Alex Mimms

Mission Box Solutions

Recruitment Consulting as a Senior Full Desk Recruiter. 
I establish lasting relationships with clients needing talent services. I source top tier candidates based off client requirements.

Mission Box Solutions provides recruiting, staffing, professional resources, and workplace solutions. Our specialized services assist the commercial and government sectors. Mission Box Solutions is your strategic talent and resource partner.

The phrase Mission Box has its origin in recruiting duty while serving in the military. Recruiting expectations were to always “make mission”, however only the best organizations would achieve what is called “Mission Box.” This meant they sourced specific individuals by an exact category based on the needs of the military, which is extremely hard to accomplish. Earning this distinct recruiting achievement recognized an organization's precision recruiting focus and excellence. This inspired our name as Mission Box Solutions because we always “Mission Box”.

Mission Box Solutions Inc. is Veteran Owned & Operated.

Senior Full Desk Recruiter

VETS2INDUSTRY

At VETS2INDUSTRY we alleviate anxiety and give hope to transitioning service members by developing LinkedIn profiles, personal brand strategy and implementation, networking, coaching, resume assistance, and an expansive online library of information. 

Responsible for 27 direct reports, encompassing Client Experience, Partner Engagement, and Business Strategy Transformation. 

I advise the president and the board of directors with implementing the company's overall values, mission and strategic goals
I direct, lead and evaluate employees work and ensure a healthy corporate culture exist.
Managing day to day operations and generation of revenue to ensure continuous growth.
Staying aware of competitors, the market, expansion opportunities and new industry standards and development areas of focus. 
Helping manage the company's finances to achieve financial goals

⭐️ Portfolio and Skill Building Activities ⭐️

1. Directors, Operations for Vets2Industry - reports Directly to President. 
2. Brand Ambassador
3. Strategic Planning and Partnerships
4. Branding & Marketing Strategy
5. LinkedIn Coaching 
6. Social Media Marketing

Director, Operations

Aerial Resupply Coffee

As a Brand Ambassador I work to bring the mission, culture, and products of Aerial Resupply Coffee to the mainstream. We are a service connected disabled veteran owned business. I focus on projects to drive revenue growth through marketing, brand strategy, and customer experience. 

Lets share a coffee & story.

Social Media Marketing | Brand Ambassador

LinkedIn

Consults on UX, product development, and LinkedIn marketing strategy, & LinkedIn Learning/Training programs.

LinkedIn Advisor

United States Air Force

⭐️Associate Director of Finance. Oversee profit & loss statements, government purchases, stakeholder engagement, and financial planning. 
Community College of the Air Force Lecturer. 
Formerly, Associate Director of Operations for the Air Forces' largest professional military education academy educating more 2.4K customers annually. 
Manages 10 direct reporting program managers
Delivering college credits to 30% of the Air University's total annual training & learning requirement.
Presided over $500k audio visual upgrade delivering professional development hours to middle and senior managers.  
Mentors community outreach program manager. 
Oversees Corporate Social Responsibility and business transformation strategy

Associate Director of Finance

⭐️Community College of the Air Force Lecturer. 

◾️The Learning and Development Program serves middle to large size organizations in developing middle management.  Curriculum’s core competencies: adaptability, negotiations, strategy formation/planning, talent management, emotional intelligence centered feedback, communication, management, strategic leadership, operations management, consulting, advising, public speaking.

◾️Course Design - 5 years design experience Course Topics: Leadership, Organizational Behaviors, Adaptability, Security, Finance, Program Management, Project Management, Communication, Mentoring, Counseling, Deliberate Employee Development, and Talent Management. 

I integrate a coaching style to my L&D Strategy to deliver the management teams to lead in the next five years. Change is a constant variable, planning and problem solving through effective framing for root causes is key to winning in the business landscape. 

◾️Specialized leadership curriculum and experiential case studies.
◾️Case Studies are focused on employment of emotional intelligence
◾️Exploration of financial decision making for managers
◾️Budget planning
◾️Facilitating how to develop employees
◾️Formation of teams and cross functional team leadership
◾️Project Management Fundamentals
◾️Agile mindset approach to Project Management
◾️Developing organizational policy and plans
◾️Human Resources Management- dealing with sensitive issues in the work place
◾️Equal Opportunity, Diversity and Inclusion relating to race, religion, sexual orientation, sexual identity, nation origin, disabilities, reprisal, color, genetic information. 
◾️Planning for military transitions and foundation of LinkedIn, personal branding and resumes.

Program Manager | Learning and Development

⭐️Directly managed 56 personnel, both co-located and working remote projects in 10 countries. Leveraged MS Teams & Zoom to direct reporting managers to exceed business goals. 
◾️ Director of talent development program, certified employees on all aspects of job skill requirements.  
◾️Oversaw cross functional management teams of human resources department, emergency services department, healthcare services department, communications, finance, logistics and supply chain departments. 
◾️Leadership & Talent Develop/Human Resources Departments clenched 24 individual awards, 4 awards for special achievement, 2 team awards, 1 team recognized and awarded at top .05% of Air Force Service. 
◾️Talent development strategy netted 15% of employees received early promotions, with 11 additional promotions.
◾️Developed managers into leaders by teaching communication, emotional intelligence, empathy, deliberate development, planning, and program management.

General Manager

⭐️Oversaw 5 project managers, overseeing 60+ projects totaling in excess of $100M. Applied Agile practices to create innovative solutions to collaborate with customer and meet project requirements on time, cost, and scope. 
◾️Strategic Consultant to Chief Executive Officer and Board of Directors on project development and scope.  Reduced risk of project time and cost waste over 30%. 
◾️Diverse projects included: infrastructure, roads, buildings, runways, IT, plan and program development, business process improvement, acquisition. 
◾️Directed risk reduction protocol for 5 thousands employees. 
◾️Negotiated contracts, acquisitions, and maintenance projects/programs in excess of $10M
◾️Instruction System Designer for curriculum training 1.3k employees annually. Employees reduced security breaches 40% in the first year.

Program Manager | Physical Security

⭐️My team translates business, functional, and corporate strategies into actionable plans, programs, policies, and procedures. 

◾️Principle consultant on all matters regarding reduction of risk to Executive Management. 
◾️Drove corporate strategy shift to Staff/culture focused. Increases margins of work 30% by returning workers to shifts. Authored medical and resilience program that increased physical and mental health of work force. Change management plan implemented communicating time resource waste instituted shift from 12 hour shifts to 8 hour shifts. 
◾️Instituted organization program to identify threats and risks associated with external environmental factors poised to disrupt, degrade, or destroy organizational operational capabilities.
◾️Provided oversight a five cross-functional team operations, managed 8 direct reports ensuring real-time data was accurate to the minute.  Ensured stakeholders and decision makers had full scope visibility to commit to action and risk mitigation.
◾️Identified a process improvement area and immediately designed a risk reduction strategic plan for executive level staff, to identify potential disruptions in operational processes to institute stop-measures ahead of time. Upon implementation, 62 identified threats were instantaneously highlighted and eliminated prior to any breach of organizational processes. Reduced organization risk matrix from moderate to low.
◾️Drove daily operation and process implementation reports to senior executives outlining tasks completion status, risks, and solutions to process conflicts.

Interim Director | Strategy, Operation, & Policy

⭐️ Led business process improvement initiative to reduce accidents and roadway hazards.  Ensured security measures were in place daily.
◾️Managed team of 12 people across multiple locations
◾️Oversaw organization security access control projects. Implementing process improvements we added 3 personnel, caused reduction in traffic wait time 75%.
◾️Coordinated resources support for 12 off-site locations enabled 24 hour work force support.  
◾️Applied Agile concepts to budgeting changes, at end of fiscal year saved $16K. Forecasting reduced wasted by 17% of $140k annual budget.

Project Team Manager

⭐️Managed functional strategy implementation. 
⭐️Improved Communication and Transportation, lowered trade restrictions via crafting detailed plans for daily operations. Delivered KPIs to staff and refocused workforce on Strategic and Operational Goals. 
◾️Supervised 180 employees.  Audited daily function of six different offices.  
◾️Consultant to the executive board on financial decision making, talent management. 
◾️Facilitated Continuous Business Process Improvement, authored 44 directives, instructional guides, public policies. 
◾️Analyzed risks, generated reports, tracked human resource usage and communicated best practices to senior staff.
◾️Authored plans, reviewed external agency addendums for errors/process conflicts, staffed final products for execution for stakeholders.
◾️Consultant for strategic operational plans and developed policies and procedures.  Implemented Lean practice and Continuous Process Improvement to reduce employee footprint requirement by 15%.

Business Operations Manager | Implementation Consultant

United States Air Force Security Forces

⭐️During this 3 year tenure, I started to manage projects and then transitioned into learning and development. 

◾️Project Charters and Initiative for Policy Dialogue (IPDs) include:
◾️Risk identification & mitigation, information gathering, threat analysis, combat support, humanitarian action, community engagement and safety/security, program management, cross cultural promotion/engagement/and cross-cultural teamwork and collaboration.

Learning and Development Manager

Building Talent Pipelines | Hiring Tech & Executives | Follow The Process | Key Note Speaker

Hi, I'm Alex! I help candidates pivot to better jobs and leaders clarify talent problems. I have guided hundreds to find  "this is what I'm meant to do" jobs.
 
I'm proof, anyone can have a career identity or talent crisis. I have exceled in roles in the United States Air Force and Veteran focused non profits. 

I still felt like something was missing in my professional life. I still felt like I hadn't really found my thing... and it was beyond frustrating. 

Then I found recruiting. 

What I deliver to Job Seekers:
- Job Opportunities with partner companies
- Content creation & personal branding  
- Job application best-practices
- Values-based goal setting
- LinkedIn profile tips
- Interview insights

What I deliver to Companies:
Companies deserve a partner who will make an impact across the organization. 
Solving those frustrating hiring challenges.

We build teams in the following fields
- Project & Program Management 
- Business Development
- Human Resources
- Technology
- Healthcare  
- Marketing
- Sales 

Adaptability is key to our custom holistic hiring approaches. During our growth, we found flaws in the traditional fulfillment models for recruiting.
 
At Mission Box Solutions, our hiring model focuses on fast growth and efficiency. 
The hiring process shouldn’t be a nightmare. 

Lets chat:
https://calendly.com/alex-mimms1/15min

-----------

I share everything career related through my blog and newsletter. (In the featured section) 
We talk all things career and personal growth. 
(Recruiting, interviews, branding, copywriting)
 
Follow #infowithalex (free brand, content, LinkedIn tips)
Twitter - @AlexMimms1
TikTok - @alexmimms0 

Please note that my views are my own and I don't speak for my employer.

As a recruiter, I see a TON of resumes.  
 
I see trash advice out there that resumes should be filled with every small detail. 
 
And should be organized in a way to trick an ATS bot. 
 
A REAL human as tired or as caffeinated as you is looking at your resume.   
 
Resume Tip: 
Do not fall  into the trap of describing what your role does. Your experience section is filled with a list of descriptives.  
 
Recruiters know (for the most part) what your role is. Hiring managers need to know about impacts and the ROI for hiring you. 
 
Answer: 
What value and impact have you created and/or influenced at your last companies.  
 
Use quantitative data.  
 
Metrics are easy ways to show how you increased value.  
 
Making $$$, productivity, or how you reduced costs. A bit of research on the company and you can target specific challenges.  
 
You will catch the eye of the hiring manager which opens more interviews for you.  
 
These are just my 2 cents as a recruiter. 
 
P.S> 
Choose who you listen to. 
 
If they are not a recruiter or former or hiring manager.  
 
Take it with a grain of salt.  
Just saying.

My name is Alex,  Here is a bit about me. I am active duty air force and a senior recruiter. Let me introduce myself.  
 
I am a soccer dad and love it. Being military and successful in the civilian word is possible. All you need is systems and time management.  
 
I am a Senior Full Desk Recruiter at Mission Box Solutions.  
 
I establish lasting relationships with clients needing talent services. I source top tier candidates based off specific client requirements. 
 
We provides recruiting, staffing, professional resources, and workplace solutions. We assist the commercial and government sectors.  
 
I enjoy volunteering my time to build, educate, and inspire military and veterans to find meaningful work after service. 
 
There is a quality gap in the information military members get regarding careers. I am committed to ending this knowledge gap. 
 
I enjoy cooking and the outdoors. 
 
Drop your favorite past time and lets get to know each other. 
 
P.S> 
I appreciate all 15K of my community here. I just hit that and am shocked. You all are great.  
 


No alternative text description for this image

I will never look at a resume ‘gap’ the same. 
 
To the 10K workers laid off by Meta; or the millions by  ‘post-COVID’ job markets 
 
Please take it from this recruiter, 
Your career and/or resume gap isn’t something to “evaluate” anymore. 
Chances are I won’t be asking much about it. 
 
The tech industry, the economy, and the whole world move too fast.’ 
 
To over worry on something as useless as a temporary gap in a career. 
 
You either have the qualifications or you don’t. 
 
You can either do the job or you cannot. 
 
Resume gaps are explainable, gaps happen, and all that matters is your skills.  
Your ability to do the job. 
That is it.   
 
I hope this trend catches more folks in the hiring space. 
 
P.S> 
Hope your Sunday was awesome.  
We finally got some sun down here in Texas.

We post salary ranges in all our job posts.  
Are we unicorns of our industry? 
Asking for a friend in recruiting.

How to spot personality in your next candidate's interview in 1 hour.  
 
9 Ways to Evaluate The Person and Not Simply a Resume 
 
Mindset:  
> Growth 
> Focused 
> Long-term 
 
Attitude: 
> Positive  
> Humble 
> Curious  
 
Prioritizes: 
> Action 
> Service 
> Efficiency 
 
Take some time to evaluate how you engage with recruiters. Do you showcase a positive attitude? Are you showing frustration over an engagement with another recruiter?  
 
Evaluate yourself. 
Put your best foot forward. 
Increase the probability of landing the role you want.

Building a Recruiting Business | Posting The Process | Hiring Tech & Executives

1 Thing I Learned About People in 6 months 

>>People need support. 

Support comes in multiple forms. 

You can make a difference by treating each person differently. Based on their needs. 

Not based on what you assume they need. 
I hear, I don’t have time. 

You do. 

Instead of refreshing email. Talk to them, learn about teammates, and check in on them. 

This is my wingman Julia Bruner 
She is my boss. 
She cares. 

She showed me you can lead an organization and devote time to people. 

You can teach them. 
You can listen. 
You can be great. 
She does it everyday. 

Don’t be afraid to be vulnerable. 
People will connect with you. 

#womenshistorymonth 

PS 
Connect with her. 
If you need a coach message her. I promise you will be changed for the better.

Your job doesn’t define you. 
 
Your job does not define your life.  
 
When asked what I do for a living my response is:  
 
I’m a husband, dad, military member, and recruiter. I volunteer in my community and value relationships.  
 
It’s simple.

Building a Recruiting Business | Hiring Tech & Executives | Follow For The Process - Ring 🔔

7 Steps to Improve Your LinkedIn Profile  
  
1. Craft a compelling headline  
2.Tell your story in the summary & experience section  
3. Include key words & relevant skills   
4. Utilize multimedia such as photos, videos, presentations and articles  
5. Participate in meaningful conversations regularly  
6. Connect with people from all industries  
7. Leverage the power of groups and hashtags  
  
Make sure your profile stands out and stands for something!

Building a Recruiting Business | Hiring Tech & Executives | Posting The Process - Follow & Ring the 🔔

Networking is more than just adding connections 
Networking is about building relationships, not a number of connections or followers. 
 
It's about reaching out and having meaningful conversations. People in your industry or those you admire are great places to start. 
 
It's about being a resource to others and providing value. Share your lessons and experience.  
 
Networking is not just for job seekers. It's for everyone who wants to grow. 
 
Next time you attend a networking event or connect with someone on LinkedIn, remember that it's not just about adding another connection. 
 
It's about building relationships that benefit both parties in the long run.  
 
#networking #careerdevelopment

What I learned from reading 100s of resumes 
 
I see so much effort to change themselves to fit a "corporate culture". 
 
Things like samples, templates or examples that end up on the page are not useful. 
 
This information will not help hiring managers see your capability. Or how you can help their team. 
 
Do not try to trick a reader into considering your application. 
 
If you are a product manager. If you include your entire catalog in your resume it does not tell the business anything. It shows results, but focus starts to lack.  
  
The solution is to combine the basic requirements of the job post. With examples of how you will solve the company's problem.  
 
The hiring manager will be able to picture how to incorporate you into the team. 
  
The recruiter should not only see a role but how your experience speaks to the job posting.  
  
Be noticed this way: 
You have to show something completely different from the rest of the candidates.   
  
The most consistent way is not a small block of text but the presentation of information. Being pointed with an example. 
Use numbers to quantify your results. 
 
Challenge faced, actions you took, and results from your effort. 
 
This is not about copying a text. 
It’s like a recipe. 
 
If you are a candidate. You must know the role you are applying for.  
Speak to that role. Be specific. 
 
Gather 2-3 job postings. 
Look for keywords. 
Then include those keywords in your examples. 
 
Speaking the language of the company matters. 
 
Sending your portfolio can be a good idea. 
You have to structure it in a useful way. 
If it is not valuable, do not send it.  
 
Save the portfolio for the interview. 
 
When presented with time for questions. 
Show the portfolio and explain your plan for the role. 
Then ask clarifying questions. 
 
Do not spend a ton of time trying to fit something you are not. 
Your personality is important. 
Stop trying to change yourself for a job. 
 
Work on showing your experience in a meaningful way. 
The job search will be less exhausting this way.

Make sure to check the team pages of companies you’re interested in.  
 
It’s a great way to get an understanding of what the company does. The people behind it.  
 
Read reviews on Glassdoor and ask people in your network for advice.  
 
Find out if there is the right culture. How the company treats and values employees.  
 
Knowledge helps you make better decisions.  
The more you know.

The average hiring process takes 4-6 weeks. 
 
It should not take this long. But its reality right now.  
 
Plan ahead if switching careers. 
 
Have a plan. 
Save up. 
Do not quit.

Top talent hates wasting time.  
  
Multiple interviews and months to hear back.  
  
If that’s your hiring process.  
You will lose great talent.  
  
Simplify the process.  
  
We perform an audit of your hiring process. Find gaps and fix them. Saving you time.  
 
We optimize:  
- talent sourcing  
- interviewing  
- onboarding  
- retention

I am tired of seeing recycled leadership quotes.

Not anyone can be a leadership coach. 

Quotes don’t = coaching.

Actions, communication, and feedback are coaching. 
Organized plans, curriculum, and specific outcomes is coaching. 

Can we stop chasing likes already? 

How to make an effective Linkeidn summary section. A recruiter’s perspective. 

What do we look for? 5 steps to fix it. 

We look for details on how your experience directly ties to a role we are looking to fill. 

3 things to avoid: 
• too many certifications. If they do not relate to the role leave them below in the certification section. 
• not enough insight into daily responsibilities. 
• not speaking to the future you. Businesses need an idea of how you fit into their ecosystem. 

LinkedIn summary template. 

1. Hook. Gets the reader to see more. Do not be afraid to show personality

2. Mission. Tell the recruiter what you do and what you are looking for. 

3. Expertise and skills. Tell the recruiter what you are good at and how you have made changes in your job or past job. 

4. Accomplishments. Brag here. Show an award. Did you win best team? Or employee of the year? This shows great performance

5. Call to Action. Tell the reader what they should do. Call? Visit a landing page?
Be clear. 

Formatting the summary is less focused on keywords and more about communicating the value you bring. 

Do you have a format for your summary?
I will review a few in the comments section.

Clear headlines = Clear Results 
Cut questions. 

You are an expert in your job. You can explain it in a minute. 

On LinkedIn. Simplify the words. 
You are speaking to people who may be unfamiliar with terms. 

Make every effort to be clear. 

A simple formulae for a great headline. 
Job Title (current or job you are applying for) | Value Statement (add a number) 

People understand numbers and can figure out your results. 

 #linkedin #InfoWithAlex

3 tips to land more interviews (without spending 1 year failing): 
 
How to get an interview - bonus tip 
 
I found most candidates were not prepared properly. Preparing will increase your chances of landing your next role.  
 
Do the following before reaching out to a recruiting team: 
✔️ Research company before contacting 
✔️ Write out key situations, tasks, actions, and results 
✔️ Schedule informational calls with connections to those companies. 
 
>>Pro  Tip for informational interview: 
The goal of a call is learning about their company. To reveal a company challenge you can solve. 
 
Reveal challenges. 
Tie your experience into an example. 
Ask exploratory questions at interview. 
 
Outline your plan in 30, 60, 90,180 day format.  
 
This helps the hiring team picture you for the role.

12 Time Saving Tips to Get Your Resume Forwarded.
Readability = more interviews.

Which is your favorite tip?
If you have a tip not listed, what is it?

#InfoWithAlex

P.S.
What coffee did everyone have this morning?
I had a double shot. 

Happy Monday.

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12 Fast Resume Tips

77% of hiring manager do social media research. 

Control your narrative. 
Show your best self. 

Jump in comments. (We can see these)
Post and show thoughts. 

Then engage. 

It gives insights to your skill and thought process. 

PS 
This helps recruiters advocate for you.

Employees don't want ping pong tables or beer fridges at work.  
Those are cool though.  
  
Employees want flexibility. 
To do their best work and enjoy life.   
If working remotely or hybrid is possible why not make it happen? 
 
You can manage a mobile workforce. 
 Offer trust.  
Not toys. 
 
<P.S.> 
Who caught our live last night on optimizing your LinkedIn profile? 
What was your favorite point?

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