Amazon

As Recruiting Manager for Project Kuiper's Manufacturing and Production teams, I lead a dynamic talent acquisition squad driving the future of satellite connectivity. We're building the human infrastructure that will connect communities around the world through cutting-edge satellite technology.

My team focuses on recruiting top-tier talent for satellite manufacturing that design, engineer, and produce revolutionary space hardware. We're hiring for our Kirkland Factory across critical domains:
Mechanical Engineering
Manufacturing Engineering
Production/Assembly Specialists
Space Lab Technicians

We're seeking mission driven professionals ready to push the boundaries of satellite technology.

🛰️ Interested in joining our mission? 🛰️
Explore current opportunities: https://www.amazon.jobs/content/en/teams/devices-services/project-kuiper?cmpid=SM_LIAA200679B

Email kuiperjobs@amazon.com for future opportunities

Recruiting Manager

Client lead recruiter for Project Kuiper - a long-term initiative to launch a constellation of Low Earth Orbit satellites that will provide low-latency, high-speed broadband connectivity to unserved and underserved communities around the world.

We are hiring - A LOT. Check out our open roles here - 
https://www.amazon.jobs/en/teams/projectkuiper

If you’re interested in opportunities on this team, but don’t see a position aligned with your expertise, please contact us at the following email, and we’ll notify you as relevant opportunities become available - kuiperjobs@amazon.com

BUT AMY - WHAT DO YOU RECRUIT FOR?

Glad you asked! as of February 2023 I am 100% focused on our Manufacturing and Production teams - I'm always looking to build relationships with anyone in the space/satellite industry. Some of my most common roles are Mechanical Engineers, Manufacturing Engineers, Production/Assembly/Space Lab Technicians... if it involves space hardware, it's quite possibly on my list. You can also check out the job postings under my HIRING banner for the most critical roles. Find all of my Manufacturing and Production roles here - https://amazon.jobs/content/en/teams/devices-services/kuiper-manufacturing

LOOKING FOR AMAZON SPECIFIC INTERVIEW PREP?

Our careers page is a great place to start - https://www.amazon.jobs/en/landing_pages/interviewing-at-amazon#onlineapp

11 Amazon Interview Tips from recruiters and hiring managers - https://www.aboutamazon.com/news/workplace/recruiters-offer-their-best-tips-for-interviewing-at-amazon

I also HIGHLY RECOMMEND my friend GG Gallagher - the Amazon Interview Whizz! Check out her profile HERE - https://www.linkedin.com/in/gg-aiwhizz/

Senior Recruiting Business Partner - Project Kuiper

Recruiting In Yoga Pants

We help job seekers ask the right questions.

The internet is overrun with coaches and thought leaders who claim to have THE answer for all your job search ills. Paid support can be a WONDERFUL strategy, and we actually have a list on the site of recommended coaches / resume writers. For the rest of us, you might just need a nudge in the right direction.

That's why we're here.

From optimizing your application to negotiating your salary, we have tons of free content on our website. Check out the templates and FAQs. You can also find our YouTube channel where we drop job search gems every Friday at 7 am PT. Have a burning question on something we haven't tackled yet? Send us a note amy@recruitinginyogapants.com 

When you don’t sell anything, you can afford to tell the truth. 

Ok ok we DO sell recruiting swag - proceeds go to help fund our free content / coaching and mostly to support our local animal shelter The Noah Center. 

Check out our shop! www.recruitinginyogapants.com/shop

Job Search Strategist

Google

As part of the Engineering Management recruiting team, I partner with our leaders in Irvine, Boulder, Los Angeles and YouTube (various locations) to bring top engineering leaders to Google.

If you're interested in learning more about software engineering leadership opportunities at Google, contact me! ammiller at google dot com

Sr Tech Recruiter

Microsoft

Jan 2018 - Aug 2018 Business AI
Our team is focused on building and delivering world class Enterprise AI business solutions. 

Mar 2016 - Jan 2018 Bing Ads / Business AI

What if your job description were simply “Make tomorrow better?”  That’s the essence of roles within our Bing Team. Every day, we bring an insatiable curiosity to the table, challenging ourselves to reimagine what is and what can be.  We build on what’s come before to create what’s next. We drive machine intelligence.  We help shape the future.  We empower billions of people around the globe. 

Feb 2013 - Mar 2016 Windows/WDG/Universal Store

If you've ever purchased a Windows app, aggregated XBOX points, registered a Windows Phone, bought a Surface, purchased Office or Windows Azure services, you've used Universal Store.
Interested in making that experience better? Be part of something big - help develop the system responsible for tens of millions of accounts, hundreds of millions of transactions a day, and around half billion dollars of revenue  It's happening right now. You in?

Recruiter

Xtreme Consulting Group, Inc.

Talent Sourcer @ Microsoft

Zones

Since 1986, Zones has been a single source for information technology (IT) products and services. Located in Auburn, Washington - part of the Seattle area's technology hub - Zones offers more than 150,000 products from more than 2,000 vendors.

We focus on supplying technology solutions while reducing IT procurement costs and providing the highest level of service to our customers - small to medium businesses, enterprise-level organizations, educational institutions, and government agencies.

Corporate Recruiter

State of Washington

I have the greatest job in the world - serving those who've served our Country.  As an Employment Representative to our military families and veterans, I'm able to help them start a new career or keep moving forward in their current field.  From resume reviews to coordinating hiring events with area employers, I provide employment assistance to anyone attached to Joint Base Lewis McChord.

Family & Veterans Employment Representative - WorkSource JBLM

Our Mission
To connect businesses and job seekers with the necessary resources and tools for successful employment, life-long learning, and business development, to ensure a strong and vital economy.

Our Vision
A comprehensive and inclusive WorkSource System that consistently and effectively meets the needs of businesses and job seekers.

Employment Specialist - WorkSource

Ala Recruiting

Our philosophy is simple - it’s all about people. We bring them together to solve problems. For the Client who needs the best and brightest on board, to the Candidate who’s ready to take their career to the next level. We sit down with you to discuss your specific situation. If we can help - we’ll tell you how. If we can’t - we’ll tell you that too. Nothing is more important in this business than transparency and ethics.

Recruiting Consultant

YER is an international recruiting firm specializing in management and professional level positions. Our areas of focus are: sales, marketing, accounting/finance, IT, Engineering, Supply Chain and HR.  We offer contingent and retained search programs and discounts for exclusive and multi-search requests.

Sr. Recruiting Consultant

At-Tech

Recruited and placed IT professionals in the video game industry including 3D Artists, Developers, & Level Designers.

Executive Recruiter

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

Recruiting Manager - Project Kuiper at Amazon
Blogger - www.recruitinginyogapants.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 entire recruiting team at kuiperjobs@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's Project Kuiper. 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.recruitinginyogapants.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

My husband: don’t you have meetings with your leaders today?
Me: yeah but I feel like they already know so…

Shoutout to my friend and mentor John Vlastelica for the amazing swag (available on their Red Bubble shop! https://lnkd.in/gWybai4W) AND all the great TA training content I've been digging into again now that I'm responsible for like 11 people. 

I'm fine. It's fine. THIS IS FINE. 🫠 

But seriously y'all - not an ad, I paid full price for this hoodie and like a million stickers 😋 Just a thank you to John and his team at Recruiting Toolbox, Inc. Truly some of the BEST training I've had in my career! 

*also shout out to my team, the real MVPs - remind me I got y'all stickers 😂

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

No alternative text description for this image

🛰️ *AHHHHHH* 🛰️

We’re official!!!!!

New name, same mission.

Project Kuiper is now Amazon Leo.

Follow along as we prepare to deliver fast, reliable internet beyond the reach of existing networks.

leo.amazon.com

Shoutout to my friend Himani Jain!!! SIX YEARS with Amazon! We are so happy you're here - I can't imagine building our assembly technician hiring program without you!

Himani, you absolutely embody BIAS FOR ACTION in everything you do!! I especially love how you used our internal AI tools to wrangle our MANY manufacturing hiring SOPs into an easy to access space - talk about Inventing and Simplifying!!

Also thank you for not quitting when I became your manager 😂 ❤️ 

Can't wait to see what we build together in the next 6 years! 🛰️

❤️ protect your energy and your job search

Spicy Saturday!!

Here’s the number one theory I have about recruiters who won’t share comp or pay ranges while insisting that candidates share their salary expectations. 

They are scared. 

Scared of insulting the candidate.
Scared of being unable to articulate how and why comp was set as it was.
Scared of being way off from market norms for a given role / level.
Scared of being held accountable later for giving a “wrong” number or range. 
Scared of admitting they don’t actually know what the company/hiring manager wants to pay.

Shall I continue?

I have absolutely no data to back this up. I recognize this is merely a THEORY - an ASSUMPTION if you will - based on anecdotal instances I’ve seen of every one of these things over the years. 

If the word “scared” upsets you feel free to replace it with fearful, or anxious, or nervous. 

It just describes a feeling. It’s not an attack on anyone personally. 

I’ve been scared to have these conversations too. I’ve made every one of these mistakes at some point in my early career. Practice helps. A lot. 

*deep breath*

Let me have it in the comments. 🫣

"𝘐𝘯 𝘵𝘩𝘦 𝘪𝘯𝘥𝘶𝘴𝘵𝘳𝘪𝘦𝘴 𝘐 𝘩𝘢𝘷𝘦 𝘸𝘰𝘳𝘬𝘦𝘥 𝘪𝘯, 𝘪𝘵 𝘸𝘢𝘴 𝘲𝘶𝘪𝘤𝘬𝘭𝘺 𝘤𝘭𝘦𝘢𝘳, 𝘵𝘩𝘢𝘵 𝘵𝘩𝘦 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳𝘴 𝘸𝘦𝘳𝘦 𝘯𝘰𝘵 𝘵𝘩𝘦 𝘴𝘩𝘢𝘳𝘱𝘦𝘴𝘵 𝘬𝘯𝘪𝘷𝘦𝘴 𝘪𝘯 𝘵𝘩𝘦 𝘥𝘳𝘢𝘸𝘦𝘳. 𝘚𝘰 𝘪𝘵 𝘪𝘴 𝘢 𝘮𝘪𝘴𝘵𝘢𝘬𝘦 𝘵𝘰 𝘦𝘹𝘱𝘦𝘤𝘵 𝘈-𝘨𝘳𝘢𝘥𝘦 𝘢𝘣𝘪𝘭𝘪𝘵𝘺 𝘢𝘯𝘥 𝘣𝘦𝘩𝘢𝘷𝘪𝘰𝘶𝘳 𝘧𝘳𝘰𝘮 𝘵𝘩𝘦𝘮."

A quote from a viewer on a video I did recently.

So. Let's unpack this.

I have been in recruiting long enough to be VERY HYPER AWARE of our reputation. I have as well worked with some real interesting characters on all sides of the equation here. This is not a defense of recruiters, or anyone else. This is a question.

What is YOUR role in the recruiter / you dynamic?

Pause and think about it. I get it, as a candidate you're kinda forced to work with whatever recruiter happens to be responsible for that req. Even as a hiring manager you may not have a lot of say in exactly WHICH recruiter works on your openings. As a recruiting manager, I inherited my whole team (and I'm glad they stayed!)

Still begs the question - especially if you are PARTNERING with a recruiter - what's your responsibility here? How are you helping them understand your needs? Are you willing to educate if they're willing to learn?

Oh here's a juicy one - are you willing to learn from them too? AFAF ;)

Spicy Saturday! How can I upset you today? 🤣

Oh let's go multiple choice:

A. Networking is great but referrals are not always the number one source of hire
B. Recruiters do not need deep technical expertise in order to determine if a candidate has said expertise
C. Using the green banner is a signal you're open to work - no more, no less. Results may vary widely
D. Ghosting is lack of closure after two way communication has been established
E. Any random factoid or mythology about a piece of software commonly used by companies to track the lifecycle of recruiting

*OPINIONS MY OWN AND NOT THAT OF MY EMPLOYER(S) PAST PRESENT OR FUTURE*

Ok now that I have your attention 😋 

My friend Daniel was kind enough to offer me a space to chat with you all about BRANDING!!! 

Here's the reality - if you are gainfully employed out here running these social media streets you ARE repping the organization that pays you - intentionally or not. HOWEVER - if you're not building a brand that transcends that, what happens when you move on from that role, by choice or otherwise? How do you balance both personal brand AND my friend James's favorite topic - EB?

We're going to talk about all that and more in 9 days!!! 

Register here: https://lnkd.in/gxmvqjbu

🎉 4 years ago, Shivani Singh joined the Amazon TA team!

Shivani, we are so grateful to your data driven approach and willingness to dive deep into our candidate experience insights. Even though you’ve just recently joined the ProdOps team, you quickly got up to speed on your aligned business group and made an immediate impact!

4 years. Countless lives touched. One amazing recruiter.

Here's to you, Shivani! 🥂 Thanks for showing us what great talent acquisition looks like.

#Amaversary #AmazonLife #TalentAcquisition #Recruiting

The longest of weeks 🤣 I do believe I promised y’all an update on NETWORKING and my lil conspiracy theory about what this market has done to us. 

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

I do not care whether or not a feature exists.
I do not care what a software company includes in their sales pitch.
I do not care what your favorite LLM spits out after crawling reddit and wikipedia. 

I care VERY MUCH about how recruiters use their tools and the choices they make day in and day out.

I prefer to lead with curiosity and seek transparency. If I am curious how hiring happens at Company A, I'm going to find someone who works there and ASK. 

Following up on my recent post about recruiter biases - here's Spicy Amy weighing in on some of the more... creative... interpretations of WHAT I ACTUALLY SAID.

Rant here - https://lnkd.in/dtMGmqZH

Yes, you should be tracking your recruiting metrics.
No, there are no universal percentages.

At best, you can track the ever loving heck out of your data and figure out what "good" looks like for your industry, company, and team. You can and should focus on process improvement, increasing candidate satisfaction, and lowering time to fill - among other things.

If I ever tell you THIS percentage or THAT ratio is universally right, please know that I have been kidnapped and am signaling for help. Call the cops. 

Anyway. I wrote this in 2019 and it's still truer than anything I've read on the internet today. Just sayin. 😘  https://lnkd.in/g7Fvgz8u

Ok so. Long week. Very busy. So relieved a big work project is complete-ish. 

Partial reasons why I failed you all and did not get my next video queued up. 🫣

BUT - this is actually a good thing because I want to hear from YOU!! I’m working on a follow up to my “networking” series and post - I update it every now and again with new info (link below). I’m mapping out a new video too and want to hear from you. 

✅ what does networking mean to you?
✅ how do you tap your colleagues/friends/strangers for opportunities?
✅ what’s the hardest or scariest thing about networking?

I have a theory brewing in my head about how networking varies from a healthy candidate driven market to the dumpster fire we’re in now. We’re gonna talk about it. 

Drop your thoughts, comments and questions below! I’ll address as best I can next week with updated guidance on the blog too - https://lnkd.in/gwM8eq-D

Please enjoy Lady Penelope Pennifer PupPup enjoying her new couch. 

Also shoutout to the Wordpress developer who cannot believe I regularly update my blog posts on Wordpress without changing the publication date. What can I tell you I’m a wizard! 🤣

Does source of hire matter?

(On my life I expected experienced recruiters to know the difference. I remain perplexed. Anyway!)

Im working on an updated networking video for this week. I have a theory I’m poking at a little bit about referrals, especially in this market. 

I’m of the firm belief that you cannot improve what you do not measure. Recruiters can and should have a good handle on their source of hire, how that stacks up against company/industry norms, and any unintended consequences. 

Job seekers should track this too, for themselves. What’s working?  Where’s the ROI? 

Anywho. Source of hire. Watch here if you’re curious - https://lnkd.in/gvVz-DQk

Open video: Understanding Source Of Hire! (and why it matters) on youtu.be

Understanding Source Of Hire! (and why it matters)

Bernadette Pawlik, Job Search Strategist/Recruiting Insider

CoffeeandConsult

The goal of Coffee and Consult is simple:

To give you what you need to move forward, be it an effective resume, a Linkedin profile, networking strategy, interview practice or simply a sounding board.

I know how recruiters and hiring managers make their decisions because I've been "behind the curtain" of over 200 executive hiring decisions for over 20-plus years.  First, as a senior consultant with Korn/Ferry International, the world's largest retained executive search firm, and then with my own boutique retained executive search firm:  www.pawlikdorman.com

My services are individualized and intense.  I work with no more than three clients at any given time.  The objective is not only to provide what a client needs immediately but to teach clients how recruiters and hiring managers think---when they read a resume, a Linkedin profile, evaluate a candidate during the interview process. As a consequence, my clients have a toolkit they can use for the rest of their careers.

Career & Job Search Strategist

Pawlik/Dorman Custom Search

I began my retained executive search career with the world's largest global retained executive search firm, Korn/Ferry International.  During my years as a senior consultant, I had the opportunity to conduct searches for the world's biggest brands as well as privately held companies.

My goal in founding my own firm was to provide high touch, in-depth retained search to a strategically selected group of clients. To develop in-depth long-term relationships, so that my knowledge of the culture would equal my knowledge of specific roles.  I am proud to say that 80% of my firm's business came from repeat clients.  The remainder came from candidates who appreciated that my commitment to quality was not only to my clients but to the candidate's experience.

I continue that mission of high-touch, in-depth individualized services in my career strategy practice.

Senior Partner

Coffee and Consult aims to empower professionals to navigate the complexities of hiring through tailored job search strategies and career coaching. With over 25 years of expertise in executive recruitment, including time as a senior consultant at Korn/Ferry International and as founder of a boutique search firm, the consulting approach is rooted in proven hiring methodologies and insider knowledge of hiring practices.  

By offering personalized services in career clarity, resume revision, LinkedIn profile enhancement, and networking strategies, CoffeeandConsult supports clients in reaching their career goals. The commitment to transparency and high-touch collaboration ensures clients receive individualized guidance to advance their professional journey confidently.

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.

If you're hesitant to post on LinkedIn, then this post is for you.

Consider this:

Your life matters.

Your thoughts about your life matter.

And, LinkedIn is an opportunity to share that life and those experiences.

The caveat is this:

Please share this with the intention of helping others, not to build a following or become an influencer.

LinkedIn wants each of us to "donate" free content to keep eyes on LinkedIn and to add more profiles.  It is a business model.

But, for each of us as a human being connected with other human beings, there should be no goal on LinkedIn other than this:

To answer these questions:

What have I learned that might make others' paths easier?

What do I wish someone had told me about this challenge or that one?

That's where real community comes in.

And, whether you have 10 followers or 10,000 or 100,000...when you share to help others, you contribute to humanity...

Not to the "human race" which is all about getting and accumulating, but showing up and showing others this:

You are not alone.

#Hiringinsider, #jobsearch, #careers, #executivesearch, #jobs

Bernadette Pawlik

Job Search/Career Coaching/Career Strategist/ real expertise based on 20 plus years of hiring experience/Recruiting Mythbuster

If you're a new jobseeker you are not any of the following:

Doing it all wrong.

Making big mistakes.

Screwing up your resume, Linkedin profile or your career.

You're not.

But, if you are reading this what you are doing wrong is this:

Listening to people who are only too happy to pile yet MORE anxiety on top of your skyhigh pile.

People who tell you you are "doing it all wrong", have one goal:

To hijack your brain, tap into your fear, and separate you from your money.

People I regard highly don't do that.

These people are:

Amy Miller
Kristen Fife
Jan Tegze
Kristof Schoenaerts
Alison Passino
Sam Struan

From these you can learn how recruiting works, get a free resume template, dip into a wealth of accurate information on how recruiting works, learn how executive recruiters find candidates.  

I have over 25 years of recruiting experience, and have yet to have an unexpressed thought, so consider adding me to your list.

Finally, I do a Daily Karma Hour during which time I answer quick, specific questions regarding job search and/or careers. Just send it to me via Linked DM. 

If you would like to comment that would keep this post alive so others can learn about this real stuff from #RealRecruiters.

#jobloss, #careers, #executivesearch, #RealRecruiters

Job Search/Career Coaching/Career Strategist/ real expertise based on 20 plus years of recruiting experience/Recruiting Mythbuster

Unemployment is lonely as hell.

Even if you have significant severance or you don't need to worry about putting food on the table.

I know.

I remember how desperate I was to talk to someone---so much so that I got to know the UPS drivers, the garbage/recycling people, and every person at the various points of my day---drycleaner, grocery clerk, barista--who formerly had been invisible in my fully employed life.

For many people I know, admitting that loneliness is a source of shame.

It shouldn't be.

Work gives us community---even if that community is irritating or loathesome.

So here's what I found worked for me:

Find something to which you can commit where people notice if you don't show up.

At various points in my "unemployment career" (this includes when my search practice had no business) they were:

. Volunteering at a no-kill cat shelter.  For whatever reason, talking to animals is seen as endearing, and not weird...so many a cat listened to my complaints about my old employers!

.  Volunteering for a role in a membership organization that no one wants. For me it was new member greeter it was a role that gave me constant engagement with others, and a way to expand my network.

.  Creating something about what keeps you up at night. For me it is literacy inequity around which I founded an organization which got 75k children's books to 60 plus Chicago schools that didn't have libraries.  

Don't be ashamed to admit to yourself:

This isolation is harming my mental health.

Despite the fact that our lives are dominated by machines...

we are not machines.

Comments are always appreciated.

#HiringInsider, #jobsearch, #careers, #executivesearch, #jobs

Just for today...

let's ignite a revolution on Linkedin...

Here goes:

Don't be outraged about anything.

Don't feel a need to counter someone else's opinion with your own.

Scoff at someone's ignorance.

Look for the typo.

Laugh at the awkward syntax.

Just for today when you engage on LInkedin say:

That's an interesting point of view and I'll have to think about that.

I appreciate your commenting.  It was kind of you to take the time.

I wish you well.  These are tough times, and I admire how you are handling them.

Let's declare this:

Just for today, I lay down my sword, zip my lips, and remember:

Behind whatever foolishness I read, is a person struggling--and whatever separates us from one another---the struggle unites us.

Finally, today is Open Connection Sunday. Send me a connection request and I'll acccept. No sales pitches please. 

#Hiringinsider, #jobsearch, #careers, #executives, #jobs

Here's a big mistake I made in my career---

and whether you're a new professional or a CEO--

I caution you against making this in your career.

I thought doing the best work and delivering the most value made me secure.

It didn't.

What I ignored was this:

If people don't feel you care about them, they won't care about you.

I never took the time to develop relationships with my peers or those senior to me.

No one was "vested" in me--and perhaps one indication of this was that my office nickname was HP...for High Producer.  

Not Bernie, as it had been in school or Flash as it had been in college --because I was always speeding as fast as I could...but HP, like a robot.

So when heads had to roll, my lauded high production didn't spare me... though I did subsequently learn that it took two people to replace me.

So don't be like me.

You needn't be the office party animal, or learn how to play golf or pickleball if that is your culture's thing...but start by acknowledging and appreciating others.

See others, and let them know you see them.

And, they in turn will see you.

Comments are always much appreciated.

#RecruitingInsider, #jobsearch, #careers, #executivesearch, #jobs

Applications are AWFUL.

I mean, how close to a hellish experience can you get sitting at a desk?

Here are six dead-easy steps to make the application process easier.

1) Have a "clean" resume.  If you're looking for a good template, Sam Struan has a free one.  Sam is an experienced recruiter who now conducts resume reviews and writing services. As a highly experienced recruiter, I wholeheartedly endorse him.

2) Expect that you will have to attach this resume to almost all applications. When you read that the ATS will fail to parse resumes, resulting in rejection, that doesn't apply to clean resumes like Sam's. That most applies to those fancy ass, make me want to stab myself through my cerebral cortex resume templates you see on Canva, or alas, those "award-winning" resumes you see with the weird colors, infographics, etc.

3) Now that you have your resume, get together the following: 1) Addresses of each employer, name of supervisor, phone number/e-mail. 2) Names of your references, place of employment, address, contact info (phone, e-mail)

4)  A cover letter template.  Now you all hate cover letters.  I get it. However, here's what I suggest: If you don't know why you're investing time in applying for this job —other than you want a job —you shouldn't invest 20 to 40 minutes filling out that application. 

Spend 3 minutes on your favorite AI, and ask about the company you are applying to. Ask:  What makes this company a unique brand? That should be enough to give you 3 to 4 lines as a first paragraph.  You need two more short paragraphs: 2) Your contact info repeated and any additional information about availability, relocation, etc. 3) A thank-you closing paragraph.

5) Create a system for keeping track of your applications. I'm old school, and when working with our son on his internship search, we use index cards and an index card box with different colored dividers.

6)  Create a separate e-mail for your job search, and create files within that e-mail for Pending, Rejected, and  Follow-up

Yes.  

Absolutely none of this is "sexy" or "techy". If you prefer techy, that's your choice. (Check out #TEAL for a more techy approach.)

Just remember that the six above are simple, and I have found that simple is sustainable.

(Comments help keep my posts alive, and since I don't "pod", pretty vital. Thank you!)

#Applications, #resumes, #jobsearch, #jobsearchtips

Why don't you get feedback after interviews?

Let me make myself a target of vitriol.

Here's why:

Because to paraphrase Tom Cruise:

Most candidates can't handle the truth.

Early in my career, I attempted to give candidates who went through interview rounds some form of feedback.

I didn't want to say:

You rambled so much that we thought you had had a few too many.

You didn't make eye contact.

Your answers were evasive.

The other candidates had more of this, this, this, and this.  And, the more candidates we saw, the more we clarified that that is what would make a hire in this role outstanding.

So, I thought long and hard about how to respond constructively but kindly.

And, no matter what I did or how I phrased it, the response was the same:

A dialogue that frequently became confrontational...and almost invariably ended up with a request by the candidate to do another round of interviews.

So finally, what I landed on was this:

You have an excellent background. I know you will excel in the future and continue to be successful.  I have some free time this Friday. Would you be willing to have an open-ended discussion about possible next steps in your job search?

My niche was very limited to senior-level candidates, and I didn't conduct a high volume of searches (no more than three at a given time), so I had the capacity to do this.

A recruiter who conducts double-digit searches doesn't.

Comments are always appreciated, because comments of 5 words or more help my posts "live" on LinkedIn.

Follow me for more no b.s. Insights based upon over two decades of recruiting experience. If you're interested in working with me, please visit my website.

#RecruitingInsider, #jobsearch, #careers, #executivesearch, #jobs

What question do we always ask shortly after we are introduced to someone?

We always ask:

What do you do?

Our answer is always our jobs.

So, how do you answer this question when you are unemployed?

What do you "do" if it isn't your professional identity?

For me, the answer would be:

I read a lot of history, try to play piano, and sometimes I people-watch in my favorite coffee shop.

And, here's the shocker, folks. 

I had to find something to "do" to keep me sane when I was unemployed.

So, as the holidays approach, and you'll inevitably be asked by some relative: What do you do?

 Think about what you do that isn't you--the productivity bot-- but you, the human being whose value isn't defined by their job.

If you'd like, please feel free to reply in the comments below.

(And, since the LinkedIn Algo Beast only lets posts with comments live, you would be doing me a great favor!)



#jobsearchstrategies, #careers, #jobloss, #RecruitingInsider

Today is "Open Connection Sunday".

I previously did this once a month, but now I plan to do it every Sunday.

What does this mean?

Send me a connection request without a note, and I'll accept.

If it is a romantic overture or a "skyrocket your revenue" connection request, I will, however, block you.

Why do I do this:

1) Selflessly: I know these are challenging times with much rejection. LinkedIn seems bewildering to many people. Getting an instant acceptance helps with both.

2) Selfishly:  I write daily. I've refused multiple offers to "pod" (I like their content and comments, they like mine and comment), so my posts frequently sink under a lot of "buy my magic beans" content. Here's more stuff to be afraid of.  

I'm not going to pod, I'm never doing clickbait.  I do want what I read to reach a broader readership.  

So, do go ahead and send me a connection request.

I won't try to sell you anything — ever.

#RecruitingInsider, #jobsearch, #careers, #executivesearch, #jobs

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Amy Miller

Bernadette Pawlik, Job Search Strategist/Recruiting Insider

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The Battle

Amy Miller

Bernadette Pawlik, Job Search Strategist/Recruiting Insider

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

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