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. 

🫣

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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

Bernadette Pawlik, Job Search Strategist/Recruiting Insider

My practice is based upon over 25 years of recruiting experience---real expertise built on real experience behind the scenes in every step of the hiring process.

I know how professionals go from jobseekers to candidates---because I identified and qualified hundreds of candidates.

I know the "secret language of job descriptions"and teach my clients how to decode them so they pursue the right roles.   I've written job descriptions from manager through CEO.

I know how recruiters and hiring managers evaluate resumes. I evaluated thousands and personally witnessed how hiring managers react to them.

I know how recruiters leverage Linkedin to find talent: I used Linkedin as the foundation of my search practice.

I know what works during the interview process, and what fails:  I'm interviewed hundreds and received feedback on scores.

My goal is to give my clients the same "insider tools" that I perfected behind the curtain for over 50k hours recruiting. (This can be confirmed at www.pawlikdorman.com)

Whether it is resume revisions, Linkedin upgrades, job search strategy, interview skills or long term networking for career success..my direct experience informs every service I am privileged to provide to clients.

I am also a founder of the #JobSeekerGuides, an all volunteer group of recruiting professionals dedicated to overturning the myths and misinformation about the recruiting process.

Finally, I can't promise you a job, a double digit pay increase or a spectacular career trajectory.  I can promise that if you are my client you'll move forward in your job search and/or career confident because you are empowered by real insider tools and skills.

Senior Partner

Pawlik/Dorman conducts retained senior executive searches for a strategically limited number of clients.  Our mission is client relationships that are long-lasting, not merely transactional.  Our goal is to understand not only our client's talent needs, but their culture, strategy and vision. 

We focus on an initial client needs assessment which requires input in writing from each member of the hiring team to conduct not only a comprehensive search but to expedite the process. 

Our goal is candidates who not only "fit", but who thrive. 80% of our business is from repeat clients or referrals. Those referrals come from both clients, and candidates who were not hired, because we believe how we represent our clients build or detract from their brand as well as our reputation--so each candidate is treated with respect.
  
We welcome your questions at pawlik@pawlikdorman.com or 773 296 0950.  In addition, we are always delighted to brainstorm on search issues, career guidance or resume effectiveness.  To do so, please send an e-mail to pawlik@pawlikdorman.com referencing Linkedin.

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Bernadette Pawlik, Job Search Strategist/Recruiting Insider

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Bernadette Pawlik, Job Search Strategist/Recruiting Insider

Followers

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Likes

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