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Get to know a HP Veteran: Nick Guidry - Learning & Development Program Manager

As the Veterans Staffing Program continues to build momentum and reach out to our military service members past, present, and future I’m going to take time each month to recognize those veterans that are already part of HP. These brief questions and answers will serve to help you understand how they came to HP, and in turn how you can get to HP. 

With that, I’d like to introduce Nick Guidry, and here is his story…


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Thanks for taking time out of your day to talk with veterans about careers at HP!  Could you first share a little bit of who you were in the military?


I served in the United States Army for 10 years with a brief break to attend college.  I enlisted in 1998 as an infantryman, and was first assigned to the 10th Special Forces Group – Airborne at Fort Carson, Colorado Springs, Colorado. 


I went on to become Assistant Operations Manager and Senior Operations Manager with the 72nd Brigade Special Troops Battalion, 72nd Infantry Brigade Combat Team, 36th Infantry Division. 


My last assignment was as the Training and Development Manager for the 536th Brigade Support Battalion. I transitioned from active service in April of 2013, and currently serve in the Texas Army National Guard.


What is your role here, inside HP?


I assumed the role of Learning Program Manager for the New Employee Orientation program in April of 2013.  I am a member of the Corporate Learning & Development organization.


How did you find out about opportunities at HP?  Tell us about your interview experience at HP.


I found out about opportunities at HP through a long period of research and monitoring of the HP job search function.  Also, I followed HP as a company on LinkedIn so I could be constantly updated on open requisitions.  On LinkedIn I strategically targeted networking with the public sector and veteran program recruiters. This was facilitated by a crafted contact message sent to all parties citing my experience, education, and desire. This was an extended process, but eventually the right position was found and I secured an interview.


The interview process was comprehensive; therefore, I prepared comprehensively to succeed.  This preparation included studying the company’s annual reports, setting up a Google alert for HP news, watching speeches and reading interviews from the executive team, and utilizing tips on Glassdoor.com. 


The first step in the formal interview process was an informational interview with a member of the Americas Recruiting Team.  The purpose was the gauge my background’s correlation with the requisition. 


The second step was a telephone interview with the hiring manager.  The purpose and direction of this interview was to gauge my experience, and to tell me more about the scope of the role. 


The last interview was a face-to-face interview with the hiring manager and a potential team member.  This was the most stressful of the interview series.  I prepare, crafted, and rehearsed my answers and tried to be as comfortable as possible.  However, in this interview I had one goal – tell a compelling story. 


Three days later I received contact from the hiring manager offering the position of my dreams.  I am now proud to be a brand ambassador for HP.


A lot of companies have really focused on hiring veterans – what was about it HP that made you say yes?


The values exhibited in the HP Way Now, and imparted by the hiring manager and recruiting team were evident.  I had interviewed with numerous organizations that spoke about team work, passion, and productivity, but every person I met at HP displayed in a very real way these qualities.  


Also, when researching HP, I understood that the potential for internal movement, both laterally and vertically, is much greater than what you will find at smaller organizations.


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Now that you’re here at HP, what are the two biggest things you wish you knew more about when you transitioned out of the military uniform?


There are two things that I learned along the way that I believe that I or any other veteran transitioning would find valuable.


First, working within the globalized world can be difficult at times. I wish there would be more training or information available related to country specific professional customs, time zones, and best practices for international workstreams.


Second, I wish I would have had more information, or readily accessible information related to employee resource groups, namely the Veteran and Young employee resource groups.


I want to take a moment to thank Nick for his time and thoughts about his journey to HP. You may connect with Nick on LinkedIn and check back for more stories from veterans now building great careers at HP!


The Veteran Staffing Program looks forward to bringing you more candid conversations with veterans recently hired and a host of other topics in the weeks to come.


- Dan


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Dan Piontkowski is the leader of the Veteran Staffing Program at HP. He is both a Navy and Marine Corps veteran and has worked in the military recruiting program space for the past 8 years. Connect with Dan on LinkedIn.




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