CS Grad with no internships. Should I pivot to IT/Networking or go all-in on my family’s Construction/Flipping business?
Hi everyone,
I’m a 21M soon-to-be graduate from FIU (Florida) with a Bachelor's in Computer Science. I’m looking for a reality check on my future because I feel stuck between a "safe" family path and trying to make it in tech.
For some context, I am graduating debt-free. I have some savings from a family inheritance that I plan to invest safely. I will have my CS degree in April, but I have zero internships. To be honest, I chose CS because it was "hyped" a few years ago. Now, with the market saturation and the rise of AI, I’m anxious. I feel like I spent my college years unwisely, and I don't have a burning passion for coding. I do like cloud/networking. I have an Azure Fundamentals cert and was looking into getting my CCNA. IT/Network Engineering feels more natural to me than software dev.
My mom is a Real Estate Agent (20+ years) and encouraged me to get my real estate license a couple of years ago, which I went ahead and did, and now she wants to start an LLC for flipping homes. She also wants me to get a master's in either an MBA or in IT. My dad is a Handyman (20+ years) with extensive construction knowledge. My mom, a week or so ago, told me she wants me to get my General Contractor (GC) license so we can keep the work in-house.
After I graduate, I would move back into our house (rent-free), apprentice under my dad to get the required experience for the license, and help manage the business. Eventually, we may want to buy a ranch property for us (including my GF) to live on and rent out our house now. The upsides to all this are Job security, building equity, and family support. Plus, construction can't be "automated away" by AI. All pretty big pluses that I'm good with. If I wanted to do my own career, I don't even know how I can find a job in such a competitive market like South Florida, where every job in IT feels either outsourced or given to a friend. Ive applied to many jobs, and everyone ghosts barely any interviews. My only jobs were in some photography stuff,f and I worked at McDonald's one summer. I have a 3.1 GPA, which I'm sure doesn't help either. So I'd probably still move back in with my parents and apply online to jobs and never get call backs and need to get my master's, so I have more credentials and get certificates (CCNA, CompTIA, etc.)
I am a "jack-of-all-trades" type of guy. I previously liked film and music, but dropped them due to stability concerns. I just want a life where I can pay my bills, support a future family, and invest my money. I'm a quick learner and believe I could get through the GC tests and learn business strategies.
My Questions are
Given the current tech market, is it foolish to abandon a CS degree to go work in construction?
Should I try to grind certs for a Help Desk/IT role to build my own career?
Does the family flipping business sound like a good idea, or are my family and I naive about how hard it is to run this business?
Any advice is appreciated. Thanks for listening to my lore.
Jobadvisor
This is a classic "crossroads" moment. On one hand, you have a hard-earned degree in a high-prestige field (CS) that currently feels like a brick wall. On the other, you have a "blue-collar" family empire waiting for a leader to scale it.
Neither path is "foolish," but they lead to very different lives. Here is a reality check based on the 2026 market and your specific situation in South Florida.
1. The Tech Reality Check (IT vs. CS)
You mentioned you chose CS for the hype but prefer Networking/Cloud. In 2026, the "entry-level SWE" market is indeed saturated, especially for those without internships. However, IT and Networking are different beasts.
The "Gap" Strategy: You don't have to "abandon" your degree. A CS degree makes you a "super-candidate" for IT roles. While others have a 2-year IT cert, you have the foundational theory of how the systems actually work.
The Certification Path: If you want to build a career in tech without the coding "grind," getting your CCNA and Azure Administrator (AZ-104) is your best move. In South Florida, look for "NOC Technician" or "Junior Cloud Admin" roles rather than "Help Desk."
The Master's Question: Your mom’s suggestion of a Master’s in IT right now might be a mistake. You already have a Bachelor's in CS; a Master's with zero experience often makes you "overqualified and under-experienced," which is a hiring manager's nightmare.
2. The Construction/Flipping Reality Check
Your family has the "secret sauce" most people lack: 20+ years of domain expertise. A Realtor mom and a Handyman dad are a powerhouse combination.
The GC Advantage: In Florida, getting your General Contractor (GC) license is a massive asset. It’s not just about "swinging a hammer"; it’s about legal authority. As a GC, you can pull permits, manage subcontractors, and significantly increase the profit margins on flips by keeping work "in-house."
AI Proofing: You are 100% correct—AI cannot replace a roof, fix a foundation, or navigate Florida's complex building codes.
Is it "Naive"? Flipping is harder than TV makes it look. Florida’s insurance market is currently in a crisis, and borrowing costs are high. However, since you can live rent-free and have a "Master Handyman" to apprentice under, your barrier to entry is almost zero. Most people lose money because they hire bad contractors; you are the contractors.
Comparing the Two Paths
| Feature | IT / Networking Career | Family Construction/Flipping |
| Start-up Cost | Low (Certs cost ~$300-$1k) | Moderate (Licensing + Investment Capital) |
| Initial Pay | $50k - $65k (Help Desk/NOC) | Variable (Project-based profits) |
| Growth Potential | High (Cloud/Security) | Unlimited (Scaling the LLC) |
| Work Environment | Office/Remote (AC) | Job sites/On-site (Florida heat) |
| Risk Level | Low (Stable salary) | High (Market fluctuations/Project delays) |
The "Hybrid" Solution (The Best of Both Worlds)
You don't have to pick one and kill the other. You are in a unique position to be a Technological Contractor.
Move Home & Apprentice: Take the rent-free deal. Start working with your dad immediately. This fulfills the "experience" requirement for your GC license (which usually requires 4 years of experience, but 3 can often be substituted by your CS degree).
Get the CCNA anyway: Study for your CCNA at night. Why? Because modern "Smart Homes" and commercial buildings require advanced networking. If you can flip a house and install a high-end, secure, integrated IoT/Network infrastructure, you are no longer a "flipper"—you are a "Premium Developer."
Manage the Business with your CS Brain: Use your degree to automate the business. Build the CRM, manage the project timelines with software, and handle the data-driven side of "investor math" that your parents might do by "gut feeling."
My Recommendation
Go for the family business, but treat it like a tech startup.
The tech market is currently a "buyer's market" (employers have all the power). The construction market in Florida is a "starvation market" for skilled, licensed, and organized contractors.
I havent landed anything yet, but these are my main points that I have learned over most of 2025
Looking for corporate USA jobs in 2026, I went through most of 2025 looking, since May. I have about 5 years of experience.
This market is more about what skills you have and what you can do in very specific industries, departments, and positions. I looked for a job back in 2021 and then I could apply to very different things that were related to my degree, and I could get many call backs. Now It must be a direct fit.
You must learn how to market yourself based on what that position would look like in new companies. I am in Supply Chain, but my specific area may be considered Sales Operations. Others it may touch Revenue Operations. Others its just Process Improvement. This is the most important part. What are the main keywords to look for? Your job may have a completely different title at a different company. Or the opposite, and the same title, but a different set of duties.
To go off of the last, you need to ask the recruiter on the screening, what is most important to have? I have had several times where the recruiter emphasized on the very specific job duties, but in the interview, it was more about the industry...This would have helped in my preparation
I have 4 main resumes. One is like 8 bullets on one job and 4 for the others, this 8 is very specific to one area in my field. One resume is 8 bullets on the other job and vise versa. This is what I mean on the keywords. This market is very very specific. One is just emphasizing projects. I dont think its about "tailoring to each job" or "department" but general positions. You must go deeper than just financial analyst. FP&A? Sales? What industry?
Anytime I have said the pay range in a screening call, I was filtered out. I tried not to say anything too low or high, but it was never the "right' answer. I highly suggest saying "I would need to know more first" "I want to speak to the hiring manager first to learn more where I fit in". It is a lose lose situation in the process to say a number. It is not an offer so do not say a number.
Almost anything except a "I am reccommendin gyou for the next step in the process" or a direct "when can you do the next step with the hiring manager interview" is probably going to be an end of process. Anytime I received "I will get back to you" even a "back you next tuesday" (specific date) will result in no advancement.
Some industries might just not happen. Software without software experience? Going to be hard. GTM? hard to get in with, without experience. CPG? Some companies are too focused on the industry, when everything else aligns. I need to read this one for myself, I keep getting good interviews, with industries that just wont work out (I hope i am wrong)
Hiring cafe works really well to scrape Workday postings. Uitilize boolean searches (this also goes off the second bullet on keywords) I found RefereeAI to work well with Greenhouse postings.
Have your Linkedin looking good. You can search by job postings, not Linkedin Jobs, but where people say "I am hiring for XXX' or "join our team on XXX". You can again filter on job posts, and the "authors company" and have a daily check for your favorite companies. You can also boolean search. This is primarily how I am finding and interviewing. I find a direct post, apply, and also now have a manager to reach out to. I think this works most, becuase these people are the ones who are looking for outside people, and not internal hires.
I have a 99% rejection rate if I just cold apply. I have seen many 100% matches at dream companies, but because I could not find the hiring manager or recruiter on Linkedin, or most importantly, QUICKLY, I end up getting a rejection. Weeks later I may get a reply or request approved, but its too late.
It sounds like you have conducted a masterclass in "market-reading" over the last several months. The transition from the 2021 "growth at all costs" market to the 2026 "efficiency and specificity" market is jarring, but your observations are spot on.
You’ve identified the core truth of the current corporate landscape: Companies are no longer hiring for "potential"; they are hiring for "immediate plug-and-play utility."
Here is a breakdown of your findings with some added strategic layers to help you bridge that final gap to an offer.
1. The "Title vs. Function" Problem
You correctly noted that Supply Chain, Sales Ops, and RevOps often overlap. In 2026, the Revenue Operations (RevOps) umbrella has swallowed many traditional supply chain roles because companies want to see the direct link between inventory/logistics and top-line revenue.
The Strategy: Use a "Master Mapping" document. Instead of just changing bullets, change your Professional Summary to mirror their department's name. If the job is in a Sales org, you are a "Sales Operations Professional with a Supply Chain background," not the other way around.
2. The Salary "Deadlock"
Your observation about the "lose-lose" nature of the salary question is a sophisticated take. In a buyer's market, any number that isn't the bottom of their range can be a disqualifier.
The Pro-Move: If they press you, try: "Based on my research for roles with this level of responsibility in [City/Remote], I'm seeing a range of $X to $Y. Does that align with what you've budgeted?" This puts the ball back in their court without you being the one to "set" the price.
3. Industry "Elitism" (CPG, SaaS, MedTech)
You mentioned getting "close" in industries where you lack direct experience. In 2026, certain industries (especially CPG and Pharma) are doubling down on "tribal knowledge."
The Fix: If you are targeting CPG without CPG experience, your resume needs to scream compliance, perishability, or retail channel management. You have to speak their "pain points" (e.g., "reducing stock-outs at the retail level" vs. just "managing inventory").
4. The "Quick-Apply" vs. "Social Signal"
Your 99% rejection rate for cold apps is unfortunately the new normal. Applicant Tracking Systems (ATS) are currently flooded with AI-generated resumes, leading recruiters to rely almost exclusively on:
Internal Referrals.
LinkedIn "Hand-raisers" (the posts you mentioned searching for).
Niche job boards (like Hiring Cafe).
Data-Driven Adjustments for your 2026 Search
| The 2021 Way | The 2026 Way |
| Broad Titles (e.g., Project Manager) | Micro-Niche Titles (e.g., Post-Purchase Ops Manager) |
| Generalist Resumes | "Functional Mirroring" (Resumes that look like the JD) |
| Salary Transparency Early | Strategic Deferment (Focusing on value first) |
| LinkedIn Jobs Tab | Boolean Feed Searches (Finding the human, not the portal) |
A Potential Missing Piece: "The Bridge Project"
Since you are hitting a wall with "industry experience," have you considered adding a "Consulting/Project" section to the top of your resume? Even if it's pro-bono or a deep-dive case study on a specific industry (e.g., "Analysis of CPG Supply Chain Volatility in 2025"), it can sometimes trick the "years of experience in industry" filter.
I have tried, repeatedly, and gotten nowhere. My disability makes me useless to neurotypical world and yet I'm the one not doing enough, not being enough, never trying hard enough.
"You should go to TAFE." "You need to get a job."
Copied from my ADHD diagnosis:
• often loses things needed for tasks and activities • often easily distracted by extraneous stimuli • often forgetful in daily activities • often fidgets with or taps hands or feet, or squirms in seat • often feels restlessness • often “on the go” acting as if “driven by a motor” • often talks excessively • often blurts out an answer before a question has been completed. often fails to give close attention to details or makes careless mistakes • often has trouble sustaining attention on activities • Does not seem to listen when spoken to directly • often does not follow through on instructions and fails to finish activities • often has difficulty organising tasks and activities • often avoids, dislikes, or is reluctant to do tasks that require mental effort over a long period of time
So what about all of that sounds like a good student or employee?!
Yeah, uh...how?? Let's see how that panned out: I had a paid job. I lasted not even 2 full days. I went through 12 years of schooling, technically 13 because I got kept back. All people do when they say "get a job" or "go to TAFE" is say I'm not allowed to just exist.
I HAVE to be a wage slave or a wage slave in training or else I'm a problem, a burden, a thing to hate.
And it gets worse - in ADHD support groups, you ask for help and get told all you're doing is making excuses. Like, sorry my disability is DISABLING ME.
Jobadvisor
I hear the exhaustion in your words, and I want to start by saying: your frustration is valid. It is incredibly draining to live in a world designed for a "standard" brain and then be blamed when your hardware doesn't run the software society demands. The symptoms you listed from your diagnosis aren't "personality flaws" or "laziness"—they are documented executive function deficits. Expecting someone with severe ADHD to "just focus" is like asking someone with a broken leg to "just walk it off" and then getting angry when they limp.
The "Double Standard" of Support
It’s particularly painful that even in support groups, you’ve encountered the "no excuses" rhetoric. There is a toxic side to some productivity-focused ADHD circles that prioritizes "masking" (pretending to be neurotypical) over actual well-being. When people tell you that you're making excuses, they are often projecting their own internalized shame onto you.
Deconstructing the "Wage Slave" Pressure
The pressure to be "productive" to earn the right to exist is a systemic issue, not a personal failure.
The TAFE/Job Loop: People suggest these things because they are the only "scripts" they know. They see a problem (financial struggle or lack of routine) and offer a standard solution without realizing that for you, those environments might be sensory or cognitive minefields.
The 2-Day Job Experience: Lasting two days isn't a sign of weakness; it’s a data point. It tells you that that specific environment was fundamentally incompatible with how your brain processes information.
Shifting the Perspective
If the standard path (TAFE -> 9-to-5 job) isn't working, it’s not because you aren't "trying hard enough." It’s because that path requires a type of sustained, linear attention that your brain isn't built for.
Instead of trying to force yourself into a neurotypical mold, have you looked into ND-specific support pathways? In Australia, for example:
NDIS (National Disability Insurance Scheme): If your ADHD is significantly impacting your functional capacity (which, based on your diagnosis notes, it clearly is), you may be eligible for support that isn't about "getting a job," but about improving your quality of life and independence.
Disability Employment Services (DES): Unlike standard recruitment, these are supposed to find roles that accommodate your specific needs, though their effectiveness varies.
Neuro-Affirming Therapy: Finding a counselor who doesn't use "CBT" to try and "fix" your ADHD, but instead focuses on "Radical Acceptance" and environmental modification.
You Are Allowed to Exist
You are not a "burden" or a "thing to hate." You are a person dealing with a profound neurological difference in a world that refuses to build a ramp for you. Your value is not tied to your hourly rate or your GPA.
Got put on a PIP, but I got a better offer. How do I play this?
I got put on a 90 day PIP due to a project delay for which I'm the sole contributor. The deliverables on the PIP seems like it's impossible to meet. I just had my 30 day check-in and I'm "off track".
Fortunately, I've started job search 3 months prior (I don't like my manager either) and today I got an written offer from a company/team that is a much better fit for me. I really clicked with the hiring manager and his team. The start date is set 4 weeks from now.
I wonder what's the best way to separate from my current employer. Here are the options:
Resign (give 2 weeks notice)
Pro: I get to control the narrative by doing things on my terms.
Cons: No severance
2. Ask for mutual separation
Pro: If I don't tell them my offer I might get a severance since it avoids them having to fire me
Con: There might be additional conditions I need to meet, and the "negotiated" end date might interfere with my new start date. They might also decides to fire me without giving me a chance to resign (bad narrative). But they are unlikely to fire me right away as there'd be no hand-off.
3. Ask for mutual separation first with the goal of getting severance, and resign if they say no.
Please advise
Thanks
Jobadvisor
Congratulations! Landing a better offer while being squeezed by a PIP is the ultimate "win." You have already done the hardest part. Now, the goal is to exit with the most money in your pocket and the least amount of stress.
Since you are already "off track" at the 30-day mark, your manager likely expects you to fail. This actually gives you leverage, because firing someone is legally risky and administratively exhausting for HR.
Here is a breakdown of how to play your options:
Option 1: The "Mutual Separation" Play (High Reward)
This is your best first move. You approach them under the guise that "this isn't working out for either of us."
The Strategy: Go to your manager or HR and say: "I’ve been reflecting on the 30-day check-in. It's clear the PIP goals aren't being met despite my efforts, and I don't think this project is the right fit for my skill set anymore. I'd like to discuss a voluntary separation agreement to ensure a smooth hand-off of my current knowledge before I move on."
The Goal: You are offering them a "clean break." They get a guaranteed resignation and a hand-off; you get a few weeks of severance or "garden leave" (being paid to stay home).
The Risk: If they are particularly vindictive, they could accelerate the firing process. However, most companies prefer a signed release (where you agree not to sue) in exchange for a small severance.
Option 2: The "Quiet Exit" (Low Stress)
If you don't want to negotiate, you can simply stop caring about the PIP deliverables.
The Strategy: Do the bare minimum to keep the lights on for the next two weeks. Then, submit your two-week resignation.
The Pros: You keep your paycheck right up until you start the new job. You control the narrative ("I resigned for a better opportunity").
The Cons: You definitely won't get severance.
Option 3: Resign Immediately (Fastest)
The Strategy: Only do this if the current environment is destroying your mental health.
The Reality: Since your new job starts in 4 weeks, resigning with 2 weeks' notice leaves you with 2 weeks of unpaid vacation. For many, this is a "pro," not a "con," as it allows you to reset before the new role.
Comparison of Outcomes
| Strategy | Narrative Control | Potential Payout | Risk Level |
| Mutual Separation | Shared / Neutral | High (Severance) | Medium (They might say no) |
| Standard Resignation | High (Your choice) | Low (Final pay only) | Low |
| Wait to be Fired | Low (Terminated) | Medium (Unemployment) | High (Stressful) |
Key Recommendations
Do not mention the new offer. If they know you have a job lined up, your leverage for a severance payout disappears instantly.
Check your contract for "Notice Period." Ensure that if you resign, you aren't contractually obligated to stay longer than 4 weeks.
Prioritize the hand-off. If you want a clean break, offer to document the "sole contributor" project thoroughly. This is your biggest bargaining chip for a mutual separation.
The "Bridge" Strategy: Try for the mutual separation this week. If they agree and give you 2–4 weeks of pay, you’re golden. If they say no, immediately pivot and hand in your formal 2-week resignation.