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)

Underground Administration

CRD(Chief Recruiter Dude)

Underground Admins is a boutique agency providing HR and Staffing Solutions as well as Career Guidance for jobseekers.

-Contingent Recruiting for Tech, Operations, and Talent Acquisition 
-Retained Search for Niche and Executive Level 
-HR Transformation 
-HR Set-up for Startups 
-Resume Review 
-LinkedIn Review 
-Career Guidance

Skills: Human Resources (HR) · Full-life Cycle Recruiting · Start-ups · Applicant Tracking Systems · Recruiting · Niche Talent Acquisition · Operations Management · Business Development · Marketing · Administration

Director of Recruiting and Sales/Co-Founder of Recruiting Division 

Confidential Company

Recruiter and Director

Kforce Inc

Sales Director

Addison Group

Networking and cold calling in order to develop relationship with IT professionals to place in premier roles at various companies
Placed individuals with specialties including; Programmer Analyst, Network Engineer, Business Analyst, 
Software developer, SharePoint, Mobile App, Support, Network Engineer, Systems Admin, Etc. 
Negotiating fees and salaries for all clients and recruits 
Full Cycle Recruiting both contract and permanent placement

Robert Half Technology

Utilized Cold Calling, Networking, lead generation and guerilla marketing tactics to build client base 
Negotiating fees and salaries for all clients and recruits 
Full Cycle Recruiting both contract and permanent placement  
Consistent top performer in my peer group ranking in the top quartile of sales

Business Development Manager/Executive Recruiter for Development

The Gilmore Collection

Purchasing of talent for all of the various Gilmore Collection concepts for various nights of the week and various other special entertainment needs. This consisted of sourcing exceptional talent for individual venues ranging in capacity from 50-400. Organization of several large scale events per year that had attendance in excess of 20,000 people.

Director of Entertainment/Talent Marketing

Rocket Entertainment Group L.L.C.

In charge of all aspects of the company including but not limited to; management of current acts, media relations, sponsorships, band scouting and recruitment, booking of shows in major cities across the United States, negotiation of payment for artists, and collaboration with major companies in execution of promotional events. Thoughout the course of my role as CEO of Rocket, we were able to sign several national level contracts for management and booking. We helped organize several large scale events with attendance of more than 20,000 people and we contracted regularly by the City of Grand Rapids to organize and manage the entertainment aspect of very popular events such as Celebration on the Grand and ArtPrize.

Director of Marketing/Managing Partner

The Intersection

During my tenure as the Director of Marketing at the Intersection, I was responsible for the promotion, marketing, and execution of all shows. We utilized social media and guerilla marketing tactics to boost attendance at shows ensuring that the Intersection would maintain the status as the best place to see a band between Chicago and Detroit. We were consistantly ranked in the top 50 best venues in the world by Pollstar and brought cutting edge music to Grand Rapids. I was also responsible for the maintenance and design of the website, www.sectionlive.com, and creation of the majority of show posters. As the Assistant talent buyer, I worked to purchase talent that gave Grand Rapids a taste of what people were listening to in cities that were blazing a new path in popular music.

Director of Marketing/Assistant Talent Buyer

We solve the talent shortage for high-growth tech companies. Our focus is simple: top-tier tech and sales professionals for businesses that are scaling fast and can't afford to waste time.

We don't spam you with resumes you could get from a job board. Instead, we run targeted searches and actively headhunt the talent you need. Our approach is direct and efficient, designed for companies that understand the value of the right hire.

Whether you're a SaaS unicorn or a fintech startup, we speak your language. We understand the tech scene and the specific challenges you face in finding and securing top talent.

Our process is straightforward:
1. We learn your needs and culture
2. We target and approach the right candidates
3. We present only those who fit and are interested

No fluff, no wasted time. Just results.

If you're ready to cut through the recruitment noise and get the talent you actually need, let's talk.
DM me here or hit me at richie@undergroundadmins.com

Richie Lampani

I'm looking for a Senior Applied Geospatial Scientist who lives at the intersection of remote sensing and modern ML. Remote open to US Citizens living in the US(EST preferred) 

Someone who has actually worked with multispectral or SAR imagery, built production-grade PyTorch models, and understands how to take messy Earth observation data and turn it into something operational.

If you’ve built:
 • feature extraction or object detection pipelines
 • ML workflows over big imagery datasets
 • cloud-deployed models (AWS/K8s)
 • GDAL/Rasterio-heavy preprocessing
 • anything serious with SAR, MS, or EO data

I want to talk to you.

This is remote, high-impact work with next-gen satellite data, real engineering, real science, no bureaucracy. Salary range is 165k-195k plus bene's and other goodies. 

5+ years exp. 2 interviews after you get past me.

Happy Friday friends!

PS also looking to connect with Systems folks who know their way around GCC High, secure enclaves, and compliance-heavy environments. Secret clearance + Sec+ types who actually operate, not just talk. If you know, you know. DM for details.

Technology and Sales Recruiter | Fractional TA & RPO | Certified PMP

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