ATLVets Leadership Institute · AMP 101 Launch
Mentor LinkedIn Review
Your first asynchronous touchpoint with your assigned AMP 101 cohort member
Your Mission
You've been paired with a veteran entering AMP 101 Cohort 1 — our 4-week manufacturing workforce program launching July 5. Before you meet them in person, you're going to do one thing for them: review their LinkedIn profile and give them honest, brief feedback on what to fix before Kickoff Saturday.
This is intentionally a light-touch first review. You're not doing a deep audit — that happens in Week 1 when they do the full manufacturing-tuned rebuild. You're checking whether the basics are in place. Your feedback will reach them within 30 minutes of you submitting this form.
By the time you meet your vet in person at Week 1, you'll have already had a real exchange. Their first impression of you isn't a handshake — it's that you took 20 minutes to look at their profile and give them three actionable things to fix. That sets the tone for everything that follows.
The 7-Item Review
Open your assigned vet's LinkedIn profile in another tab. Then work through these 7 items — they should take about 15 to 20 minutes total. Make notes as you go. You'll enter your answers in the form below.
Profile Photo
Is there a photo? Is it the vet (not a logo, dog, family photo)? Is it a head-and-shoulders shot, reasonably professional? Selfie style is fine for Cohort 1 — we're not requiring studio photography.
Headline
Is the headline updated? Is it more specific than "Looking for opportunities" or "Open to Work"? Does it reference military background or current role in a way that tells a recruiter who this person is in 5 seconds?
About Section
Is there an About section written? Is it more than one sentence? Does it tell a coherent story about who the vet is, where they've been, and where they're going? A blank About section is the #1 fix opportunity at this stage.
Military Service
Is military service listed in Experience? Does it include unit/branch and dates? Are the responsibilities translated into civilian language — or still in military jargon (MOS codes, deployment names, acronyms a hiring manager won't recognize)?
Skills Section
Are there at least 5 skills listed? Are they relevant to manufacturing or manufacturing-adjacent (leadership, safety, operations, equipment maintenance, project management, supply chain)? Or are they generic skills that don't connect to the target industry?
Education
Is education listed? Anything counts — high school, military training schools (Basic, AIT, NCOES), college, certifications, trade schools. Manufacturing hiring managers look for evidence of structured learning, not just degrees.
Top 3 Priorities + 1 Encouragement
What are the 3 most important things this vet should fix or add before Kickoff Saturday? Be specific and brief — bullet-point style. Then find one thing the vet is doing well and call it out. Always lead with something positive at the end.
Resist the urge to do a deep audit. Cohort 1 vets are new to LinkedIn-as-a-job-tool. Focus on the basics. Detailed manufacturing-tuned coaching happens in Week 1 once you've established the relationship. Quick wins now beat comprehensive critique.
Submit Your Review
Complete the form below. Your responses will be formatted and emailed to your vet within 30 minutes. The email comes from your address — not from a noreply account — so your vet can reply directly to you.
What Happens After You Submit
Within 30 minutes: Your vet receives your formatted review by email, sent from your address. They have until July 4 to integrate basic fixes before Kickoff Saturday.
Within 5 days: You schedule your first 1:1 with your vet during Week 1 (Monday July 7 through Friday July 11). Octavio sends you a scheduling link separately.
Throughout the cohort: Weekly 1:1s with your vet — typically 45 minutes — through August 1 graduation. The full mentor commitment is approximately 5 to 6 hours per vet over the 6-week pre-cohort plus cohort window.
