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.

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"

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

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.

As a Talent Programs Project Manager with over four years at Duolingo, I lead strategic initiatives focused on AI tools, process innovation, and HR technology implementations. My contributions include developing custom GPTs for change management, configuring AI-driven chatbots, and enabling informed decision-making through research on agentic systems and automations.  

By collaborating across teams and leveraging platforms like Confluence, I help refine HR operations and enhance organizational efficiency. Passionate about creating impactful solutions, I empower teams to navigate change, streamline processes, and elevate employee experiences in mission-driven environments.

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