Sr. Recruiter - I build the teams that build the satellites. Recruiting Truth Teller & Mythbuster. Somehow, LinkedIn Top Voice 2022

Recruiting Manager - Amazon Leo
Job Search Strategist - www.recruiterauntie.com
YouTube Creator - AMA Friday with Amy Miller

***I work at Amazon, but these comments and opinions are my own***

TL:DR - interested in roles with my company? The FASTEST PATH to consideration is to apply directly. You can also follow up with the recruiting team at amazonleojobs@amazon.com  

Read on for more "about me"!

After 20+ years in recruiting, hunting everything from truck drivers to CFOs, I'm currently a Recruiting Manager at Amazon Leo. I've spent the last several years in big tech (Microsoft / Google) after many years in various agencies learning how "real" recruiting is done. I'm passionate about client AND candidate experience, and I believe that good consulting sometimes looks like bad customer service.

Feel free to connect with me at amy@recruitinginyogapants.com. 

Looking for TEMPLATES and REFERRALS?

On my website www.recruiterauntie.com you'll find a link to Career Coaches and Resume Writers I personally recommend, as well as my Networking, Salary FAQ and Recruiter FAQ templates - all designed to help empower job seekers. 

Salary FAQs - how to address all things compensation at every stage of the recruiting/interviewing process

Recruiter FAQs - questions you can ask your recruiter at any part of the process

Networking - 3 way networking (Recruiters/Peers/Hiring Managers) insights and templates you can modify

Specialties: sourcing, recruiting, employment branding, blogging

Amy Miller

The notion that recruiters have to be experts in the field they recruit for is silly goose stuff. 

Y'all I promise you if I was a trained as a rocket scientist I'd be doing THAT. 

Full video drops tomorrow but enjoy this lil sneak peek!

Recruiting Manager - I build the teams that build the satellites. Recruiting Truth Teller & Mythbuster. Somehow, LinkedIn Top Voice 2022

Many moons ago I sat with a new (to me) hiring manager who had spent 25 years at our (at the time) employer. I was newly in role/company, and had been a bit of a job hopper prior. After we did all the usual introductions, what are you hiring for, etc I asked a very nosy question:

"Mike, you've been here for YEARS - what makes you stay? Aren't you BORED?"

(super tactful as always 🙃)

His answer surprised me and reframed my thinking in a huge way. 

He looked at  his career in 3 year sprints. He would take on a new project, move to a different team, start scaling a new idea - and commit for 3 years. If he was winding down that internal clock, he started looking both inside and out. If he was enjoying it and there was more to accomplish, he'd commit for another few years. He hadn't up to that point found an external opportunity that was as compelling as whatever new thing he was moving to inside.

He had lived so many professional lives without ever updating his work email address. 

It made me think of MY career in a whole new way. I ended up staying at that company longer than any other before - until now. As I am coming up on 6 years next week, I have lived several professional lives in that time. Huge thanks to that engineering manager who helped me see growth differently, and enabled me to give myself permission to find it right where I was.

Hot take -  Recruiters are not technical experts. Blaming them for that is missing the point.

Recruiters aren’t hired to *do* the job.
They’re hired to 𝙛𝙞𝙣𝙙 𝙥𝙚𝙤𝙥𝙡𝙚 𝙬𝙝𝙤 𝙘𝙖𝙣 - at scale, under pressure, with imperfect information.

The hiring manager owns technical depth.

The recruiter owns:
🎯  translating vague business needs into real humans
🎯 spotting patterns across hundreds of hires
🎯 keeping bias and ego from wrecking the process
🎯 making sure “non-traditional” candidates don’t get filtered out

If recruiters had to be experts in every role they touched, career pivots would disappear, transferable skills wouldn't count, and hiring would grind to a halt. Because we'd be doing YOUR job - not ours.

Your job as a candidate isn’t to out-smart the recruiter.
It’s to clearly show you can do the work the team needs done.

Watch here --> https://lnkd.in/gPfe5cYg
Because this myth is creating way more job search frustration than it deserves.

#RecruitingTruths #JobSearchAdvice #HiringReality #Careers #Recruiters #RecruitingAuntie #RecruitingInYogaPants

Spicy Saturday! This one’s gonna sting just a little.

I see this EVERY DAY on social media. 

“I worked so hard for X years!”

“I have so much experience in Y!”

“It’s not FAIR that I’m expected to cut down my resume!”

“Recruiters just want a unicorn!”

Y’all. I’m gonna hold your hand and get real close to you while I tell you this. 

Your. Resume. Is. NOT. About. YOU. 

Change your mindset on this. 

When you view your resume through the lens of a decision maker, you see it differently. 

Understand that the recruiter AND hiring manager share the same goal: identify enough of a fit that it warrants an interview. 

That’s it. 

You could be the world’s best baker, capable of the sweetest treats and the most elaborate cakes - but if the hiring manager is looking for BBQ?

It’s a no from them. 

Give the people what they WANT. 

Clear indicators through your background and accomplishments that you can solve their problems. 

What do they want? Got a long form video on that - How to read a resume like a hiring manager: https://lnkd.in/gki93yWB

Recruiters don’t guess your age.

I honestly can't think of a single recruiter who CARES how old you are.

A lot of folks worry about ageism. I get it. I'm over 50 so BELIEVE ME - I am well aware of the disparity between me, my peers, and my potential competition on the job market. 

Here's the thing - the REAL problem with your resume? It's not your AGE. It's your FRAMING.

Your resume is still doing things like:
🛑  Listing graduation dates
🛑 Showing 25+ years of roles in detail
🛑 Highlighting tools nobody uses anymore

Ageism is real in hiring. It's also a bigger issue well beyond the resume. How we show up in interviews, biases about our looks, (hahahaha I'm a woman you think I don't have that clocked???) you name it. I get it. BIG ISSUE.

But THIS week? I'm talking purely resumes.

A lot of people are getting screened out BEFORE that bias even has a chance to show up.

That’s what this video breaks down:
✔️ The resume signals that accidentally age you
✔️ What to remove (without erasing your credibility)
✔️ How to look experienced, current, and still learning

You are not “too old.”

But your resume might be stuck in a different decade. THAT part is fixable.

Watch here: https://lnkd.in/gJeFrafw

If you know someone who’s been told they’re “overqualified,” do them a favor and share this.

#RecruiterTruth #JobSearch #ResumeTips #Ageism #CareerAdvice #ExperiencedProfessionals #RecruiterAuntie

🎉 4 years at Amazon Devices & Services! Let's celebrate Natalie who's been hard at work hiring Mechanical Engineers AND Learning & Development Architects for our Amazon Leo recruiting team.

Natalie, THANK YOU for your hard work this year! You've seen lots of change (managers, business alignment, sourcing strategies) and handled it all with grace. Love working with you!!  

Want to join our team and work with awesome people like Natalie? Check us out: https://lnkd.in/gHrP-FQS

#TechRecruiting #WomenInTech #AmazonLife #Recruiting #TalentAcquisition

Spicy Saturday! 

Y’all are about to find out how many of your connections are suddenly experts in political science, international law, and special forces. 

🫣

No alternative text description for this image

Coming in hot with the first video of 2026! 

How exactly do Big Tech Recruiters WORK? Y'all the truth is, there are as many variations inside these large companies as there are outside. That said, there are some common best practices I've seen over and over.

I break them all down this week. 

We are spilling ALL the tea about how recruiting happens (happened?) at my previous employers. Your best source of truth of course is ALWAYS the recruiters doing the work at the companies you want to apply to. That said - I have some insights and I'm not afraid to share them.

So before you fall for a magic course or pay for a hack, WATCH THIS VIDEO. Save your sanity and your money.

Watch here - https://lnkd.in/giV8QTm3

If there were such a thing as a perfect resume, you'd already have the template. Recruiters, hiring managers, coaches, ANYONE AND EVERYONE involved in hiring would all agree on it.

We don’t.

Because perfect resumes don’t exist.

What does exist?

Resumes that are clear, relevant, and good enough to start a conversation.

In this week's AMA Friday, I break down why chasing perfection keeps job seekers stuck - and what actually moves the needle with hiring authorities.

If you’re rewriting your resume for the eleventy billionth time wondering why you're STILL not getting calls… this one’s for you.

Watch here - https://lnkd.in/e6_n2rRu

Grand River Aseptic Manufacturing

Main recruiter for a Series C CDMO. Strategically partnered  with hiring managers & SME's to align goals, objectives and design recruiting strategies. Personally assisted in bringing over 300 people into the organization.

Recruiter

LG Chem

Consulted with current TA team to align goals and metrics for entry level hires for this OEM.

Recruitment Consultant

The Murphius Group

Worked with sole proprietor on implementation of JazzHR.

Contract Recruiter

Acrisure

Created a partnership between FinTech hiring managers and TA. Assistance with onboarding new hires, orientation, sourcing, Interviewing and creating offer documents.

Talent Acquisition Specialist

Hilton

Acted as an adviser to the hiring group who purchased the hotel. Our main objective was to revamp this once tired building and create a dynamic business including a tenured staff
that they in turn could sell in under 5 years.

Human Resource Generalist

Biopharmaceutical Recruiter at GRAM: I help build the teams that make sterile liquid injectable medicine|CDMO|FDA Regulated Roles|MichBio Board Member| I Hire For On Site Positions Only|OFCCP Compliant|Recruiting Nerd 🤓

𝑀𝑦 𝑗𝑜𝑏 𝑖𝑛𝑣𝑜𝑙𝑣𝑒𝑠 𝑐𝑜𝑚𝑚𝑢𝑛𝑖𝑐𝑎𝑡𝑖𝑛𝑔 𝑤𝑖𝑡ℎ 𝑝𝑒𝑜𝑝𝑙𝑒 𝑎𝑙𝑙 𝑑𝑎𝑦 𝑙𝑜𝑛𝑔. 

⚕️𝐀𝐩𝐩𝐥𝐢𝐜𝐚𝐧𝐭𝐬 𝒘𝒉𝒐 𝒂𝒓𝒆𝒏'𝒕 𝒔𝒖𝒓𝒆 𝒂𝒃𝒐𝒖𝒕 𝒕𝒉𝒆𝒊𝒓 𝒔𝒌𝒊𝒍𝒍𝒔𝒆𝒕 𝒂𝒏𝒅 𝒉𝒐𝒘 𝒕𝒉𝒆𝒚 𝒎𝒂𝒚 𝒇𝒊𝒕 𝒂𝒕 𝑮𝑹𝑨𝑴
⚕️𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝒕𝒉𝒂𝒕 𝑰'𝒎 𝒊𝒏𝒕𝒆𝒓𝒗𝒊𝒆𝒘𝒊𝒏𝒈 𝒂𝒏𝒅 𝒕𝒂𝒍𝒌𝒊𝒏𝒈 𝒘𝒊𝒕𝒉 𝒂𝒃𝒐𝒖𝒕 𝒐𝒖𝒓 𝒂𝒘𝒆𝒔𝒐𝒎𝒆 𝒐𝒓𝒈𝒂𝒏𝒊𝒛𝒂𝒕𝒊𝒐𝒏
⚕️𝐇𝐢𝐫𝐢𝐧𝐠 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝒕𝒉𝒂𝒕 𝑰'𝒎 𝒑𝒂𝒓𝒕𝒏𝒆𝒓𝒊𝒏𝒈 𝒘𝒊𝒕𝒉 𝒕𝒐 𝒉𝒆𝒍𝒑 𝒆𝒂𝒔𝒆 𝒕𝒉𝒆𝒊𝒓 𝒑𝒆𝒐𝒑𝒍𝒆 𝒑𝒂𝒊𝒏 𝒑𝒐𝒊𝒏𝒕𝒔
 
𝐂𝐚𝐧 𝐲𝐨𝐮 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐈 𝐠𝐞𝐭 𝐩𝐚𝐢𝐝 𝐭𝐨 𝐝𝐨 𝐭𝐡𝐢𝐬 𝐟𝐨𝐫 𝐚 𝐥𝐢𝐯𝐢𝐧𝐠? 𝐌𝐞 𝐧𝐞𝐢𝐭𝐡𝐞𝐫! 

I'd probably do this job for free I ❤️ it so much. 𝑃𝑙𝑒𝑎𝑠𝑒 𝑑𝑜𝑛'𝑡 𝑡𝑒𝑙𝑙 𝑚𝑦 𝑏𝑜𝑠𝑠.

Open Roles Can Be Found Here 👇

🔹️𝒘𝒘𝒘.𝒈𝒓𝒂𝒏𝒅𝒓𝒊𝒗𝒆𝒓𝒂𝒔𝒆𝒑𝒕𝒊𝒄𝒎𝒇𝒈.𝒄𝒐𝒎/𝒄𝒂𝒓𝒆𝒆𝒓𝒔

🤓 𝐈'𝐦 𝐚 𝐧𝐞𝐫𝐝 𝐟𝐨𝐫: 𝑅𝑒𝑐𝑟𝑢𝑖𝑡𝑖𝑛𝑔 𝑎𝑛𝑎𝑙𝑦𝑡𝑖𝑐𝑠, ℎ𝑖𝑟𝑖𝑛𝑔 𝑖𝑛 𝑔𝑒𝑛𝑒𝑟𝑎𝑙, 𝑏𝑒ℎ𝑎𝑣𝑖𝑜𝑟𝑎𝑙 𝑏𝑎𝑠𝑒𝑑 𝑖𝑛𝑡𝑒𝑟𝑣𝑖𝑒𝑤𝑖𝑛𝑔, 𝑐𝑜𝑚𝑝𝑒𝑡𝑖𝑡𝑖𝑣𝑒 𝑐𝑜𝑚𝑝𝑒𝑛𝑠𝑎𝑡𝑖𝑜𝑛, 𝑓𝑎𝑛𝑡𝑎𝑠𝑡𝑖𝑐 𝑏𝑒𝑛𝑒𝑓𝑖𝑡𝑠 & 𝑔𝑟𝑜𝑤𝑖𝑛𝑔 𝑜𝑢𝑟 𝑡𝑒𝑎𝑚 𝑠𝑜 𝑤𝑒'𝑟𝑒 𝑛𝑒𝑣𝑒𝑟 𝑖𝑛 𝑎 𝑟𝑒𝑎𝑐𝑡𝑖𝑣𝑒 𝑝𝑜𝑠𝑖𝑡𝑖𝑜𝑛 𝑤ℎ𝑒𝑛 𝑠𝑜𝑚𝑒𝑜𝑛𝑒 𝑙𝑒𝑎𝑣𝑒𝑠.

taplio

The Battle

Amy Miller

Alison Passino

Followers

Posts

Engagements

Likes

Performance ScoreAmy Miller's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Amy Miller

Alison Passino

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Amy Miller's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreAmy Miller's LinkedIn Performance