I’ll echo @Woodchuck45 - I’ve hired for everything from startups, to nonprofits, to enterprises as DTO. All the tech operations or DevOps resumes end up on my (virtual) desk.
For (most of) the roles in question, education matters less to me than a breadth of experience. Of course, that doesn’t help you if you don’t have significant experience yet, so your best bet is to try and make your resume memorable. I tend to gravitate towards resumes that are more personal in nature (I’ve mentored enough junior folk now to know that attitude is just as important as skillset) and that’s what will make me reach out to you.
There’s typically two career paths - long stints with companies (much rarer) or shorter stints with several. Both can be good or bad depending on the job. For example, aside from my stint as with the Wikimedia Foundation (yay!) I’ve technically worked for one company since 2006. That would make me a dinosaur in usual Tech culture, except that the infrastructure I maintained drastically changed in that same timeframe, as did the size of my team and the applications and languages we supported - so instead of a resume that looks like one long stagnant stint at a company, it makes it clear that my role has continuously evolved.
Same if you instead have several short roles - tell a story with your employment! Explain how you’ve progressed or what you learned regardless of how many locations you worked or for how long. I can’t stress enough that culture matters as much as skill, so you need to try and convey the type of employee you will be. That’s why everyone says cover letters are important, but they’re only useful if they’re personal. Don’t bother including a boilerplate one. No one will read it.
It really comes down to what you are trying to apply for - but that narrative is important if someone is going to take a “chance” on you with so little employment history - they need to know you’re eager to learn, accept that you need to learn in the first place, and that you’re not going to jump ship in a year because even with internal promotion the job isn’t in the industry you want or whatever.
Companies take a risk not because they’d rather just hire experienced folk (because those folk usually want more money), but because it takes a nontrivial amount of time to train you and to see if you fit in the culture of the rest of the team. In Tech Ops this is especially important because there’s usually multiple ways to do something, most of them “right”, and if you get the wrong kind of candidate on your team (the sort that believes there’s only one true way to do anything or so on), it can really hurt morale. I’ve seen that happen more than once. Showing a willingness to learn and improve and that you’ve flirted with multiple tools/paradigms goes a long way towards making it clear you aren’t that sort of candidate (the rest comes in the interview, but as you noted you aren’t getting to that stage yet).
Lastly, don’t worry too much about what the job requements are as listed - lots of hiring managers just toss the kitchen sink in there to cast a wide net. Apply to anything that looks remotely interesting. You may find that you fit the bill even if you don’t tick off all the boxes.
