A mid-career recruiter with an expertise in healthcare and technical recruiting. I utilize my communication skills, customer relations experience, compliance, and legal background to find the best and most qualified talent for positions.  I am an expert in event planning, a skill that I utilize to cultivate recruitment efforts for virtual and onsite events.  Additionally, I authored three books of poetry entitled "Vent: The Different Faces of Me", "I Almost Held On", and "Woman". They are books of poetry outlining who I am, my interest, my life experiences and what I plan to accomplish.  

Website: www.iamcletheartist.com

Chenae Erkerd, J.D., RACR

Recruiter 

A diverse and creative mid-career recruiter with an expertise in healthcare and technical recruiting. I utilize my communication skills, customer relations experience, compliance, and legal background to find the best and most qualified talent for positions.  I am an expert in event planning, a skill that I utilize to cultivate recruitment efforts for virtual and onsite events.  Additionally, I authored three books of poetry entitled "Vent: The Different Faces of Me", "I Almost Held On", and "Woman". They are books of poetry outlining who I am, my interest, my life experiences and what I plan to accomplish.  

Website: www.iamcletheartist.com

Technical Recruiter

•Recruit for 40+ job requisitions which consisted of Program Managers, Software Engineers, and Cybersecurity professionals with skill sets in C, C++, C#, Python, Splunk, Spark, Proofpoint, MITRE ATT&CK, Data Science, Applied Science, Deep Learning, Machine Learning, Active Directory, Azure Active Directory and other technologies and tools for Microsoft Security.
•Provide full cycle recruitment for levels 61-66 using iCIMS while researching documents in Success Factors.
•Conduct 20+ recruiters screens per week to provide hiring leaders with candidate’s background information and expectations for the positions they apply for.
•Schedule full loop interviews for internal and external candidates & conduct personalized kickoff calls for candidates to prepare them for interviews.
•Draft and extend offers to external candidates.
•Submit visa requests for candidates who will operate in their positions under work visas.
•Create LinkedIn projects for each position to successfully source and ultimately hire diverse candidates.
•Provide weekly LinkedIn meetings with prospective candidates to discuss their career goals and possible positions with Microsoft.
•Promoted from level 60 to level 61.

Chenae Erkerd

Hi Fam!

I come bearing gifts because we are back in the office at Palo Alto Networks and pushing full steam ahead. I have some positions I am recruiting for:

Senior Business Development Manager, Cloud NGFW: https://lnkd.in/ehTicFGz

Sr Director, NGS Solution Creation: https://lnkd.in/eA5vSRGS

Sr Manager, Revenue Acceleration, Cortex and Cloud: https://lnkd.in/eYzXmjj3

Sr. Business Development Manager, NetSec: https://lnkd.in/e_wyxCD9

Sr. Business Development Manager: https://lnkd.in/e3mYvHA4

I'm excited to fill these quickly!

#recruitercousin #LinkedIn #community #jobseekers #PaloAltoNetworks

Open article: Sr. Business Development Manager by jobs.smartrecruiters.com

So are yall coming or what because tonight is the night! We are just under 3 hours away!!!!! The first step to getting a new job is getting your resume right…..BY PEOPLE WHO KNOW WHAT THEY ARE DOING! Susana Briscoe-Alba and I know what we are doing!

Register here: https://lnkd.in/ewjEi9nm 

#recruitercousin #community #jobseekers #resumebootcamp

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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

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

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The Battle

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Amy Miller

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Posts

Engagements

Likes

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