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)

People and Culture Manager

Bocar

Human Resources Manager

Kennametal

Human Resources Manager (Multi-Site)

-Responsible for all HR deliverable metrics at a site of over 3,200 associates
-Drives and facilitates investigations, conflict resolution, and Employee Relations issues
-Supports entire population with Benefits delivery and Total Compensation matters
-Leads Performance management for 5 Direct Reports, including preparation for new roles in current function or proper mentorship/guidance for pivots into different functions
-Leads Warriors@ Affinity Group at site and within the Community 
-Practices formal problem-solving in pursuit of continuous improvement in all HR metrics including Attendance, Retention, Compliance, and HRIS Maintenance

Senior Human Resources Business Partner

Ball Metalpack, LLC

Human Resources Manager | Industrial Safety and Health Operations

Meritor

•	Served as primary advisor to plant business groups for all human resources and EHS matters; engaged, coached, developed, and trained employee teams.
•	Completed site Annual Benefits enrollment and management cycles, partnered with external customers to support all employee and corporate objectives.
•	Deployed and monitored all environmental initiatives.
•	Led all site investigations and accelerated conflict resolution matters; served as Site Manager when required.
•	Delivered as an on-site subject matter expert for incident command and employee safety during all natural and man-made disturbances- Awarded corporate Chief Safety Officer Award for 2015 and commendable CEO recognition in 2016
•	Completed a major transformation of HRIC systems in 2016, leading to zero findings during ISO 14001 and TS 16949 audits in 2016 and 2017.
•	Created all job postings and descriptions, while coordinating and leading the recruiting, interviewing, on-boarding, orientation processes.
•	Partnered with internal and external customers in all morale initiatives (Denison)– maintained over 92% positive morale indicators.
•	Planned and delivered all employee communication events as needed, including recognition awards, corporate communications, and external customer visits. 
•	Developed and maintained communication around Continuous Improvement goals and achievements pertaining to employee support and EHS issues.
•	Served as the site First Responder Coordinator – augmented robust safety record by ensuring OSHA and applicable training throughout the site.
•	Managed all HRIC functions for the site, including regional and corporate level reporting and briefing on key metrics.
•	Coordinated all FMLA, FLSA, EEOC, and disability requirements for employees.
•	Safe Start Senior Trainer - Building upon and maintaining over 4 years without an OSHA recordable incident through teamwork, collaboration, external learning, and innovation.

Supervisor Human Resources | Safety and Health Operations

US Army

Trained and led all personnel on recruiting, interviewing, counseling, and qualifying/investigating applicants for enlistment including high-volume and specific niche recruiting operations. Identified and cultivated results-oriented community relations and college campus recruiting programs. Utilized and analyzed management data to evaluate teams' performance. Conducted professional development programs. Maintained and analyzed statistics on recruiting programs and production. Executed thorough analysis and adjusted actions for continuous performance improvement. Senior leadership maintenance and administrative guidance on Applicant Tracking Systems and HRIS systems.

-Trained, supervised, mentored, and led over 50 personnel to success in recruiting, all applicable Federal and DoD regulatory guidelines, and community awareness operations

-Implemented and refined all organizational recruiting and HR/Safety operations in the greater Atlanta / Athens GA area

-Collaborated on several senior level Six Sigma initiatives to improve efficiency and redesign applicant onboarding 

-Managed all HRIS, ATS, employee training, and leadership development including 360 Leadership Assessments and organizational professional education

-Designed, implemented, and measured all mission-essential training initiatives and Standing Operating Procedures

-Experienced in high volume GSA Fleet management focused on DOT and organizational safety, cost-reduction, and risk reduction

-Led regional team that designed and implemented recruiting operations plan which was adopted throughout the region by executive leadership

Area Human Resources and Recruiting Operations Manager (First Sergeant)

Regional Recruiting and HR Operations Director and Senior Master Trainer

Led and directed over 250 Army Recruiting employees for the Kansas City Recruiting Battalion.  Led inspections, daily operations, scheduled and executed monthly, quarterly, and annual training presentations that culminated in organizational goal success.  Managed as the Senior Master Trainer for the organization simultaneously, earning top-rated inspection reports from senior leadership levels.  Designed and executed Learning Management Systems to monitor training achievements for all personnel.  Led daily organizational data analysis on all employee strength and recruiting operations, including briefings and guidance to multiple echelons of the organization.  Managed and led college campus recruiting program and business partnerships with the U.S. Army.

-Managed daily operations in a three-state region for all Army recruitment production requirements which culminated in record setting accomplishments 

-Led multi-echelon leadership teams in the design, implementation, and assessment on monthly, quarterly, and annually based training initiatives; selected to serve on senior command process improvement board that leveraged Six Sigma to improve efficiency and productivity on a national scale

-Strategically designed and implemented lean organizational improvements positively impacting regional and national divisions of the organization

-Directed entire organization on Quality Control issues for all Human Resources actions and processes including staffing, earnings, benefits, and performance evaluations

Regional Recruiting and HR Operations Director and Senior Master Trainer

Area Human Resources and Recruiting Operations Manager	2008-2012

Trained and led all personnel on recruiting, interviewing, counseling and qualifying applicants for enlistment, including college campus-based recruiting programs in both high-volume and targeted niche recruiting operations.  Identified and cultivated community and business leader relationships. Utilized and analyzed management data to evaluate teams' performance. Conducted professional development programs. Prepared plans and SOPs. Maintained and analyzed statistics on recruiting programs and production. Executed thorough analysis and adjusted actions for continuous performance improvement. Senior leadership maintenance and administrative guidance on Applicant Tracking Systems and HRIS systems.

-Trained, supervised, mentored, and led over 50 personnel to success in recruiting, all applicable Federal and DoD regulatory guidelines, and community awareness operations

-Designed and trained multiple echelons of leadership on all aspects in specified recruiting operations, achieving all organizational benchmarks and requirements beyond established standards

-Implemented and leveraged new technology initiatives throughout the organization leading to exceeding the organizational recruiting goals and employee leadership development

-Applied and instructed all personnel on standing operating procedures, Equal Opportunity workplace directives, environmental considerations, and all diversity-based organizational intiatives

-Responsible for all Army community outreach and recruiting operations within the northeastern Florida area.  Implemented college and school recruiting initiatives exceeding operational requirements.

-Led 11 employees to successful accomplishment of the U.S. Army regional Active Duty and Reserve recruiting mission

-Performed on-boarding, quality control, and initial training for over 250 newly enlisted Soldiers

-Center recognized as most improved in a three state region by the U.S. Army for 2007-2008 for efficiency, productivity, and overall motivation

-coordinated and led 12M dollar advertising and visibility initiatives for the Army in the region, leveraging national assets to positively impact recruiting operations

Area Recruiting and HR Manager (Center Leader)

As a People and Culture Manager at AV, I partner across functions for the people and human capital operations within a highly diversified segment.  It is an honor and privilege to serve the brightest minds who design, build, and deploy systems are the future of modern warfare and lead in all domain dominance.

With over 15 years of experience in HR, I am dedicated to creating and sustaining a positive and inclusive work culture, fostering employee engagement and development, and delivering world-class HR solutions to support the business objectives and customer success.  I focus on employee processes and systems that improve the overall employee experience while simultaneously transforming people operations into a force-multiplier for the organization.

I am also a veteran advocate and a former U.S. Army recruiter and HR manager, with multiple honors and certifications in training, safety, and information security. I leverage my military background and skills to assist the military community during and after transition, as well as to promote inclusion in the workplace. I am passionate about employee relations, conflict resolution, total compensation, benefits delivery, and continuous improvement.  I apply a data-driven and formal problem-solving approaches to drive performance outcomes and enhance the employee experience. I collaborate and communicate effectively with all levels of the organization and also with external stakeholders.

Gary Steensgard

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