Paul Grammaticopoulos

𝐓𝐢𝐩𝐬 𝐨𝐧 𝐬𝐭𝐚𝐫𝐭𝐢𝐧𝐠 𝐚 𝐧𝐞𝐰 𝐫𝐨𝐥𝐞 After reaching the 3-month milestone in my 3rd new role with Amazon, I wanted to share some key personal insights on the onboarding process. A VP once explained the typical timeline for starting a new job - the first 3 days are spent feeling overwhelmed, the first 3 weeks are for grasping the reasons behind why you were hired, and by the 3-month mark, you should be producing your first meaningful deliverables. With that framework in mind, here are the lessons I've learned so far: - 𝐌𝐞𝐞𝐭 𝐚𝐬 𝐦𝐚𝐧𝐲 𝐬𝐭𝐚𝐤𝐞𝐡𝐨𝐥𝐝𝐞𝐫𝐬 𝐚𝐬 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐟𝐢𝐫𝐬𝐭 𝐟𝐞𝐰 𝐰𝐞𝐞𝐤𝐬. Take advantage of this onboarding period to build connections across the organization and gain a comprehensive understanding of how your role fits into the bigger picture. - 𝐓𝐡𝐞𝐫𝐞'𝐬 𝐧𝐨 𝐬𝐮𝐜𝐡 𝐭𝐡𝐢𝐧𝐠 𝐚𝐬 𝐚 "𝐬𝐭𝐮𝐩𝐢𝐝" 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧 𝐰𝐡𝐞𝐧 𝐲𝐨𝐮'𝐫𝐞 𝐧𝐞𝐰. Asking clarifying questions about the products, programs, or stakeholder perspectives is crucial for ramping up quickly and avoiding costly mistakes down the line. Don't be afraid to speak up. - 𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐭𝐡𝐞 𝐭𝐫𝐮𝐞 𝐬𝐮𝐛𝐣𝐞𝐜𝐭 𝐦𝐚𝐭𝐭𝐞𝐫 𝐞𝐱𝐩𝐞𝐫𝐭𝐬 and learn from their wealth of institutional knowledge. As the new person on the team, you have a unique opportunity to soak up the tacit, experience-based insights that longer-tenured colleagues have built up over time. - 𝐀𝐥𝐰𝐚𝐲𝐬 𝐤𝐞𝐞𝐩 𝐬𝐢𝐠𝐡𝐭 𝐨𝐟 𝐭𝐡𝐞 "𝐰𝐡𝐲" 𝐛𝐞𝐡𝐢𝐧𝐝 𝐲𝐨𝐮𝐫 𝐧𝐞𝐰 𝐫𝐨𝐥𝐞. The initial onboarding phase can be challenging, but maintaining focus on your purpose and motivations for taking this job will help you persevere. - 𝐒𝐞𝐞𝐤 𝐨𝐮𝐭 𝐚 𝐦𝐞𝐧𝐭𝐨𝐫, either through your manager or your own network, who can provide guidance on developing the specific skills you need to thrive in this position. Having that seasoned advisor in your corner can be invaluable. I hope these tips are helpful for anyone embarking on a new professional journey. The onboarding process may not always be easy, but approaching it strategically and maintaining a growth mindset can set you up for long-term success. Any additional tip?

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Check out this Yahoo! Finance interview with Indeed economist, Cory Stahle. The conversation covers Indeed Hiring Lab’s recent AI report which shows GenAI is more likely to support human workers than replace them. “Most notably, what we found in this research is that there were no skills, as in zero skills, that AI was able to do at an excellent level. At the end of the day, it's very unlikely that a lot of these skills are going to be done by GenAI anytime soon,” Stahle explains. #Indeed #HiringLab #AI

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Amazon just announced they are launching there #rto plan and that Amazonians will be back to 5 days per week in the office starting January 2025. (Um... ok) They also said they need to reduce the number of managers in the company. It is no secret that Amazon thinks that there is a target number of reports that managers can manage. So if they are getting rid of managers, they are going to have to get rid of other team members as well. (allegedly) It is like "My Uncertainty Era" themed posts could write themselves! This isn't about coming back to the office. It seems it is about getting people to quit and using this as a easy way to reduce headcount without having a layoff. It is also a way to push out people from underrepresented communities who are carrying the weight of these decisions in ways that often go unnoticed. Amazon’s leadership is leaning into in-person collaboration, citing innovation and those “hallway conversations” as key drivers of success. And sure, there’s truth in the value of face-to-face interactions. Flexibility isn’t just a perk; for many, it’s survival. Remote work offered more than convenience; it provided a safer, more equitable work environment. Fewer microaggressions. Less office politics. And, quite frankly, the freedom to be your whole self without constantly being on guard. Amazon’s post-RTO leadership strategy highlights hybrid options, but let’s be real—not everyone gets to enjoy that flexibility. And while leadership talks about transparency and how returning to the office will fuel better collaboration, we need to ask the tough questions: Who really benefits from this? Who is being asked to sacrifice the most? And how can we ensure that this shift doesn’t disproportionately harm the very people we’re trying to include and elevate? In this Uncertainty Era, the companies that succeed won’t just be the ones that drive innovation—they’ll be the ones that lead with empathy, listen to their people, and understand that flexibility is key to building inclusive cultures. The return to the office shouldn’t mean a return to the old ways of working, where equity was an afterthought. We need leadership that’s willing to adapt, not just to the business needs, but to the evolving needs of a diverse workforce. Innovation isn’t just about how we work together in a physical space - it’s about how we create environments where everyone can thrive, whether remote or in-office. The data, the innovation, the spontaneous moments of brilliance? They’ll come. But only if we prioritize people first. Learn more from the horses mouth here: https://lnkd.in/gSDTQtv4 #LeadershipStrategy #InclusiveWorkplace #FutureOfWork #MyUncertaintyEra #Amazon #rto

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Yesterday I celebrated my 15th anniversary at Amazon. No idea where the time has gone. Feels like a blink of an eye and a life time at the same time. I love my team, my amazing manager Amy Ruddell, and my job (mainly because of the smart people I work with). That hasn't always been the case, it’s been a ride with ups and down to get here, lost myself in the job at times, but grew more than I ever could imagined. Here’s what I’ve learned to thrive in a high-demanding company:   - Love what you do, or leave it. Life’s too short to do something you hate. - Say yes to opportunities. Do something that makes you uncomfortable. Whether you succeed or not, you’ll always expand your mind and skills. - Find as many role models and mentors as possible, there are many people to learn from. - Focus on what makes the biggest impact to your customer, not what/who makes the most noise. Push back on 'busy work'. Deadlines are most often artificial. Escalations are only truly urgent if lives are impacted. - All employees are human, nobody is above or below you, regardless of their level and position. Tread everyone with respect while staying true to your principles and instincts. - You are the owner of your work-life-harmony. Set healthy boundaries. Ask your leadership to help prioritizing, if needed. - You are the owner of your career path. Ask for what you want and need, nothing will be handed to you if you're not clear where to go and how to get there. - A bad manager can not only block your career path but also impact your mental and physical health. Choose a manager who fosters growth, independence, uniqueness and a healthy work climate. - Life is about connections. Care about people around you. Make time to ask them how they are, truly. Most importantly: Don’t lose yourself in your job. Stay holistically happy. Take care of your physical and mental health, have creative hobbies, foster your social connections. If you’re a happy human, you can be a much better employee, too.

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I met a former Amex recruiter who had recruited the highest number of candidates. Despite this, they were not hired again due to over-experience. The new policy favors hiring fresh candidates, but if a manager can leverage cost-saving arguments to secure a salary increase, it raises questions about cost efficiency. For instance, if hiring four freshers at a cost of 20k each totals 1 lakh, but the company is reluctant to pay 70k to an experienced candidate, it suggests that managers may not always be efficient in cost management. Four managers together cost over 60 lakhs annually. If the company is truly focused on cost-cutting, it should consider restructuring at a higher level. An experienced recruiter, who can handle recruitment, management, and associated tasks efficiently, should be valued and appropriately compensated. It is problematic if a company values V&A assessors at 10 lakhs each—where five V&A assessors are employed to check communication skills—when the experienced recruiter has already performed these tasks effectively. Policy changes should align with giving recruiters appropriate responsibilities, including V&A assessments. If cost-cutting is a priority, significant savings could be achieved by reducing excessive managerial roles and redundant positions. A knowledgeable recruiter with five years of industry experience could effectively manage recruitment, reducing the need for separate managers and V&A assessors. Talent should be respected and utilized in a manner that aligns with the company's growth objectives.

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Hey Alexa, let’s trim our management layer by 14000 to improve operational efficiency. After the RTO mandate, Amazon plans to cut a chunk of management roles globally. I am positive more companies will soon follow suit. More than ever before, this is the age of sharpening your management skills to stay ahead of the curve. Gone are the days when you can survive/grow in a company based on relationships and people pleasing. Although it still exits to a large extent under the pretext of “networking” or “building relationships” but if that is you, you're going to lose your seat the table. For instance, we have a growing population of Gen Z’s coming into the workforce, hiring and managing this new workforce needs a fresh approach and mindset. Most teams by now have a diverse group of cross generational talent. The manager of a high performing team will know how to utilize cross generational skills effectively rather than treating everyone with the same style of leadership. #situationalleadership Some people are managers and some are true leaders. Leaders “lead” and managers “manage”. With all the technological changes coupled with mass restructuring, this distinction will become more evident in the years to come. 

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As we mark the end of Pride Month this year, we need to remember that it's more than just a month or day. It's a commitment. Every year, corporations publicize their endorsement for LGBTQ+ equality in June by using rainbow-centric merchandise, emblems, and melodies. As the month-long recognition concludes, it serves as a poignant reminder of the responsibilities that come with being an Ally. As I talked about at #TAweek in January, anti-LGBTQ+ bills and laws are on the rise. The noticeable retreat from some corporate allies, likely due to political pressures, is concerning, especially given the increase in violent threats and the introduction of over 500 anti-LGBTQ+ bills this year alone. The rhetoric aimed at turning us against one another only exacerbates these issues, making it clear that our fight for equality is far from over. Collectively, our actions can usher in significant change. Authentic Allyship necessitates a continuous commitment to education, advocating against discrimination, supporting LGBTQ+ organizations, and cultivating inclusive environments. It is imperative to make a steadfast commitment to standing up every day and championing equality. Love is love.

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Scathing and an indicator of what’s to come. IMO we should not be afraid of AI destroying our ability to get a job. I look forward to the day AI enables hundreds or thousands more people to be able to build businesses that employ people and treat them more fairly than what we’re seeing now.

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Amazon’s Return to Office Mandate: Innovation or Restriction? As remote work reshapes industries, Amazon is doubling down on in-person collaboration. Is this the right move to spark innovation, or is it limiting employee flexibility and creativity? Which side are you on? #Amazon #FutureOfWork #ReturnToOffice

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I feel lucky to work with some of the most talented people in the world at Amazon. They are good at a LOT of things. What are you good at? Have you considered becoming really good at complimenting people? Maybe not, but it’s actually a great skill. We live in a world where we hear lots of not-so-positive things every day. There is no shortage of negative stimuli, so we want to be intentional about finding positive stimuli. Why not be a source of it? I heard someone say a while ago, “If you are wondering if you should say that nice thing or give that compliment, just do it. It might be the only nice thing they hear all day.” Wow. Here are six compliments that can really encourage and inspire people (though #4 is a bit context dependent 😊). We all love hearing that we did something well, and I have a feeling that we could all use a bit more of it! https://lnkd.in/gXi69dVe What’s your favorite compliment that you’ve given or received? Put it in the chat. I’d love to hear! #compliments #positiveimpact #gratitude #emotionalintelligence

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Transparent Post: Today’s my last day as a Senior HRBP at Amazon. I've been in office 5-days a week since July 2023, transitioning from 7 years remote work. My decision isn’t related to the recent RTO policy. Sixteen months ago, I made the leap from recruiting to HR, taking on new challenges. In that time I’ve led regional initiatives collaborating with HR leaders across the US, made significant impact to Amazon employee experience, and collaborated with senior leaders in global operations, gaining invaluable insights about myself and my career. Recently, I experienced burnout and a sense of unfulfillment, despite my growth at Amazon. The daily 2.5hr RT commute, long hours, and changing environment also took a toll, leaving me feeling disconnected as a wife and mother. Mornings were a whirlwind of anxiety—getting my daughter ready for school while catching up on her day, and ensuring I connected with my teenager before he left for school because I wasn’t sure if I’d be back home before bedtime. I was physically present but mentally disconnected, and knew I needed to prioritize my mental health and family more. Additionally, my work commitments limited time to take on clients in my coaching business—something that kept me fulfilled as I helped others. I also hadn’t been as active on LinkedIn, sharing tips and insights like before. If you noticed my absence, that’s why. So, what did I do about all of this? I took a four-week leave of absence to focus on my well-being and seek support from my doctor and my therapist. 💡Friendly Reminder/Tip: Use your benefits when you need support, that’s what they are there for. If you’re not sure where to start, reach out to HR💡 This time away from work to focus on my mental health helped me regain clarity about my true desires moving forward and daily steps I needed to take to create an environment I can thrive in. I started journaling daily, took daily walks in the morning, made dinner for my family again and incorporated after dinner family walks. I did what I loved and focused on me. That investment paid off and I’m excited to announce that I’ll be starting a new role on Monday in a senior HR risk and compliance role, leading equal employment programs at Amazon globally. My new manager is amazing, commute is no longer an issue, flexibility/understanding is present, and the team’s energy/enthusiasm is inspiring! I’m thankful that Amazon offers diverse opportunities for employees to transition into roles that align with their career goals and work/life balance needs. Reflecting on my journey, I am grateful for the challenges that have brought me to this moment and for the incredible people I’ve learned from over the past year at PGA1 and across all of Amazon Global Operations. Thank you!🙏🏽 To those at a crossroads in your career or life, if I can navigate this path, I believe you can too. Here’s to new beginnings! 💙 #coachkarie #mentalhealthmatters #prioritizeYOU #worklifebalance #familyfirst

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After nearly five incredible years at Amazon, I’ve decided to hang up my cleats and embark on a new journey. I chose to leave Amazon just 10 days before my five-year anniversary to pursue what I love most and didn’t have the mental capacity to do before—traveling. In 2023, I took a year-long sabbatical to focus on my mental health and regain my strength. After returning to work for six months, I realized it was time for a change. Navigating the tough job market, overcoming imposter syndrome, and remembering all of my accomplishments while getting back into the swing of resumes and interviews after five years was a big shift. I wanted to share my job hunt stats to provide some insight into the current job market and perhaps offer some encouragement to others in similar situations. • 150 days officially searching • 130 applications • 46 different resumes • 18 companies who got back to me • 8 interviews/recruiter calls • 1 certification completed For me, this shift was about acknowledging my skill sets and accomplishments. I’ve always been great at articulating them; putting it on paper was a different story. That’s part of what I had to overcome in this market—putting it on paper to land the interview for the role I deserve, rather than settling for a role from a resume that doesn’t actually define my value and expertise. Please take your time and, if you can, don’t settle for any offer/company. Know and remember your worth. Take the time to identify what you want for your future and how you want to be treated as an employee… Never forget to interview them as well. I’m incredibly thankful for the great people I met along the way—there are too many to tag, but you know who you are. Your support and encouragement made this journey much more manageable. Timing is everything. Six months ago, I reached out to a recruiter who had sought me out years ago for a role. I applied for another role and contacted that recruiter to forward my information, if possible. The position six months ago didn’t fit, but four months later, there was a fit. This experience taught me the value of not burning bridges with recruiters and staying connected. Good luck to everyone out there still on the hunt. Remember rejection is only redirection. Leverage your network and stay resilient! Want to know what I’m doing and where I’m going next? Stay tuned! #Dayone #ExAmazon #Amazon #thoughtleadership #careers #courage #supplychain #jobseeking #jobhunters #jobjunting #jobsearchchallenges

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Wow, cutting 14,000 management roles at Amazon? That sounds pretty intense! While the idea of empowering teams with more accountability is super appealing, I can’t help but wonder if this might backfire and lead to burnout for some folks. Remember that Amazon project that lost its spark when they slashed managerial oversight? Yeah, projects can hit a wall without that guidance. - Sure, trimming management could save a whopping $3 billion each year, but is it worth it? - A jump of 15% in individual contributors might shake up team dynamics more than we think. - Streamlining sounds great for building a positive culture, but it could also choke that vital creativity we all love. What do you all think? Is Amazon risking its innovative spirit with this move, or are they just being bold in the name of efficiency? #Amazon #Management #Innovation #DiversityOfThought #TeamDynamics #Burnout #Leadership #OrganizationalChange #BusinessStrategy #Efficiency #CompanyCulture #EmployeeEmpowerment #CreativeThinkin

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Today is my second Googleversary! I feel so lucky to be a part of such an amazing company, team and organization. It has been 2 years of continuous change and growth! Thanks to everyone that has been part of my journey at Google, can’t wait for what comes next! #googleversary #google

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Have you ever wished you could get firsthand insights on working at a company from someone not involved in the hiring process? Meet Candid Chats, Amazon's candidate enablement program. It offers a unique opportunity to connect with an affinity group ally or member during your final interview stage. The goal is to create a safe space for candidates to envision themselves at Amazon and ask questions freely. Here's a sneak peek into what you can expect during this engaging session.

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If your are looking for your next role at Amazon, here are my top tips for landing your dream job: 1 - Focus on the Leadership Principles: Amazon prioritizes its 14 Leadership Principles https://lnkd.in/emGg9iN5. Showcase how your experiences align with these principles in your resume and interviews (think customer obsession, frugality, and invent and simplify). 2 - Quantify your Achievements: Numbers speak volumes! Use data and metrics to demonstrate the impact you've made in previous roles. 3- Be Prepared for Behavioral Questions: Amazon loves "tell me about a time" questions. Prepare strong stories using the STAR method (Situation, Task, Action, Result) to highlight your problem-solving skills and results orientation. 4- Practice Makes Perfect: Amazon interviews can be challenging. Do mock interviews with friends or colleagues, and utilize Amazon's online resources to prepare for different question formats. Bonus Tip: Research the specific team and role you're applying for. Show genuine passion and understanding of what Amazon does. Good luck on your Amazon journey! #AmazonJobs #CareerTips #Finance

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Attention job seekers - unfortunately, we have learned that certain individuals are exploiting FloQast’s name, image, and current job postings as part of a dishonest scheme to gain personal information and potentially money from those looking for a new role on LinkedIn. Please know that FloQast’s Talent Acquisition team will always contact you from an email address ending in @floqast.com and will NEVER initiate contact via text message. We conduct all of our interviews live and over the phone and video. We will NEVER request money or personal financial information from you over email. We will also NEVER ask you to conduct an interview over platforms including instant messaging or chat programs, Skype, or Microsoft Teams. When in doubt:  - Confirm that the role is posted on our website: (https://lnkd.in/gDahAHR) - Confirm that the individual is associated with FloQast on LinkedIn - Ensure that the email is associated with the @floqast.com domain These activities are incredibly frustrating and saddening, and we’re here to offer clarity when you need it. If you encounter a potential scam, please let us know at [email protected]. To apply for legitimate job opportunities with our company, please only use our official careers website at https://lnkd.in/gDahAHR.

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Our real-time Compensation Data Tool is HERE 💰 💸 🤑 💴 Breaking down: what is Comp Engine? It’s the first-ever Free (!!!) GTM Compensation Tool that gives you real-time salary insights for top sales, marketing, and go-to-market roles. Whether you’re hiring for your team or benchmarking your own compensation, Comp Engine puts accurate, live data right at your fingertips So, why Comp Engine? It’s powered by Betts Connect, using REAL-TIME placement data and compensation figures from hundreds of thousands of candidates in our network. This ensures the most accurate and up-to-date salary data for all your hiring needs Check it out (at no cost) here: https://hubs.la/Q02RKdTq0

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After 8 memorable years, my time at Google has come to a close. Like many who have posted here, my role was impacted by the recent layoffs. While the news was a surprise for sure, it has also offered an opportunity for positive change. I've enjoyed valuable family time and this transition perfectly aligns with our move back to the SF Bay Area. I'm immensely grateful for the amazing colleagues and mentors who shaped my time at Google. You know who you are – thank you! I'm also thankful for Google's support in pursuing my MBA at Columbia Business School, a decision that continues to guide my career in marketing. This next step has allowed me to take inventory of my skills, examine my career path, and get excited about the career possibilities ahead... My strengths: ✅ Strategic messaging, positioning, and go-to-market  ✅ Data-driven marketing approach ✅ Collaborative problem-solver skilled in navigating complex scenarios with flexibility and adaptability. 🧠 Staying Ahead:  I'm fascinated by the potential of generative AI to impact the marketing function. I'm actively learning prompt engineering and staying on top of industry trends. So with that, what am I looking for? 💡 I’m Interested in: Product Marketing Manager and Sales roles in the SF Bay Area within enterprise B2B software and consumer tech. 🖐 How you can help: If you're in my network and know of open positions matching my background, please reach out! Thank you, Google for an incredible chapter. I'm excited to write the next one! 🙏🙏 🙏 #productmarketing #layoffs #opportunity #openforwork #sanfrancisco #google #columbiabusinessschool

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