Amy Miller
![Amy Miller is an influencer]()
Recruiting Manager - I build the teams that build the satellites. Recruiting Truth Teller & Mythbuster. Somehow, LinkedIn Top Voice 2022
Bellevue, Washington, United States
361K followers
500+ connections
About
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
Activity
361K followers
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Amy Miller shared thisTHIS IS THE INSIGHTS I'M HERE FOR!! Sorry y'all no video this week because I am still collecting research and also life be life-ing hard right now - but I had to share THIS. We get a lot of pushback on AI in ATSs and how it works and why it's used or not used. PLEASE check out Ted's most excellent share - I'm sure there will be plenty of commentary on it too. Already we are getting feedback that the summaries can be "meh" - which is fine/to be expected. Bottom line - a PERSON has to do something with the information and make the go / no go call. That button in the bottom right ain't gonna push itself. Thanks Ted!!Amy Miller shared thisHey all — I’m actually pretty stoked about this. There’s this ongoing “AI in ATS” debate that's been going on on LinkedIn for a while and honestly, a lot of the loudest opinions seem to come from people who have never touched an ATS and are… very confident anyway. A bold strategy, to be sure. So, behold! A screenshot of an ATS using AI - this is how it actually works. The ATS I use (Rippling) does use AI. Screenshot below is from someone who applied to my role last night. The system scored the candidate, explained why, called out strengths, gaps, and partial matches. I redacted identifying info, but I wanted to show what this actually looks like in the real world — not the LinkedIn horror stories. Quick favor: look at the bottom right corner. See where it says Reject or Move Forward? That’s not AI making decisions. That’s me. Or another human. Or sometimes a tired human with coffee. But still a human. AI isn’t rejecting candidates. It’s surfacing signal. It’s doing the boring, repetitive part so I can spend my time actually talking to people instead of playing résumé bingo. Do I think this is the final form? No. Recruiting will absolutely get more automated over time. But I don’t buy the idea that it becomes less human. If anything, it frees us up to have better, more meaningful conversations — the kind that don’t start with “so walk me through your résumé.” The role of a recruiter is to have conversations with people and the less time we spend trying to get to that point the better. PS - even though this candidate is only a 70% match, I'm still going to talk to them.
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Amy Miller posted thisDo you have questions about the LinkedIn algorithm and how to be found as a job seeker? Me too. So I'm digging in. Drop your questions below! We'll address this on Friday. Recruiters or anyone else searching for folks on LI, let us know your thoughts too. What are you ACTUALLY searching for? Where and how are you leveraging tech including AI? Let's have a serious discussion about it. No course to sell, no gaslighting. Trying to make it make sense for the rest of us who don't treat social media like our own personal dopamine circus. This is probably Joe's fault. 😉
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Amy Miller shared thisHappy Revenge of the 5th! Yes that's me, asking for help. When you recruit for SPACE you commit to the bit👸🛰️ Let's be honest: Most "Production Supervisor" jobs don't involve space hardware. This one does. The Force is strong with this req. The Light Side (aka The Cool Stuff): 🛰️ You'll lead the building of satellites that bring internet to underserved communities across the galaxy… er, globe 🛰️ You'll work in a cleanroom - basically the Jedi Temple of manufacturing (shoes covered, robes on, no sand… Anakin would approve) 🛰️ 4-day work week (Sun-Wed or Wed–Sat) = 3-day weekends. Even Palpatine couldn't offer that kind of work-life balance 🛰️ You get to say "satellite integration" and "avionics troubleshooting" at parties. Instant Jedi Council credibility The Dark Side (aka The Real Talk): 🛰️ 5+ years of hands-on hardware assembly/test experience required - there are no shortcuts to space, young Padawan 🛰️ 2+ years leading teams - because managing satellite production AND people is harder than navigating an asteroid field 🛰️ Must handle fast-paced, constantly changing priorities. If you need predictability, these aren't the droids you're looking for 🛰️ Export control requirements apply (U.S. citizenship/Green Card/refugee/asylum status required - Uncle Sam's rules, not the Empire's) The Bottom Line: If you can lead technicians, build complex hardware, adapt on the fly, and want to tell people you help build satellites for a living - this is the role you've been looking for. 🫳 waves hand 🫳 Help me, Production Supervisors. You're my only hope. Link in comments. 👇You can also send a note to AmazonLeoJobs@amazon.com and tell them Amy sent ya.
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Amy Miller shared thisNo one: Absolutely no one: Me: MAY THE 4th BE WITH YOU!! Also me: don't say it don't say it don't say it *whispers* and also with you 🫣😅
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Amy Miller shared thisOf course I'm always going to selfishly want folks to join MY team but I have to celebrate any and all #SpaceJobs! Aerospace is growing and the PNW is rapidly advancing in aerospace manufacturing - from well established brands to start ups. My recruiter heart loves to see it. ♥️Amy Miller shared thisPioneer Industries has two #Seattle #ManufacturingPlants that offer full-service #CNCmachining, #SheetMetalFabrication, Assembly & Finishing for the #AerospaceIndustry - and our capabilities extend beyond aerospace. Learn more about our equipment and expertise: https://lnkd.in/g_swTYSv.
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Amy Miller shared thisSpicy Saturday - a meme AND an adventure! I already regret this but let it never be said Amy Miller doesn't put her money where her mouth is. Here is your mission should you choose to accept it. Drop a job description in the comments. I will tell you what "keywords" matter and what your resume should show as it relates to fit for the role. I'll also rate the job description. Let's play a game! Actually me watching people talk about "super magic AI tools and stuff for recruiters" 🤣
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Amy Miller shared thisPutting an arbitrary cap on job applications is not the hack you think it is. “Only accepting the first 100 applicants.” “Posting closed after 24 hours.” “Application shut down because we hit our limit.” You're not handing out concert tickets. You're hiring PEOPLE. The best (available, interested, right for the job) candidate is not always the person who happened to be rage-applying on LinkedIn at 2:17 am on a Tuesday. Sometimes the right person sees the role after putting their kids to bed. Sometimes they’re in back-to-back meetings. Sometimes they’re actually doing the job you want them to leave. Sometimes a recruiter has to wade through hundreds of applicants only to end up hiring number 234 out of 237. True story. Capping applications because your process can’t handle volume is not a candidate problem. It’s a recruiting process problem. Before someone says “but we had 2,000 applicants” yes I know. I KNOW. I also know that 1/ that volume is RARE and doesn't always happen overnight 2/ most aren't qualified anyway and 3/ this is why we have a little hack called FAIR CONSIDERATION. Look it up. (I made it easy for you - I linked a video about THAT in this week's AMA) Now here's a caveat - if you don't have the right processes, top of funnel friction, and resources in place? Sure. Put a cap. Get through those applicants QUICKLY and follow up with EVERYONE as soon as possible. If you still don't have the right folks, repost. But be prepared - people will yell at you for that too. CLEARLY this needs to be addressed because some of y'all are entirely too comfortable being so loud and wrong about arbitrary rules that cause more problems than they solve. If you have a solid business case for a volume or time cap, BRILLIANT. Do it. Just because it's popular and farms a lot of dopamine to say silly stuff like this on the internet? LOL no. Watch it. Argue with me. I said what I said. https://lnkd.in/gwE6BNr5
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Amy Miller shared thisIt's always "Amy is so aggressive" and never "wow Amy is so helpful giving us all the straight talk recruiter tea for free". 🫠 Its fine I'm used to it 🤣
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Amy Miller shared thisAlrighty friends we had some good discussions on yesterday's post. Thank you for indulging me. Now here's where I want to keep poking and clarifying. I believe at least ONE potential disconnect is that job seekers don't trust that the recruiter knows how to read (skim? filter?) their resume. Ok fair. So - to that end, people are straight up copying random keywords from the job description (I think?) and making sure they're a 110% match (probably using one of those scanner sites - ugh) because they have to get past the recruiter who doesn't understand the job. Fair. Y'all if I knew how to be a LITERAL ROCKET SCIENTIST do you honestly think I would be recruiting???? Please be so serious right now. 🤣 ANYWAY. The idea as I understand it, is some of y'all are dumbing down your resume (or trying to hit that magic "algorithm fit") because recruiters are dumb. For the purposes of this conversation, I'll allow it. So the silly recruiter who just matches up VERY SPECIFIC WORDS fires off those resumes to their hiring manager. What happens then? Seriously. You beat the bot and/or dumb recruiter. Your resume is front and center in front of the hiring authority. Final boss, if you will. WHAT HAPPENS NOW? Well... a lot of times.... THIS --> https://lnkd.in/gu9j73bk That video is 5 years old and STILL ACCURATE.
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Amy Miller reacted on thisAmy Miller reacted on thisHey all — I’m actually pretty stoked about this. There’s this ongoing “AI in ATS” debate that's been going on on LinkedIn for a while and honestly, a lot of the loudest opinions seem to come from people who have never touched an ATS and are… very confident anyway. A bold strategy, to be sure. So, behold! A screenshot of an ATS using AI - this is how it actually works. The ATS I use (Rippling) does use AI. Screenshot below is from someone who applied to my role last night. The system scored the candidate, explained why, called out strengths, gaps, and partial matches. I redacted identifying info, but I wanted to show what this actually looks like in the real world — not the LinkedIn horror stories. Quick favor: look at the bottom right corner. See where it says Reject or Move Forward? That’s not AI making decisions. That’s me. Or another human. Or sometimes a tired human with coffee. But still a human. AI isn’t rejecting candidates. It’s surfacing signal. It’s doing the boring, repetitive part so I can spend my time actually talking to people instead of playing résumé bingo. Do I think this is the final form? No. Recruiting will absolutely get more automated over time. But I don’t buy the idea that it becomes less human. If anything, it frees us up to have better, more meaningful conversations — the kind that don’t start with “so walk me through your résumé.” The role of a recruiter is to have conversations with people and the less time we spend trying to get to that point the better. PS - even though this candidate is only a 70% match, I'm still going to talk to them.
Experience
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Amazon
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State of Washington
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Recruiting Consultant
Ala Recruiting
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Executive Recruiter
At-Tech
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Client Services Manager
Spherion
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General Manager
Noble Logistics Services
Education
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South Puget Sound Community College
English
Licenses & Certifications
Skills
Projects
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The Strategic Recruiter | Recruiting Blogs
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RecruitingBlogs.com is the social network for recruiting and HR professionals. It is a major portal for the recruiting industry, with over 36,000 members, daily featured posts, and thousands of articles.
Visit RecruitingBlogs.com | Twitter @recruitingblogs
My blog topics include Best Practices in Recruiting, Tips for Job Seekers, Reflections on Recruiting, and Social Media + Technology.Other creators -
Honors & Awards
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Recruiting Animal Show Most Popular Guest - 2011
Recruiting Animal
My first ever Blog Talk Radio interview - check it out here
http://www.recruitingblogs.com/profiles/blogs/recording-recruiting-animal-show-with-amy-ala
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