Erika Cramer

Max Cassily shared a post today about a Communication workshop we hosted for Amazon as part of the veterans group here in Germany (within Amazon). Our Warriors@Germany team (Veterans and veteran supporters) worked to build-out surveys, conduct analysis, and then deliver a 2-day communication workshop, not just to the leadership, but also the veterans within the teams on-site. Our goal? to improve communication and effectiveness of the leadership teams across the site. As you can see from Max's post, the results speak for themselves. Are you seeing issues with strategic direction, engagement, and motivation within your teams? Are you experiencing a lack of ownership, buy-in, or alignment towards your goals? Are you noticing a drop in productivity? Whether or team has military veterans on it or not (most likely in Europe you have them 😉), understanding that communication is traditionally the first point of failure in these areas, and then going through the process of how to address them is paramount to finding your way back towards success. Huge shout-out to Max Cassily and Zak Kee, MBA, PMP, PSP, TAPA for helping me get this workshop delivered successfully and helping us drive a positive impact in a work environment. A resilient workforce is one where communication is clear, feedback is consistent, and change is recognized as inevitable.

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Since 2023, ResultsCX has been proud to partner with the Military Spouse Employment Partnership (MSEP). This collaboration has been great for our company, for MSEP, and (probably most importantly) for the military spouses we've had the privilege to hire. Our remote roles are a great opportunity for spouses who often have to relocate, which can create resume gaps or limit career progression through no fault of their own. Flexible, portable work helps remove that barrier. And what’s in it for us? We gain access to educated, hardworking, organized, and incredibly adaptable talent at no cost. But here is the best part: MSEP is currently open to new company partners. So if anyone in my network is interested in getting their organization involved, let me know! I’m happy to help you get connected and get started.

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What Recruiting Ops Can Learn from Military Logistics People often think military operations and recruiting operations are worlds apart. But here’s the thing: Both are built on structure, efficiency, and accountability. In my time in the Marines and in developing hiring processes, I’ve seen firsthand how operational discipline and scalable systems create people-first results. The best recruiting functions I’ve supported didn’t just ‘fill roles’ — they forecasted, tracked, and iterated like a supply chain. Systems win wars — and also build talent pipelines. #RecruitingOps #PeopleOps #LeadershipLessons #VeteranPerspective

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#PlanBLeadership #LaidoffNotDone   As I apply to job roles across the country, I’m reminded how much I’ve learned before this layoff—lessons forged in challenge, transition, and a deep commitment to leading well.   Today, I’m launching a new series to share some of the most powerful, practical, and hard-won advice I’ve received on my leadership journey—the kind that sticks with you and shapes how you show up.   Let’s get started.   🔸 PLAN B PLAYBOOK: LESSONS IN LEADERSHIP 🔸 Chapter 1: Advice from a Leader to me, on Day 1 of my new job as a Manager:   Change Nothing The day after I was promoted to Team Manager, I received the wisest advice of my leadership career: “Change nothing.”   Not because everything was working perfectly, but because the team had already seen enough. Enough turnover. Enough new managers. Enough new agendas.   “Give yourself time,” he said. “Time to engage. To observe. To earn trust. Lead with honesty, humility, and consistency. That’s the work. The rest will follow.”   He was right.   It’s tempting to walk into a new role with fixes and formulas. However, sustainable leadership begins with people, not processes. Trust is built one conversation at a time.   💬 👥 Leaders—can you relate? What’s the best advice you received early in your leadership journey? Drop it below. Someone needs to hear it.   #PlanBPlaybook #LeadershipLessons #NewManager #CareerGrowth #LeadWithIntegrity #PeopleFirst #LaidOffNotDone #TrustIsTheStrategy #TeamCulture #LeadershipisComplicated   TY: Michael Williams

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I Thought COVID Recruiting Was Wild. Then 2025 Said: Hold My Prosecco! ✨ For years, I was convinced nothing would ever top recruiting during the first two years of COVID. I hired domestically and internationally while offices closed overnight, onboarding became fully remote, priorities changed weekly, and everyone was figuring out Zoom, Slack, and Teams etiquette in real time (mute buttons were still a suggestion). It was chaotic but it was understandable chaos. There was one big, obvious reason behind it. Fast forward to 2025. Now we’re recruiting in a world where: Contracts are awarded, paused, re-scoped, and “definitely happening soon” Job descriptions change mid-interview because “the client clarified” Budgets exist until they mysteriously don’t Tech layoffs happen on Tuesday, and talent shortages are back by Friday If you recruit in GovCon or MSP land, you know the drill. One minute you’re told to move fast because a  program is fully funded. The next minute you’re being asked to “just hold” while leadership waits on approvals, signatures, or someone returning from PTO (always PTO). COVID was a sprint. 2025 is a treadmill that randomly changes speed and sometimes turns into a stair climber without warning. Candidates feel it too. They’re cautious, burned by layoffs, juggling multiple conversations, and understandably skeptical when they hear, “This role is stable.” At the same time, clients expect unicorns who can start yesterday, clear fast, and somehow be immune to market turbulence. And the recruiter? We’re expected to: translate chaos into confidence manage expectations without overpromising keep pipelines warm during freezes and add just enough sparkle to make it all look intentional ✨ During COVID, we were all reacting together. In 2025, we the talent acquisition professionals are the shock absorbers- absorbing whiplash, smoothing edges, and sprinkling a little glitter on situations that absolutely did not come with instructions. If COVID taught us how to recruit in crisis, 2025 is teaching us how to recruit through constant whiplash funding shifts, tech layoffs, and moving goalposts included. Still showing up. Still hiring. Still adapting. And yes… I’d take 2020 Zoom/Teams/Slack fatigue over 2025 “just one more change” meetings any day  with extra sparkle if it helps everyone cope. I’m genuinely hopeful that 2026 is better calmer, clearer, and less chaotic. But if it’s not? I’ll be walking into it with experience, humor, and a little 50 Cent petty energy: smiling, prepared, and absolutely unbothered ✨. 

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Just getting out of the military and working on your first resume? This YPN blog post has helpful tips to translate your experience and land that first civilian GIS job 🗺️ https://ow.ly/bIh350W3w1C

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Amazon is proud to announce the graduation of 100 veterans(not all pictured) from the inaugural pilot cohort of Project Catapult, an innovative 12-week developmental program designed to prepare Amazon veteran associates for Area Manager positions. This initiative eliminates traditional barriers by waiving both the two-year employment requirement and college qualification for military veterans who have served six or more years, recognizing the valuable leadership experience gained through their service. Throughout the twelve-week pilot program, participants engaged in comprehensive weekly sessions with Amazon Military Affairs, where they received extensive training on Amazon's interview methodology and developed compelling STAR (Situation, Task, Action, Result) narratives. The curriculum included thorough assessment preparation, coupled with valuable mock interview sessions conducted by volunteers from the Warrior affinity group. These interactive sessions enabled participants to refine their interview techniques, preparing them for their upcoming formal interviews in the following weeks. As these distinguished graduates prepare for their final interviews, Amazon commends their dedication and growth throughout this transformative journey. Their commitment to professional development exemplifies the exceptional talent and leadership potential within our veteran community, and we look forward to their continued success in their career progression at Amazon. Graduates, it’s been an honor to watch you all grow and thrive over the last 12 weeks. We are so incredibly proud of every one of you and wish you the absolute best in your next career adventure!  John Hunt Charlotte La Belle, MPA Ian McDuffie Nicole Morrison Michael Stewart Sonya Legaspi, MBA, CSM Emma Morgan Katrina Lorenzen Laura Martel

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