for us and win in spaces that never expected us. Every resume I rewrite, every interview I prep, every offer I help negotiate—it's all about creating freedom, stability, and pride through career growth.

I believe in our potential and I know what happens when we're given the tools, the strategy, and the support to thrive. If you're ready to take the next step in your career, I'm here to help you make it your strongest move yet.

I'm Rootin' For Everybody Black!

What I specialize in: 

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.

Jermaine Murray

If you can hear this picture, I post for you.

For the last year the cast of Sinners have been put into some weird situations that has made the conspiracy theorist in me believe they ruffled a lot of feathers creating a film that so clearly celebrates Blackness.

Last night's airing of the BAFTAs has only reinforced this belief, as someone screamed the N word at them while they were on stage presenting.

The person is someone with Tourette's and my beef isn't so much with him but everything that followed in that moment.

Because the system moved exactly how it always moves when Black people get publicly disrespected and everybody else wants to keep the night smooth.

First, it wasn’t live. The BAFTAs broadcast was edited down. That means somebody had the power to cut that moment, and still chose to leave it in. If you had time to trim hours out of a program, you had time to trim that.

Then the host apologized to the crowd. Not to Michael B Jordan. Not to Delroy Lindo. The apology was designed to settle the room, not to acknowledge the harm that just happened on stage.

And right on schedule, the discourse turned into damage control for everyone except the people who got hit.

Don’t bother them about it.
Don’t make it a big deal.
He didn’t mean it.
Show grace.

That “show grace” demand is the same script Black people get handed in professional workplaces.

I’ve been in environments where racism didn’t show up as someone proudly announcing it. It showed up as “culture.” It showed up as what people were allowed to say, what leadership brushed past, what everybody nervously laughed at, and what you were expected to tolerate if you wanted to be seen as a "team player".

And the most exhausting part was never just the moment.

It was the performance demanded from me after.

I had to explain why it was harmful.
I had to keep my tone “professional.”
I had to reassure people I wasn’t attacking them.
I had to make space for their discomfort.
I had to accept their intent like it erased the impact.

That’s what “culture fit” looks like in a lot of workplaces. Not whether you can do the job, but whether you can absorb disrespect and still make everyone else feel comfortable.

So when people tell us to stop talking about it, I hear the real question underneath.

Can you take on the labour of making us all feel comfortable after we’ve wronged you?

No. I absolutely refuse to accept that. 

Intent is not a shield. Intent is what people use to avoid accountability.

Impact is what lands on your body. Impact is what follows you home. Impact is what teaches you, again, exactly where you sit in the hierarchy of human concern.

And when an institution has the power to edit, the power to protect, and the power to respond properly, and it still chooses the option that leaves Black people carrying the humiliation, that’s not a mistake.

That’s the culture. 

Stay Dangerous.

Jermaine L. Murray 🇯🇲🇨🇦

The Jobfather™️ - I help people get offers they can’t refuse. – on a mission to help 500 Black people get new jobs in Tech - 464 and counting. | Stay Dangerous

I want Black people to learn this early,  if you do not document your impact, someone else will shrink it until it fits their comfort and their budget. That’s why I always say Stay Dangerous, because staying dangerous is how you avoid getting played at work.

I learned it when I resigned from one of many toxic workplaces. The environment was already draining, but what pushed me over the edge was how comfortable they were letting me carry weight without naming it or valuing it.

When I gave notice, the tone changed very fast. I heard, “You’ve been such a big part of this team,” “We didn’t realize you were feeling this way,” and “What would it take to keep you.” Then came the line that always shows up when a company wants to make a structural issue feel personal: “We just want you to feel like you can be yourself here.”

That one hit different because I had already been hearing the quieter version for months.

“Be mindful of how you’re coming across.” “You don’t want to be seen as aggressive.” “You’re a leader, but soften it.” Same message every time...be Black in a way that does not make anyone uncomfortable.

Right after the compliments came the real ask. They wanted a transition document, and they did not mean a simple handoff. They wanted every process I owned, every stakeholder relationship I carried, and every recurring problem I quietly solved. 

That’s when it clicked. They always knew my value and just never wanted to price it.

Companies will let you stretch beyond your role without clearly defining how that work is measured. When it’s time for a promotion, your impact becomes “hard to explain.” When it’s time for you to leave, they suddenly speak fluent impact because they’re about to feel the absence.

Track your career KPIs while things are calm, not after things go sideways.

The receipts worth keeping are simple. Scope and load, meaning who and what you support and what got added outside your role. 

Execution and efficiency, meaning time saved, backlogs reduced, and work absorbed without headcount. 

Quality and risk, meaning fires you put out, errors prevented, and audits passed. Growth without title, meaning senior work without senior pay or title. 

Pull and repeat trust, meaning teams asking for you by name, referrals, and work that depended on you.

Do not wait for a performance review to define your impact. Staying dangerous means you never let someone else be the sole author of your career story.

You bring the receipts. You control the narrative.

It's not what you know, it's what you can prove that you can produce. 

Stay Dangerous.

Black people, we are all we got. We do have allies for sure, we appreciate them and what they do. But truthfully those are individuals in the face of a system that seeks to destroy us.

Seeing Michael B. Jordan and Delroy Lindo get honoured at the NAACP Image Awards right after the BAFTAs controversy reminded me why we keep building our own rooms. 

One space can embarrass you in front of the world and keep it moving. Another space can look you in the eye and say your work matters, your name matters, and you are not standing alone.

I felt a version of that this weekend.

I posted across Social Platforms of a Intermediate Fullstack Dev job that I can refer people in the Black community to. And the internet (in this case Twitter) did what it does. 

Non Black people were crawling out the woodwork to call me "Racist" for the post while calling me slurs not heard since the 1930s in the same sentence. Hypocrisy and Projection. 

Someone tried to lecture me about MLK and “integration,” then turned around and called me the N word like they were proving a moral point. That kind of contradiction only works when people are committed to hating you more than they are committed to making sense.

And don't worry, I grew up in a Jamaican household, I am a lion who does not care for the opinion of sheep and they were all sheep. I can handle myself in those moments, and I am not new to racists trying to get a reaction out of me. What stayed with me was the response from my community.

My People, My Community stepped in without being asked. Not just to argue, but to speak from experience. They shared stories about how I helped them get hired, how I coached them through a hard moment, how my work changed their trajectory. They did not let strangers define me. They added context. They put weight behind my name.

And it made me think of this line from one of my favourite books Red Country: “To know the world is against you and still choose your own course, that is courage.”

That is what I found so special about this years NAACP awards, the response as a community was so loud. It was Communal. It was cathartic. 

That is what any leader does right now when they keep advocating for Black talent even while the world tries to punish the very idea of it. And that is what community is supposed to do for you when things get ugly, it gives you cover, it gives you guidance, and it reminds you who you are when people are trying to reduce you to a stereotype.

So build your people on purpose. Be the person who opens doors. Be the person who vouches. Be the person who tells the truth out loud when silence is easier. 

Because when the system shows you what it is, the thing that keeps you standing is not applause from the mainstream. It is from those who have your back. It's from your own.

Stay Dangerous.

Employee Relations
Compensation and Benefits
Training and Development
Recruitment, Recruitment and Retention
Unemployment Benefit

Barbara Morton

I remember a coworker gave me some decor for my office with this quote! She saw I wasn’t the typical HR Generalist! I was a human first and a resource second. People know when you are authentic. They know when you’re “faking the fonk.” 💅

                   “Be YOU, not them.”

Founder & CEO, Shining Diamond Media Group | Marketing & Business Executive | Brand Strategy, Growth & Experiential Leadership | Former VP Hallmark Mahogany & Cadillac

When you get to watch someone grow with your own eyes. I’m proud of you, Mia R.

Certified CDL Driver Trainer | Florida State Examiner | DOT Compliance & Safety Coach | Founder, Gorgeous TruckHERs Inc. | Building Safer Roads Through Educations

After a competitive interview and selection process, I was honored to be accepted into the Tampa Organization of Black Affairs Leadership Institute (TLI)… and today was Day 1. 

Growth doesn’t stop just because you’ve built experience. It deepens.

With more than two decades in transportation — from over-the-road driver to DOT compliance trainer, safety coach, state examiner, instructor and the founder of Gorgeous TruckHERS Inc  — I’ve learned that technical skill may open doors, but leadership development determines the impact you make once you’re inside the room.

TLI represents more than a program.
It represents expansion.
Community engagement.
Civic awareness.
Strategic leadership beyond your immediate industry.

I believe leadership is not about position — it’s about responsibility:
• The responsibility to remain teachable.
• The responsibility to build meaningful partnerships.
• The responsibility to create access and opportunity for others.

As someone deeply committed to safety, mentorship, and workforce development in transportation, I’m excited to broaden my perspective and strengthen the impact I can make — both within my industry and within the communities we serve.

The learning continues.
The mission expands.
And the work gets bigger.

Grateful for the opportunity. Ready for the growth.

#LeadershipDevelopment #TOBA #CommunityImpact #TransportationLeadership #ProfessionalGrowth #LifelongLearning

Remember to put the “Human” back into Human Resources. 🖤

HR Professional in Senior Living, LTC Employee Advocate and Strategic Leadership Coach, Person-centered Recruiter for Person-centered Cultures, Promoter of Dementia Care Excellence

I got into Human Resources because I needed a job – I chose HR in Senior Services because I needed a purpose.

When I started working in Long-Term Care decades ago, there was a new phrase circulating with leaders in the industry: “Person-Centered.” It was so simple, yet such a departure from how healthcare was delivered in general. Being new to the HR function and Long-Term Care, I started using the phrase “Employee-Centered” in an effort to personalize this change in approach and to add some context for the workforce.

At the time, I didn’t fully appreciate how powerful that shift in language would become for me. I just knew this: if we were asking caregivers to see residents as individuals with stories, preferences, dignity, and voice — then we had to see employees the same way.

Early in my career, and still some days today - HR feels very transactional: Fill the position; Process the paperwork; Enforce the policy; Manage the discipline.
But I needed to also understand that Long-Term Care is deeply human work. It asks nurses, CNAs, housekeepers, dietary staff, and leaders to show up emotionally every single day. To comfort families. To navigate loss. To celebrate small victories. To carry stories that most people will never hear. You cannot sustain that level of emotional labor with the employee handbook alone.

An “Employee-Centered” mindset means asking a different set of questions:
What does this person need to be successful here?
Do they feel seen and important, not just scheduled?
Do they feel safe speaking up?
Do they believe their work matters?
 
When employees feel Respected, Supported, Heard, and Important, Residents experience Better care, Greater consistency, Stronger relationships, Higher quality of life, and yes PERSON-CENTERED Care!

Employee-centered HR is not about Coffee Bars and Jeans Friday. It’s about partnership and making the empathetic, emotional investment in the Employees that we expect the Employees to make in the Residents. 

In Our HR roles, nobody will remember:
- How quickly you processed their FMLA paperwork.
- How many email confirmations you sent.
- How perfectly formatted your New Hire spreadsheet was.

But they will remember:
- How you treated them when their parent was dying.
- Whether you listened before responding.
- If you made them feel valued during a difficult conversation.
- Whether you stood beside them when things were hard.

That is the work. The is the impact we can make. That is how Person-Centered becomes the standard.

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The Battle

Jermaine Murray

Barbara Morton

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