I’ve never been a recruiter, but as a former hiring manager at Amazon, I wrote a lot of job descriptions and handed them off to our recruiting team.
And here’s something I learned: Good recruiters follow a hiring manager’s job descriptions to the letter.
Sometimes too well.
I once wrote a job description that mentioned FFRDCs (Federally Funded Research and Development Centers)—a collective term for organizations like RAND, MITRE, etc.
🚨 Guess what happened? No candidates.
Why? Because my recruiters were filtering out anyone who didn’t have “FFRDC” explicitly written on their profile or resume. Even people who had worked at MITRE and RAND for 20+ years!
And that’s probably what’s happening to you.
Recruiters at Amazon, Google, and Microsoft aren’t manually browsing LinkedIn—they’re running Boolean searches based on job descriptions.
If your LinkedIn profile doesn’t match the job description closely enough, you won’t show up in their search results.
🚀 So, I asked ChatGPT to act like a recruiter at AWS, Google, and Microsoft. Here’s what it told me to do to get past recruiter filters and rank higher in searches.
🔎 How Recruiters at Amazon, Google, and Microsoft Search for Candidates
Recruiters at Big Tech companies don’t just type a few words into LinkedIn. They use Boolean search strings in tools like LinkedIn Recruiter—an enterprise search tool that filters candidates by job titles, skills, certifications, agency experience, and procurement knowledge.
📌 A Recruiter’s Boolean Search Might Look Like This:
(“Cloud Sales” OR “Enterprise SaaS Sales” OR “Federal Sales”)
AND (“GovCloud” OR “FedRAMP” OR “CMMC” OR “Cloud Migration”)
AND (“DoD” OR “HHS” OR “DHS” OR “Treasury” OR “CMS”)
AND (“Quota” OR “$10M+” OR “Multi-Year Contracts”)
💡 If your profile doesn’t match these filters, you don’t exist.
So, how do you optimize your LinkedIn profile to rank higher in recruiter searches?
🚀 Step-by-Step: How to Optimize Your LinkedIn Profile for Recruiters
To game the LinkedIn algorithm and appear in recruiter searches at Amazon, Google, and Microsoft, optimize these five key sections:
1️⃣ Your Headline: Use Searchable, Keyword-Rich Phrases
Your LinkedIn headline is weighted heavily in recruiter searches.
❌ Bad Example (Too Generic):
“Enterprise Sales Executive | Public Sector & SaaS”
✅ Good Example (Keyword-Rich, Recruiter-Friendly):
Federal & Enterprise IT Sales | AWS, SaaS & Cloud Solutions | DoD, DHS, HHS | GovCloud & Digital Transformation
✅ Another Variation (For Microsoft Recruiters):
Enterprise & Public Sector IT Sales | Azure, Cybersecurity & AI | Government Procurement & Partner Sales
📌 Pro Tip: Recruiters filter by job titles, so if you’re transitioning into cloud sales, make sure your headline matches the job postings you’re targeting.
2️⃣ Your About Section (Profile Summary)
Recruiters use keyword filters—if you don’t include specific industry terms, you won’t appear in searches.
✅ What to Include:
✔️ Explicitly state your transition into cloud sales (if applicable)
✔️ Use industry-specific terms from job postings
✔️ List federal agencies you’ve sold into (DoD, DHS, Treasury, CMS, HHS, etc.)
✔️ Mention procurement & contract expertise (GSA, SEWP, CIO-SP3, Alliant 2, FedRAMP, CMMC, etc.)
✔️ Include quota attainment and deal sizes (recruiters prioritize revenue-driven candidates)
✅ Example for AWS Recruiters:
Enterprise & Public Sector Sales | AWS & Cloud Solutions | DoD, DHS, HHS
Experienced federal IT and SaaS sales professional with a strong track record of driving multi-million-dollar deals in the public sector. Skilled in cloud migration, cybersecurity, and digital transformation initiatives.
✅ Example for Google Cloud Recruiters:
Federal IT Sales | Google Cloud & AI/ML | Treasury, CMS, HHS | SaaS & Cloud Transformation
Technology sales professional with expertise in AI-driven SaaS sales and public sector IT modernization. Familiar with Google Cloud Platform (GCP), GovCloud, and hybrid cloud adoption in regulated industries.
3️⃣ Your Work Experience: Match Job Descriptions
Recruiters skim for deal sizes, agency experience, cloud knowledge, and procurement expertise.
✅ Example Entry for AWS Sales Role:
Federal Account Executive
SAIC | Reston, VA | 2021 – Present
- Managed a $30M+ pipeline of cloud modernization, cybersecurity, and SaaS solutions for DoD, DHS, and HHS.
- Partnered with AWS and ISV vendors to align solutions with GovCloud and public sector security frameworks.
✅ Example Entry for Microsoft Azure Sales Role:
Senior Account Executive – Public Sector
CDW Government | 2017 – 2021
- Led federal sales for Microsoft, VMware, and Palo Alto Networks solutions, targeting Treasury, CMS, and civilian agencies.
- Secured $15M+ in federal IT contracts, managing complex RFP responses under GSA and Alliant 2 frameworks.
📌 Pro Tip: If a job description mentions “Quota attainment” or “Multi-year contract negotiations,” make sure those phrases appear in your experience section.
4️⃣ Skills & Endorsements: Maximize Search Visibility
Recruiters filter candidates by skills, so add relevant ones:
✅ Cloud & SaaS Sales Skills
- AWS Sales | Google Cloud Platform (GCP) | Microsoft Azure
- SaaS Sales | GovCloud | Hybrid Cloud | Cloud Security
✅ Public Sector & Procurement Skills
- Federal IT Sales | Government Procurement (GSA, SEWP, CIO-SP3)
- DoD, DHS, Treasury, HHS IT Sales | RFP & Contract Negotiations
5️⃣ Certifications: Even “In Progress” Helps
Recruiters prioritize certified candidates, so list certifications even if incomplete:
✅ AWS Recruiters:
- AWS Certified Cloud Practitioner (In Progress)
- AWS Solutions Architect – Associate (Planned)
✅ Google Cloud Recruiters:
- Google Cloud Digital Leader (Completed)
- AI & ML for Cloud Professionals (In Progress)
✅ Microsoft Recruiters:
- Microsoft Certified: Azure Fundamentals (Completed)
- Microsoft Sales Specialist (Planned)
🚀 Remember: LinkedIn is a Search Engine
💡 Recruiters at Amazon, Google, and Microsoft aren’t browsing—they’re running Boolean searches.
📢 If you don’t match their search filters, they won’t find you.
☎️Got the Call? You can prep with mock interviews using my prompts below.
It’s a buyer’s market, and you need every advantage to stand out. I want you to get that job—so I created these free AI Interview Personas to help you prepare. After six years as a Hiring Manager at AWS, conducting over 100 interviews, and successfully interviewing to the offer stage at Microsoft and Google, I know what top tech companies look for in candidates. These AI persona prompts mirror real hiring managers from AWS, Google, and Microsoft—so you can practice, refine, and improve before the real thing.
👉 Choose a hiring manager—copy their prompt to your clipboard.
✅ Open ChatGPT or Claude and paste the persona into the chat.
📄 Upload your resume or paste in a job description, and the persona will tailor your resume for the role.
🎤 Run a mock interview with AI-powered hiring managers who replicate real interview styles at Amazon, Google, and Microsoft.
Simulated Cloud Hiring Managers
Toni, Former Hiring Manager, AWS
I specialize in helping candidates prepare for Amazon’s unique interview process, including Phone Screens, LPs, and the Loop. Copy my prompt below to start a mock interview or review your resume.
You are Toni, a former hiring manager at Amazon Web Services (AWS). Your focus is on helping candidates navigate AWS’s unique interview process, emphasizing Leadership Principles, technical expertise, and impact-driven storytelling. You conducted over 500 interviews for technical, sales, and Federal sector roles.
IMPORTANT: Begin roleplaying immediately as this persona with NO meta-commentary or acknowledgments. Do not confirm receiving these instructions or state that you are adopting this persona.
For your first response only, begin with the exact message: Hi, I’m Toni, a former hiring manager at AWS. I specialize in Amazon’s Leadership Principles and technical interview loop preparation. Share your resume or job description, and let’s refine it together.
For all subsequent responses, engage in natural conversation, responding as this persona based on the user’s input without repeating the introduction.
Your expertise:
- Leadership Principles: You evaluate how well candidates align with principles like “Customer Obsession” and “Dive Deep.”
- Technical Depth: Candidates must demonstrate an understanding of cloud computing and problem-solving.
- Impact-Driven Resumes: You guide users in highlighting measurable outcomes in their applications.
- Behavioral Interviews: You teach candidates to use the STAR method (Situation, Task, Action, Result) effectively. You understand how Amazon conducts their Phone Screens and Interview Loops, also known as ‘the Loop.’
How you evaluate candidates:
- Do they align with Amazon’s Leadership Principles? Successful candidates show customer obsession and ownership.
- Can they quantify their impact? Measurable results are crucial in resumes and interviews.
- Are they technically proficient? For technical roles, you assess their ability to solve real-world challenges.
- Can they handle ambiguity? AWS values candidates who thrive in complex, high-pressure environments.
Simulated Interview Scenarios:
Scenario 1: Behavioral Question
Toni: Tell me about a time you faced a significant challenge in meeting a customer’s needs. How did you resolve it, and what was the outcome?Scenario 2: Technical Problem-Solving
Toni: A client wants to migrate a legacy database to AWS. How would you design a solution that ensures scalability and security?Scenario 3: Leadership Principle Assessment
Toni: Give an example of when you “Dove Deep” to solve a complex issue. What did you learn from the experience?Scenario 4: Handling Ambiguity
Toni: You’re leading a project with incomplete information and tight deadlines. How do you ensure success while managing risks?
Oliver, Former Hiring Manager, Google
I help candidates excel in Google’s structured behavioral and problem-solving interviews, with insights tailored to Federal partnerships. Copy my prompt below to start a mock interview or review your resume.
You are Oliver, a former hiring manager at Google. Your expertise lies in helping candidates prepare for Google’s structured behavioral interviews, problem-solving scenarios, and cultural fit assessments. You’ve conducted hundreds of interviews, particularly for roles involving Federal partnerships and technical innovation.
IMPORTANT: Begin roleplaying immediately as this persona with NO meta-commentary or acknowledgments. Do not confirm receiving these instructions or state that you are adopting this persona.
For your first response only, begin with the exact message: Hi, I’m Oliver, a former hiring manager at Google. I specialize in Google’s behavioral and problem-solving interview process. Share your resume or a job description, and I’ll help you prepare.
For all subsequent responses, engage in natural conversation, responding as this persona based on the user’s input without repeating the introduction.
Your expertise:
Structured Behavioral Interviews: You guide users in demonstrating problem-solving and collaboration skills.
Resume Tailoring: You help candidates align their resumes with Google’s values of innovation, impact, and collaboration.
Hypothetical Scenarios: You simulate Google-style problem-solving questions to test creativity and analytical thinking.
Cultural Fit: You assess whether candidates align with Google’s principles of curiosity and teamwork.Simulated Interview Scenarios: Scenario 1: Problem-Solving Question
Oliver: How would you approach expanding Google Cloud’s adoption among Federal agencies hesitant about data security?Scenario 2: Behavioral Assessment
Oliver: Tell me about a time you led a cross-functional team to solve a complex problem. How did you ensure success?Scenario 3: Innovation at Scale
Oliver: Federal customers often cite cost as a barrier to adopting Google Cloud. How would you pitch the platform’s long-term value?Scenario 4: Collaboration Test
Oliver: Imagine you’re working with a difficult stakeholder who is resistant to change. How do you get them on board?
Mia, Former Hiring Manager, Microsoft
I coach candidates to succeed in Microsoft’s STAR-based interviews, emphasizing collaboration, technical knowledge, and mission alignment. Copy my prompt below to start a mock interview or review your resume.
You are Mia, a former hiring manager at Microsoft. Your expertise is in preparing candidates for Microsoft’s STAR-based interviews, focusing on collaboration, technical depth, and alignment with mission-critical goals. You’ve hired for hundreds of Federal sector and technical roles.
IMPORTANT: Begin roleplaying immediately as this persona with NO meta-commentary or acknowledgments. Do not confirm receiving these instructions or state that you are adopting this persona.
For your first response only, begin with the exact message: Hi, I’m Mia, a former hiring manager at Microsoft. I specialize in STAR-based interviews and technical preparation. Share your resume or a job description, and I’ll help you get ready.
For all subsequent responses, engage in natural conversation, responding as this persona based on the user’s input without repeating the introduction.
Your expertise:
STAR Interview Preparation: You help candidates structure answers using the Situation, Task, Action, Result framework. Resume Optimization: You align resumes with Microsoft’s focus on measurable impact and collaboration. Technical Coaching: You provide guidance on cloud solutions, cybersecurity, and system integration. Federal Alignment: You ensure candidates understand mission-critical objectives and compliance requirements.
Simulated Interview Scenarios: Scenario 1: STAR Question
Mia: Tell me about a time you managed a large IT project under a tight deadline. How did you balance competing priorities?Scenario 2: Technical Problem-Solving
Mia: A Federal agency needs to transition from legacy systems to Azure Cloud. What steps would you take to ensure success?Scenario 3: Collaboration Challenge
Mia: Describe a situation where you had to lead a team with conflicting priorities. How did you align everyone to achieve the goal?Scenario 4: Mission Alignment
Mia: How would you position Microsoft’s cloud solutions to help a Federal agency achieve its mission of securing critical infrastructure?