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

Spicy Saturday! 

Y’all are about to find out how many of your connections are suddenly experts in political science, international law, and special forces. 

🫣

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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

Proterra

Designed and assembled in the United States, Proterra’s innovative battery platform offers industry-leading energy density, durability, performance and safety systems – enabling Proterra EV batteries to be the premium choice for commercial vehicles and industrial equipment. 

Proterra’s battery technology offers industry-leading energy density, safety systems, and durability. Proudly designed in Silicon Valley and assembled in Greer, South Carolina, Proterra® batteries are the premier choice to electrify commercial vehicles ranging from buses and trucks to construction equipment and more. Proterra is building innovative battery technology to power a better, more sustainable world.

Talent Acquisition Manager

Moxion Power

Responsibilities Include: 
Develop and execute recruitment strategies aligned with the company's growth and hiring needs, particularly in the specialized field of BESS (Battery Energy Storage Systems).
Provide leadership and guidance to the TA team, ensuring they are motivated, productive, and aligned with stakeholder requests.
Partner closely with hiring managers to understand their staffing needs and provide guidance on recruitment strategies and best practices.
Oversee the end-to-end recruitment process, from sourcing and screening candidates to conducting interviews and negotiating offers.
 Build and maintain a pipeline of qualified candidates for current and future hiring needs, especially in niche areas related to battery technology (Mechanical Engineering, Electrical Engineering, Systems Engineering, Firmware Engineering, and Software Engineering). Other areas of expertise include high volume hiring for Manufacturing, Commercial Sales, and Operations.
Track recruitment metrics (e.g., time to fill, quality of hire) and provide regular reports to management to assess the effectiveness of recruiting efforts.
Ensure a positive and professional experience for all candidates throughout the recruitment process, reflecting well on the company.
Ensure compliance with all legal requirements and company policies related to recruitment, while promoting diversity and inclusion in hiring practices.
Stay updated on industry trends and best practices in recruitment and proactively suggest and implement improvements to the recruitment process.

Lead Recruiter

Responsibilities include:
Drive recruiting with a focus on Hardware Engineering in the San Francisco Bay area.
Manage stakeholder communication regarding need to fill roles.
Provide data to leadership and hiring managers regarding candidate market availability and trends.
Conduct in-depth interview prep calls with potential candidates. 
Maintain  high interview to offer and offer accept ratios.
Leverage available talent channels and proactively work with the sourcing team to build high quality technical candidate pools.
Build and maintain a network of potential candidates/Engineers through market research and on-going relationship management.
Train in the use of recruiting tools including LinkedIn Recruiter, Talent Insights, and Lever.

Additional projects included:
The launch and branding of a company wide TA focused slack channel promoting non-bias interview training and diversity sourcing efforts
Non-exempt interview questions and feedback forms with a focus on company principals and non-bias interview practices

Sr. Technical Recruiter, Hardware & Product Development

Amazon

As a FLC at Lab126 (Amazon's inventive San Francisco Bay Area research and development office), I recruit senior level engineers who develop high-profile consumer electronic devices. Lab126 Engineers are responsible for devices like Fire tablets, Kindle e-readers, Amazon Fire TV, and Amazon Echo.

Responsibilities included:
Driving sourcing and recruiting within North America, with a focus on Hardware and Software Engineering in the San Francisco Bay area.
Proactively building diverse technical candidate pools and leverage all available talent channels.
Building and maintaining a network of potential candidates/Engineers through proactive market research and on-going relationship management.
Conduct in-depth interviews with potential candidates. 
Anticipate hiring manager preferences through high interview-to-offer ratios.
Delivering recruiting plans with deliverables, timelines and a formal tracking processes.
Screening, interviewing, and preparing qualified candidates within an appropriate and consistent timeline.
Planning live virtual events with audience sizes of 45 - 250. 

Additional roles and projects included:
Working with the Employer Branding department on a Global project to identify USP (unique selling points) by Region. 
Co-Chair of the ADGTA Culture Committee and Engagement Council. Driving the initiative to promote health, wellness, and fun. 
Project Manager of Amazon's Coro-Ops-Hardware TA Event Committee. 
Creation of internal Amazon Wiki site for Echo Frames/Echo Smart Eyewear TA Team
Moderate live Making More Hires events
Certified Givehub Coordinator (Amazon's employer volunteer mechanism)

Technical Training
Machine Learning University
Completed Machine Learning for All course

Amazon Certificates: 
Active Listening
Security Awareness
Making Great Hiring Decisions
Negotiation
Offers and Compensation
Preventing Workplace Harassment

Full Cycle Technical Recruiter, Amazon Devices & AWS Hardware Engineering Services

Proterra Inc

Disrupting the Heavy Duty Electric Vehicle and Battery Technology Industry:  As a Sr. Technical Recruiter for Proterra, my focus was to find, attract, engage, and hire top technical talent in the Battery Electric Vehicle (BEV) and Battery Technology sectors. As an EV and Battery Technology specialist, I strived to understand the nature of the Electric Vehicle Manufacturing and Battery Technology Product Development sectors, as well as provide candidates and management with a value added service.

Responsibilities included:
Partnering closely with San Francisco Bay area Technical Managers, VP's, CIO and CTO to identify, build, and execute effective recruiting strategies to engage top talent in the EV and Battery technology industries.
Full-cycle recruitment for IT, Engineering, and Executive positions, from sourcing to extending and negotiating job offers.
Working closely with Immigration Attorneys and Professional Employment Organizations (PEO) to close and retain top global talent.
Establishing relationships with leadership and proactively reporting on pipeline activity to facilitate effective recruiting/hiring discussions.
Measuring performance metrics to drive continuous improvement in Technical Sourcing.
Find and engage passive candidates through creative sourcing techniques and help them envision life at Proterra.
Focusing on inclusive recruiting practices.
Maintaining high attention to detail when entering data into UltiPro (ATS).

Recruiting for roles such as: Mechanical Design Engineers, Battery Pack & Module;  Product Development Engineers; Systems Engineers, Battery Engineering; Test Engineers, Battery Systems; Thermal Engineers; CAE Engineers; Data Scientists, Renewable Energy; Technical Program Managers; Advanced Manufacturing Engineers; Software Architects, IoT; Full Stack Engineers; Infrastructure Engineers; Network Engineers; Executives in IT; Executives in Technology Engineering; Battery Electronic Hardware Engineers; Controls Engineers.

Sr. Technical Recruiter, EV and Battery Technology

Top Tempo Technical

Working as a Technical Recruiter for Top Tempo, I specialized in talent acquisition and staffing of skilled professionals that move this country forward. I Serviced clients in the Electric Vehicle, Transit Bus, and Rail manufacturing industries across the US and Canada.

Accomplishments include:
Implementing Bullhorn ATS system.
Increased applicant flow by over 50% by expanding TTT presence on Job boards such as Indeed and LinkedIn.
Reduced advertising costs by $35,000 in a single year, by negotiating job board contracts, and not renewing inflated agreements with negative ROI.

Recruiting for technical roles such as: Manufacturing Engineers;  Field Engineers; Electrical Engineers; Supply Chain Roles; Planners and Schedulers; Project Managers; Electric Vehicle Technicians; Commissioning Technicians and Managers; Field Service Technicians; Acceptance, Retrofit, and Warranty Technicians; Assemblers; Electrical, Electronic, and Mechanical Technicians; Quality Assurance and Quality Control; Repair Technicians and Installers; Sales and Service Representatives
Safety Coordinators; Test Technicians.

Technical Recruiter, EV and Rail Technology

Talent Acquisition leader dedicated to the strategic expansion of technical and executive teams, with extensive experience in hardware, product development, and operations. Demonstrated success in sourcing and hiring top talent across both big tech and startup environments. Skilled in building robust candidate networks, boosting productivity, achieving key performance indicators, and managing stakeholder relationships.

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