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

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

Wildfire Defense Systems, Inc.

Oversee a team of talent specialists focused on recruiting for corporate and field personnel (including seasonal and full-time) across 22 states with coordination centers in 7 locations: CA, CO, ID, OR and MT.

Systems: Paycom, ADP, Foley, Universal, Microsoft Suite including Office 365 and Dynamics, HireEZ, all major job boards, Handshake, Circa - Diversity Hire

Talent Acquisition Manager

Glacier Bancorp, Inc.

- Manage the full cycle recruiting process. Support managers throughout the hiring process with interviews, selection and offers, including negotiating compensation offers and managing travel and relocation plan details and reimbursements. Utilize networks and external vendors and software to source qualified talent to meet staffing needs. Ensure requisitions are posted and filled in a timely manner.
- Serve as a point of contact and technical support for ATS. Coordinate brand marketing and social media outreach for the overall organization, provide assistance and training for Division staff as needed. Provide communication and training support regarding system upgrades as needed.
- Develop and maintain strong working relationships with hiring managers and establish clearly defined goals and expectations for recruiting efforts. Provide ongoing support to HR Division staff on recruiting efforts and systems needs. Develop and utilize a network of local industry contacts, associations, colleges, etc. to implement activities designed to maximize recruiting outreach activities, attract qualified talent and enhance visibility and attractiveness of employment with GBCI. Participate in job fairs and engage with local colleges and universities to support lasting recruiting efforts.
- Support Corporate HR department with Corporate and Division HR representatives and managers with employee questions. Conduct research and gather information.
- Maintain knowledge of affirmative action goals, diversity outreach and recruiting strategies and support activities that help meet said goals. Develop recruiting strategies to meet organizational goals.
- Assist in the development and delivery of leadership training to hiring managers on recruiting processes. Create training content and standardized processes and forms to support organizational recruiting and onboarding related training initiatives. Conduct training of Corporate managers and Division HR staff.

Corporate Recruiter

Bozeman Health

- Served as a lead contact for Human Resources questions regarding compensation, benefits, HR policies, employee relations and self-service tools.
- Partnered with cross-functional human resources sub-departments to provide meaningful load-sharing and offloading of tasks.
- Researched, developed and generated critical content, reports and resources for human resources department and entire Bozeman Health employee population at large.
- Led production and design of multi-media training tools for a December 2020 implementation of Workday HCM for all members of the health system including areas of Management, Employee Life Cycle, Performance Management, Recruiting (greatest expertise) processes, and more.

HR Shared Services Representative II

Consumer Direct Care Network

- Led a team of Talent Acquisition Consultants prior to my relocation to Bozeman, MT (management roles could not serve remotely at the time) and the reorganization of the CDCN Talent Team. Workday implementation Recruiting/Compensation lead. 
- Provided expert advice on talent optimization to result in improved business outcomes through retention, recruiting, and sourcing targeted markets.
- Partnered with customer groups, clients, leaders, and staff across multiple departments and states throughout CDCN; serving in a consultant role while still retaining transactional pieces as required.
- Responsible for full life cycle recruiting strategies and providing qualified candidate pipelines and pools through sourcing, interviewing, and hiring while simultaneously improving the candidate experience and the customer’s satisfaction.
- Provided consultation on hire/no hire feedback and managed salary negotiations.
- Performed all duties described within roles of Lead Talent Acquisition Consultant/Talent Acquisition Consultant.

Senior Talent Consultant (Remote)

- Led a team of Talent Acquisition Consultants.
- Set strategy and metrics for Talent Team.
- Mentored team, discussing and establishing professional goals.
- Continued to function as a Lead Talent Acquisition Consultant charged with full cycle recruiting for retained business units, difficult to fill and high-level positions.

- Built relationships with hiring managers nationwide, centralized Marketing, and HR team to create strategic recruitment plans, sourcing strategies, and hiring forecasts.
- Upon arrival of new positions, communicated with hiring managers through briefings to review role and to align sourcing strategies, expectations, interview process, and timelines to ensure best practices.
- Clarified required job skills and competencies based upon knowledge and expertise of job descriptions and recommended other talent options as needed.
- Exceled at managing and prioritizing time with respect to personal and managers’ schedules.
- Demonstrated flexibility, adaptability and a candidate-centric focus, learning a candidate’s key motivators (including financial expectations) throughout hiring process.
- Leveraged social media platforms as tools for attraction and branding.
- Used metrics, data and research through reporting to drive action for leadership and hiring managers.
- Sourced, attracted and located the candidates for positions using a variety of tools including events, Boolean searches, Chrome extensions, social media, cold-calling, user groups, referrals, and networks.
- Identified target companies, user groups, professional associations as aggregates in sourcing parameters.
- Reviewed resumes, conducted phone interviews using detailed selection criteria and passed along well-qualified candidates to hiring managers along with a narrative about the candidate.
- Managed the candidate relationship and graciously coached hiring managers on best practices to make timely, appropriate hires while managing expectations.
- Provided salary recommendations to the hiring managers and negotiated offers with the candidates.
- Promoted hiring a diverse workforce.
- Project-managed campaigns, events, and other outreach programs both locally and nationally.
- Accurately processed candidate activity within ATS.
- Stayed abreast of market changes, new tools and resources.

Talent Acquisition Specialist/Human Resources Generalist

Missoula County

Department of Treasury

Missoula Country Club

Membership Manager

Rocky Mountain Biologicals, Inc.

RMBIO is your complete cell culture company. We provide the highest quality cell culture media and supplements to help you succeed. RMBIO produces serum based protein fractions, Bovine Serum Albumin, Fetal Bovine Serum - FBS, Fetalgro and other products. Additionally our new facility produces high purity water for injection and bioprocessing solutions for any cell culture, medical device and scientific research needs.

RMBIO proudly provides customers the International Serum Industry Association's (ISIA) Certificate of Traceability, guaranteeing the quality of origins and every step in the supply chain for each specified batch of our serum products.

Marketing Coordinator / QA Specialist

Providence Health & Services

Marketing/Public Relations Intern

I care a lot about people. 

Meeting a new person energizes me. The excitement of matching a candidate to a position never gets old.

I believe doing what is right - even when difficult - will lead you in the best direction long term.

⚡️⚡️⚡️

With more than a decade of experience serving large and small insurance clients, Wildfire Defense Systems (WDS) oﬀers a suite of innovative solutions to support and enhance risk management capabilities before, during, and after wildﬁre events.

Join the WDS Team:
www.Wildfire-Defense.com
#WDSJobs

⚡️⚡️⚡️

Passionate and highly-engaged Talent Acquisition and Human Resources professional dedicated to high productivity, quality work and perpetual growth. Currently serving as a Talent Acquisition Manager for Wildfire Defense Systems.

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