Erin Lewber

Building strategy. Developing talent. Driving growth.That’s the work - inside Amazon and inside the careers of the women I support.At Amazon Business, I lead Account Management for a multi-billion-dollar portfolio, supporting Fortune 100–1000 customers. I manage a multi-layer team (leaders and ICs) and built global strategic account management strategy to close gaps in customer adoption and retention - creating a model now used worldwide.The work sits at the intersection of sales, consulting, and customer success:- solve complex customer problems- drive adoption and retention- build durable growth engines- develop high-performing teamsI’m consistently rated in the top tier of people managers at Amazon, based on daily team feedback.Outside of Amazon, I’m the founder of Erin Lewber Coaching - a boutique coaching firm supporting women in two key seasons:1) Career pivots + job search executionResume strategy, LinkedIn, interview prep, and momentum - supported by my coaching team.2) Executive advisory + strategic thinking partnershipFor women navigating complex career and leadership decisions - where getting it right matters. This is judgment-driven work, not templates or assessments. We lay the full situation on the table, pressure-test options, and move forward with clarity and confidence.If you’re navigating a pivot, promotion, or a decision that deserves real discernment, you’re in the right place.Focus areas: Sales leadership • Growth strategy • Strategic account management • Executive advisory • Leadership communication • Career pivots • Interview strategy • Women’s leadership

Head of Strategic Adoption, Sr. B2B Sales Leader

I lead a team of 12 to drive adoption of Amazon Business within AB's Fortune 1000 customer base.  

In this role, I've developed, launched, and scaled the Strategic Adoption role across Amazon Business.

"Why are you leaving your current role?" 
 
Ever wondered how to answer this? 
 
Here's how: 
 
Tell your interviewer what you're running 𝙩𝙤𝙬𝙖𝙧𝙙 (instead of running 𝘧𝘳𝘰𝘮). 
 
Everyone leaves a job because something isn't good enough. If things were good enough, you'd stay 😀 
 
So instead of coming up with a list of things that weren't working as your reason for leaving (low pay, bad hours, toxic culture, etc) 
 
Pivot your answer slightly 
 
And focus on what you're looking to 𝙜𝙖𝙞𝙣 by moving to the new role/company 
 
Read their About page. 
Do a little Google research. 
Know what draws you to the company. 
 
And share that instead. 
 
𝗘𝘅𝗮𝗺𝗽𝗹𝗲: 
𝗪𝗵𝘆 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗹𝗲𝗮𝘃𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗰𝘂𝗿𝗿𝗲𝗻𝘁 𝗿𝗼𝗹𝗲? 
 
𝗥𝘂𝗻𝗻𝗶𝗻𝗴 𝗳𝗿𝗼𝗺: 
I'm looking for a better culture that isn't toxic and where every day doesn't feel so exhausting. 
 
[while reasonable to not want a work environment like this, your interviewer doesn't know your situation and this message focuses on your current job - not the value you bring to one you're interviewing for] 
 
𝗥𝘂𝗻𝗻𝗶𝗻𝗴 𝘁𝗼𝘄𝗮𝗿𝗱: 
At this point in my career, I'm selectively looking for a role that will allow me opportunity to develop new skills while also doing work that's purposeful within a supportive team environment. Based on what I learned about Company ABC and your commitment to [something you learned while researching the company], I believe I could successfully apply skills like [skill 1, skill 2, skill 3] that I've built during my career and would find a lot of satisfaction knowing I was contributing to [thing you'd contribute to if you got this job] 
 
Run toward. Not From.

Head of Account Management, Amazon Business | Executive Advisory + Career Coaching for Women | Pivots, Promotions, High-Stakes Decisions

If you're writing a cover letter that looks like an 𝘢𝘤𝘵𝘶𝘢𝘭 𝘭𝘦𝘵𝘵𝘦𝘳 (lots of words, paragraphs)... 
 
No one is reading it 
 
5 Tips for a cover letter that someone will actually read: 
 
𝟭. 𝗞𝗲𝗲𝗽 𝗶𝘁 𝘀𝗵𝗼𝗿𝘁 
Heavy half page. No one wants an actual letter (promise) 
 
Get to the point 
 
Say it in as few words as possible so the reader can get to the important stuff easily 
 
𝟮. 𝗕𝘂𝗹𝗹𝗲𝘁𝘀 & 𝗕𝗼𝗹𝗱 
Your reader is probably reviewing a ton of applications. 
 
Call the eye to your main/most important points, key technologies, or important results using bullet points and bold. 
 
𝟯. 𝗝𝗼𝗯 𝗥𝗲𝗹𝗲𝘃𝗮𝗻𝘁 
This isn't the time to tell your reader *all the things*, you just need the most important ones. 
 
Research your role and share 3-5 bullet points that show you match the role's requirements 
 
𝟰. 𝗢𝗞 𝘁𝗼 𝗥𝗲𝗽𝗲𝗮𝘁 
It's absolutely OK to share highlights from your resume in your cover letter. 
 
Kind of like how stores hang a lot of signs when they want you to know about a sale. They don't keep the important stuff a secret. Neither should you. 
 
𝟱. 𝗗𝗼𝗻'𝘁 𝗿𝗲𝗶𝗻𝘃𝗲𝗻𝘁 𝘁𝗵𝗲 𝘄𝗵𝗲𝗲𝗹 
In the world of cover letters and resumes, clean, simple, and easy to read is all you need. Less is more. 
 
𝗡𝗲𝗲𝗱 𝗮 𝗙𝗥𝗘𝗘 𝘁𝗲𝗺𝗽𝗹𝗮𝘁𝗲 𝗳𝗼𝗿 𝗯𝗼𝘁𝗵? 
https://lnkd.in/ejQcg-Ps
 
𝘗.𝘚. 𝘚𝘰𝘮𝘦 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘪𝘭𝘭 𝘴𝘢𝘺 𝘺𝘰𝘶 𝘥𝘰𝘯'𝘵 𝘯𝘦𝘦𝘥 𝘢 𝘤𝘰𝘷𝘦𝘳 𝘭𝘦𝘵𝘵𝘦𝘳. 𝘚𝘰𝘮𝘦𝘵𝘪𝘮𝘦𝘴 𝘵𝘩𝘦𝘺'𝘳𝘦 𝘳𝘪𝘨𝘩𝘵. 𝘚𝘰𝘮𝘦𝘵𝘪𝘮𝘦𝘴 𝘵𝘩𝘦𝘺'𝘳𝘦 𝘸𝘳𝘰𝘯𝘨. 𝘐'𝘮 𝘵𝘦𝘢𝘮 "𝘣𝘦𝘵𝘵𝘦𝘳 𝘵𝘰 𝘩𝘢𝘷𝘦 𝘪𝘵 𝘢𝘯𝘥 𝘯𝘰𝘵 𝘯𝘦𝘦𝘥 𝘪𝘵, 𝘵𝘩𝘢𝘯 𝘯𝘦𝘦𝘥 𝘪𝘵 𝘢𝘯𝘥 𝘯𝘰𝘵 𝘩𝘢𝘷𝘦 𝘪𝘵"

Open article: Free Template by erinlewber.com

Ever see that 200+ people applied to a job via LinkedIn?

And then decide not to apply?

Don't do that. Here's why:

If that "apply" button pushes you to an external site, then LinkedIn's "200 applicants" is really just a count of clicks.

That's right.

Try it. 

Find a job

Click apply

Go back to LinkedIn

Wait 60 seconds-ish

Refresh

Watch the number tick up by 1

Moral of the story?

Don't pull yourself out of the race because of a goofy number that probably isn't even accurate

P.S. If it's an 'easy apply', there's little friction to applying. What does that mean? Of those 200+ people applying, about 40-50% aren't even a fit right out of the gate. Just people 'shooting their shot'.

𝗧𝗵𝗶𝘀 𝗶𝘀 𝗢𝗞: 
"Can you tell me about the company culture?" 
𝗕𝘂𝘁 𝘁𝗵𝗶𝘀 𝗶𝘀 𝗮 𝗯𝗲𝘁𝘁𝗲𝗿 👇 
 
"Tell me about the last time your team celebrated something. What was it? How did you celebrate?" 
 
𝗧𝗵𝗲 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲? 
 
You're asking a specific, situational question instead of a general/theoretical one. 
 
This requires your interviewer to answer with a specific (real) situation instead of a conceptual one. 
 
𝗧𝗵𝗲 𝗯𝗲𝗻𝗲𝗳𝗶𝘁? 
 
𝗬𝗼𝘂 𝗽𝗿𝗲𝘃𝗲𝗻𝘁 𝗹𝗮𝗺𝗲 𝗮𝗻𝘀𝘄𝗲𝗿𝘀 𝗹𝗶𝗸𝗲 𝘁𝗵𝗲𝘀𝗲: 
 
→ Oh, it's great! 
→ We're a really great team 
→ Everyone gets along. We're like a family! 
 
𝗜𝗻 𝗳𝗮𝘃𝗼𝗿 𝗼𝗳 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗵𝗶𝗻𝗴𝘀 𝗹𝗶𝗸𝗲: 
 
→ Do they celebrate stuff? 
→ How do they celebrate? 
→Does this align to how you like to celebrate? 
 
(Example: If you learn the team hits the bar every time something great happens...that may or may not be your thing) 
 
𝗕𝗼𝗻𝘂𝘀 𝗧𝗶𝗽: It is important to know the person's role in the team/hiring process when you ask things like this. 
 
If your interviewer is a manager from a partner team, asking them about their team's culture will likely be irrelevant to you. Ask a question like this of your future manager or future teammate. 
 
P.S. You can turn just about any question into a situational one like this - it doesn't have to just be this culture example :)

If you could change one thing about the interview process, what would it be?

𝗜'𝗹𝗹 𝗴𝗼 𝗳𝗶𝗿𝘀𝘁:

I'd like the organization to review their role, determine who the candidate needs to speak with (and why)... and then eliminate ANY interviewers or interview steps that aren't critical to making a hiring decision.

I see too many 5+ round interviews where a early to mid career candidate is speaking with the VP of something-or-another and two additional panels of 3+ people before they get hired.

𝗠𝘆 𝘁𝘄𝗼 𝗰𝗲𝗻𝘁𝘀 𝗼𝗻 𝗮𝗻 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 𝗹𝗶𝗸𝗲 𝘁𝗵𝗶𝘀?

Micromanagement and inefficiency. Highlighted.

K...your turn

P.S. productive, not complain-ey...k?

Power phrases to add to your interview responses

(in no particular order)

"While preparing to speak with you today, I...."
"One thing I've come to realize is...."
"Something I've discovered about _______, is...."
"I learned that..."

What makes them power phrases?

They each show you've thought about a situation, event, or experience; you can pull a bunch of stuff together to create a single "aha!"

These types of realizations?

They lift and shift from job to job

And smart companies?

Of course they want someone who can do the job

But more importantly?

Smart companies hire people who can think, reflect, and learn.

Try these phrases on in your next interview.

Let me know how it goes.

I'm currently a trainer in the healthcare and insurance industry. I design and lead systems training throughout new hire onboarding. 

I worked for three years as an Instructional Designer, overseeing the design, delivery, SME support, and project management for corporate and engineering courses. I also collaborate with SMEs on everything from course design and curriculum to content and delivery. I used tools such as Articulate, Captivate, Camtasia, Synthesia, and Elucidat to create learner-centered content on various LMS platforms. 

I have also accrued more than a decade of managerial experience recruiting, onboarding, training, and overseeing a large public-facing staff (50+) that served thousands of diverse stakeholders; I also have more than a decade of experience designing and implementing a variety of collaborative, longitudinal educational projects while overseeing my unit's daily operations, which included 7,000+ scheduled contact hours each year.I have onboarded, trained, and mentored nearly 300 undergraduate, graduate, and professional writing tutors, and I have also mentored seven assistant directors, five of whom now direct their own Writing Centers (or now have WC-adjacent careers). 

Since 2011, I have designed and delivered more than 300 workshops on a variety of topics for students, faculty, and staff, serving more than 35,000 clients. I have also helped students and faculty win more than $350,000 in grants, scholarships, and other awards. I have logged more than 10,000 hours as an in-person and online tutor in the Writing Center, most of which served low-income, first-generation, or multilingual learners. As a writing instructor, I designed and taught various in-person, online, and hybrid courses. My background includes extensive knowledge of various learning theories pedagogy, and Learning Management Systems. 

As an editor, I have provided developmental and copyediting for more than 100 dissertations, more than 300 theses, and more than a dozen book-length manuscripts in a variety of genres. In short, I have devoted my career to educating, engaging, and empowering a diverse array of students, clients, and stakeholders.My presence on LinkedIn focuses on career development, job support, and resources for job seekers and transitioning teachers. Message me if you're looking for a social media ghostwriter/content creator, LinkedIn/social media workshops for your team, or an editor.

Don't DM me unless you're offering brand deals or a new job. 
I'm looking to sell out to the man in 2026.

Primary contact: mrbenjaminerwin@gmail.com

Benjamin Erwin

⬇️ Midweek Hiring Roundup: 2/11 ⬇️ 

Here are a few of the best job posts I've seen this week. 
Check out these posts. Follow these folks. 

➡️ Jeff Patterson: EdTech/Education Roles
💡https://lnkd.in/gATDAAyg

➡️ EdTech Jobs: Various EdTech roles
💡 https://lnkd.in/gVCT3cYk

➡️ Somto Obinna-Njoku: 40+ startups currently hiring
💡  https://lnkd.in/gDiNdzAB

➡️ Matthew Campbell: Roles for transitioning teachers
💡https://lnkd.in/gEfpSX6k

➡️ Daniel Wolken: 30+ companies currently hiring
💡 https://lnkd.in/gDUqk75V

➡️ Daniela Andrade: Female-founded startups currently hiring
💡 https://lnkd.in/gmacs6R5

➡️ Elizabeth Rotolo: Roles across Higher Ed
💡https://lnkd.in/g7_zDJyK

➡️ Navid Ladha: Social Impact roles
💡 https://lnkd.in/gpteEskv

➡️ JD Dillon: L&D Roles
💡 https://lnkd.in/gqRaNxXX

➡️ Stephanie Mansueto: Senior-level roles across industries
💡https://lnkd.in/gxvDh2Kx

➡️ Brenna Lasky: Open roles across Big Tech
💡 https://lnkd.in/gMDEfjxX

➡️ Jeff Baker: 60+ remote roles
💡 https://lnkd.in/gqMbjzCB

➡️ Elysa Strug: Remote roles across industries
💡https://lnkd.in/gTw7SbGb

➡️ Rachael Pearson M.Ed. (Leadership and Policy): L&D Roles
💡 https://lnkd.in/gecK7JPD

➡️ Rowena (Ro) Hennigan: Resources for job seekers
💡 https://lnkd.in/g3Tck3Ux

➡️ Nikita Gupta: Resources to find remote roles
💡 https://lnkd.in/g9y4H3hf

🫀 Character Alignment: Chaotic Good 💡Above all else, I help others learn. I’ve been a teacher, Instructional Designer, and Trainer. My expertise is designing experiences that facilitate learning and equity.

⬇️ Here are a handful of job posts for the educators in my network ⬇️ 

➡️ Via Holly Owens, M.Ed., M.S.
💡 https://lnkd.in/eJ58R2qn

➡️ Via Jeff Patterson
💡 https://lnkd.in/esVr_2sR

➡️ Via EdTech Jobs
💡 https://lnkd.in/en3v3QTF

➡️ Via JD Dillon
💡 https://lnkd.in/eNZRYZG6

➡️ Via Ali Parrish Cheshire
💡 https://lnkd.in/eWdDa6yw

Saying "I'm just playing Devil's Advocate" is a terrible rationale here and pretty much everywhere else. 

I've seen quite a few spirited debates on LinkedIn recently, with at least one person claiming they're just playing Devil's Advocate.

I absolutely hate this. Every time. 

In most cases, someone making this claim means any of a number of things: 
✅ They want to question someone's lived experience without being appropriately called out.
✅ They're not debating in good faith, and they're not seeking understanding; the goal is to put the onus on others and wear them down. 
✅ They want to make a contrarian point, but they (almost always) only have hypotheticals. 

I taught argumentation and rhetoric for nearly two decades. 
Devil's Advocate arguments rarely have merit or good intentions. Treat them as such.

Talent @ Stand Together | Writing about agency, principled decision-making, and navigating work in a changing landscape

I'm a recruiter. I want to tell you what's actually happening when your resume lands on my desk.

A lot of candidates right now are hyper-focused on beating ATS filters.

They are filling their resumes with keywords, mirroring job descriptions, and running everything through AI to make sure it checks the right boxes.

I understand the appeal, but I want you to know what that looks like on my end.

These resumes all look the same.

They have the same buzzwords, the same framing, and the same skill sets that map a little too perfectly to what we posted.

And when everything looks like that, none of it tells me anything about who you  are or what you'd actually bring to the team.

To be honest, I've always been skeptical of the overly polished resume. But I'm not an outlier.

I'm hearing from more and more recruiters and hiring managers who are catching the pattern, adjusting their approach, and looking past the resumes that feel manufactured in favor of the ones that feel real.

If you're spending hours optimizing for an ATS over a human, I'd encourage you to rethink your approach.

Write your resume for the person who's going to read it. 
Use your background and skills to show how you understand the problem the team's hiring to solve.
Lead with what you've actually done, not what you think an algorithm wants to hear.

Remember, at the end of the day, your resume is a marketing pitch to get you a conversation or an interview. 

And the reality is, at some point, your resume is going to land in front of a human.

Hopefully at the beginning of the process, but if not, certainly by the end. 

The resume that gets my attention isn't the perfect one. It's the one that sounds like the person who wrote it.



--------------------------
Hi, I'm Lindsay, a recruiter at Stand Together. Interested in a meaningful #career? We're #hiring!

🔥 Kick off your weekend with a host of job posts 🔥 

➡️ L&D roles
💡 https://lnkd.in/gkMUwWJm

➡️ Aggregated list of job posts and open roles across industries
💡 https://lnkd.in/gF8KdsA3

➡️ Remote roles across industries
💡 https://lnkd.in/g_tF6ngn

➡️ Social Impact roles
💡 https://lnkd.in/gEAw-Rqn

➡️ B2B Marketing roles
💡 https://lnkd.in/gBumbqAJ

➡️ Six-figure roles across industries
💡 https://lnkd.in/gASY9qCJ

➡️ Senior-level remote roles
💡 https://lnkd.in/gxrM_U4T

➡️ Content and Copywriting roles
💡 https://lnkd.in/gCkSkF4f

➡️ Marketing roles in the film industry
💡 https://lnkd.in/gwu6wqqm


➡️ Resources for job seekers
💡 https://lnkd.in/g9y4H3hf

⬇️ Open roles across industries (but many for educators) ⬇️ 

➡️ L&D roles
💡 https://lnkd.in/gNrVGFgz

➡️ Instructional Design roles
💡 https://lnkd.in/gqt-dCh9

➡️ EdTech and Education roles
💡 https://lnkd.in/gE7v9F9w

➡️ Social Impact roles
💡 https://lnkd.in/gbq4Mf99

➡️ Content and copywriting roles
💡 https://lnkd.in/gESxcS_t

➡️ Startups currently hiring
💡 https://lnkd.in/gfMbbsiF

➡️ Marketing roles in the music industry
💡 https://lnkd.in/gJzJ2ERe

➡️ EdTech and tech roles
💡 https://lnkd.in/gS5ccbmG

➡️ Roles for Transitioning Teachers
💡 https://lnkd.in/gJEzDA6Z

➡️ 10 companies hiring remote roles
💡 https://lnkd.in/g7UXy8Qt

I joined LinkedIn in 2020 in hopes of finding a new job. 

What I found was an amazing collection of content creators and educators.

LinkedIn has helped me find multiple roles and access a plethora of opportunities while creating material to help job seekers, transitioning teachers, and fellow creatives.

This platform is where I've been able to build not only a following but a real community. 

I'm partnering with Graphy Inc. as well as Nichole Elizabeth DeMeré ♡ and Alish Shams to help others build content, community, and opportunity. 

🗓️ 12 PM ET, February 20th

⬇️ We'll be diving into ⬇️ 
💡 Building an audience and turning connections into community
💡 Designing content that aligns with your audience and builds trust
💡 Creating opportunities through collaboration

Content fuels conversation.
Conversation builds relationships.
Relationships drive opportunity.

📝 Register for this free roundtable discussion here: 
https://lnkd.in/gzDqev22

I worked as an Instructional Designer for multiple years before I really thought about developing my portfolio. 

When I searched for inspiration, the most consistent thing I noticed was that too many portfolios described skills instead of showing how learning decisions are made.

The "how" and the "why" are even more important than the "what."

Whether you're looking to develop your first portfolio or revise your current iteration, this upcoming workshop from iSpring Solutions offers the tools and knowledge to showcase your skills. 

On March 5th, 11:00 a.m. EST. Anna Poli, Senior Instructional Designer at iSpring, will help you present real eLearning work so employers and clients can clearly understand your design decisions and approach. 

📚 You’ll learn: 
✅ Why a portfolio is so important for a successful ID career
✅ What really belongs in your portfolio
✅ How to turn courses into portfolio-ready examples
✅ How to host and share your work in a clear, professional way

🎁 All participants will get a certificate of attendance, a webinar recording, and a supplementary eLearning guide.

If your portfolio doesn’t fully reflect your skills yet, this session provides a practical framework to highlight your expertise.

👉 Learn more and register: https://ispri.ng/yR1DN

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The Battle

Erin Lewber

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