Entry Level Mock Interview Jobs (NOW HIRING)

REQUEST FOR QUALIFICATIONS
Career Coach
i.c.stars | Contract Position
Issuing Organization
i.c.stars
Position Type
Independent Contractor (1099)
Locations
Chicago, IL | Milwaukee, WI | Kansas City, MO
Estimated Hours
Varies by engagement window (see Section 6)
Contract Period
Month-to-month, renewable in 3-month increments through December 2026
Compensation
$35 per hour
Submission Deadline
5/29/2026
1. About i.c.stars
We are a 25-year-old nonprofit workforce development organization dedicated to preparing individuals from underserved communities for rewarding careers in technology. With a passionate team of 35+ professionals, we're committed to bridging the gap between diverse talent and the tech industry. We find talent, train talent, and place talent in rewarding careers that end cycles of generational poverty and yield long-term success. Our program operates in Chicago, Milwaukee and Kansas City, Missouri.
At our core, we believe that innovation thrives when people are empowered, supported, and allowed to grow. If you're someone who is energized by people-first leadership and is passionate about making a lasting impact, you may want to be a part of our journey as we continue to shape the future of tech professionals.
2026 Program Cycle Calendar
Cycle
Dates
Commencement
Cycle C
September 7 - December 11
Week of December 11
Each cycle is followed by a 3-week break before the next cycle begins.
2. Purpose of This RFQ
i.c.stars is seeking qualified independent contractors to serve as Career Coaches in each of our three program cities. The Career Coach supports interns and recent graduates/residents (1st 90 days following successful completion in our 14-week internship/training program) in translating their learning into credible, employer-ready evidence and making strategic early-career decisions aligned to their skills, goals, and values.
The role centers on helping interns/residents understand their strengths, tell their story clearly, navigate the job search with intention, develop and leverage their professional network, and enter the workforce with confidence and clarity grounded in the skills they have and their future career goals.
The Career Coach engages during two specific windows: the latter weeks of each internship cycle (approximately Weeks 8-14) and the first 90 days of residency following commencement. Hours vary based on participant needs and cycle timing.
3. Scope of Work
3.1 Career Translation and Storytelling

• Coach interns to clearly articulate what they built, the decisions they made, the challenges they navigated, and the skills they developed
• Support development of interns/graduates professional narratives, and clear explanations of technical and leadership contributions
• Provide feedback focused on clarity, credibility, and alignment with employer expectations-not polish alone
• Help strong interns avoid underselling themselves or freezing in interview settings

3.2 Career Preparation

• Support interns with career goal setting and planning
• Support interns with resume refinement and framing using business and industry language (note: core career development curriculum will be facilitated by each city's Program Director or workshop sponsor/s), which we will continue to evolve based on the team's insights)
• Guide LinkedIn profile optimization and utilization of hiring platforms (note: core career development curriculum will be facilitated by each city's Program Director or workshop sponsor/s), which we will continue to evolve based on the team's insights)
• Conduct interview practice using realistic scenarios aligned to entry-level tech roles (note: core career development curriculum will be facilitated by each city's Program Director or workshop sponsor/s), which we will continue to evolve based on the team's insights)
• Coordinate timing and emphasis with the Program Director so career work is sequenced appropriately and does not overwhelm interns during active project work

3.3 Job Search Strategy and Execution

• Support interns to develop a focused job search strategy and identify roles aligned to their skills, interest, readiness, and career goals
• Support interns with applications, networking outreach, and interview preparation
• Normalize job search timelines and variance
• Support interns with decision-making and evaluation with respect to hiring opportunities

3.4 Interview Preparation and Debriefing

• In collaboration with the Program Director, organize cycle mock interviews and job shadows in alignment with industry standards (1:1, panel and group)
• Prepare interns to research companies, anticipate role-specific questions, and speak confidently about their learning and growth
• Debrief real interviews to extract learning, adjust strategy, and strengthen subsequent attempts

3.5 Offer Evaluation and Negotiation Support

• Coach interns through offer comparison, salary and benefits research, and basic negotiation strategies
• Reinforce intern agency and self-advocacy

3.6 Coordination and Handoffs

• Coordinate closely with the Program Director to understand intern context, readiness, and growth, and key career prep activities such as mock interviews and job shadows
• In collaboration with the Program Director, take lead on creating intern skills profiles in alignment with national expectations
• Align messaging and expectations with other program staff
• Support strong communications/information-sharing to the Residency Coordinator, Program Director, and city's program team
• Use national program team tracking tools to capture data + growth from your engagement with interns

4. Engagement Windows
The Career Development Coach's engagement is concentrated in specific periods aligned to the program cycle calendar. Hours are not uniform throughout the year.
Cycle
Engagement Period
Est. Hours/Week
Cycle A
Late Feb - July 2026 (Weeks 8-14 + 90-day residency bridge)
10
Cycle B
Late June - Nov 2026 (Weeks 8-14 + 90-day residency bridge)
10
Cycle C
Late Oct 2026 - Mar 2027 (Weeks 8-14 + 90-day residency bridge)
10
Reporting: The contractor is expected to use national data tracking tools to track engagement and growth.
5. Role Boundaries
To set clear expectations, the Career Coach is not responsible for:

• Guaranteeing job placement or serving as a recruiter or employer matchmaker
• Providing case management or therapeutic support
• Making placement decisions on behalf of interns

6. Engagement Structure
Position Type
Independent Contractor (1099)
Hours
~10 hours/week
Contract Term
Month-to-month, renewable in 3-month increments through December 2026. Either party may terminate with 14 days' written notice.
Work Setting
Hybrid-combination of in-person coaching sessions and virtual engagement
Reports To
Program Director (functional)
Key Collaborators
Tech Fellow, Technology Facilitator, Residency Coordinator, Corporate Relations Manager, Program Director
Compensation
$35 per hour
Not to Exceed
$12,000 per city for the full engagement period (January-December 2026)
7. Qualifications
Required

• Experience coaching early-career professionals or adult interns through job search and career transitions
• Strong understanding of entry-level tech roles, hiring processes, and employer expectations
• Ability to coach confidence without inflating readiness-helping interns see what they've built clearly
• Strong communication and feedback skills
• Comfort holding boundaries and naming hard truths with care
• Alignment with strengths-based, effort-driven learning models
• Existing network in the local tech ecosystem or a demonstrated ability to build one quickly
• Familiarity with technical roles and project-based portfolios
• Ability and willingness to learn

Preferred

• Experience in workforce development or nontraditional education pathways
• Experience coaching first-generation professionals
• Knowledge of salary negotiation and early-career workplace dynamics

8. Indicators of Success
The following outcomes will guide performance evaluation:

1. Interns can clearly articulate their skills, growth, and contributions in professional settings
2. Strengthened career clarity and confidence between the week 9 and week 14 intern perception of learning and experience survey
3. Unemployed interns have a strategic job search plan and employed interns have a "powerful entry" plan for their new roles
4. 100% of skills profiles are completed for each intern and accurately represent the skills they've developed

9. Submission Requirements
Interested individuals should submit the following:

1. A brief statement of interest (1-2 pages) describing your career coaching philosophy, and your experience and impact with nontraditional or early-career job seekers
2. A current resume or summary of relevant coaching and career services experience
3. The city or cities for which you are applying (Chicago, Milwaukee, or Kansas City)
4. Two professional references who can speak to your coaching effectiveness

Submit materials to: Dawn Foye, Director of People + Culture (dfoye@icstars.org)
Submission deadline: [INSERT DATE]
Questions may be directed to: Dr. Cheryl Camacho, Chief Learning and Program Officer
10. Equal Opportunity
i.c.stars is committed to diversity and inclusion in all aspects of its work. We encourage applications from individuals of all backgrounds, particularly those with lived experience in the communities we serve.
i.c.stars reserves the right to modify, suspend, or cancel this RFQ at any time. This RFQ does not obligate i.c.stars to award a contract or to pay any costs incurred in the preparation of a response.