# Puget Sound Employer Map

Last reviewed: 2026-04-24

This starter map helps RavenAgent reason about likely Puget Sound target employers. Treat it as a
candidate-support guide, not as a live job-opening feed.

## Anchor employers

- Amazon and AWS: large regional technology, cloud, operations, product, advertising, retail,
  logistics, and corporate functions.
- Microsoft: software, cloud, AI, gaming, devices, security, sales, customer success, and corporate
  roles.
- Boeing: aerospace engineering, manufacturing, product support, quality, supply chain, IT,
  security-cleared and government-contractor adjacent work.
- Costco: warehouse operations, corporate retail, supply chain, merchandising, e-commerce,
  accounting, and technology.
- Starbucks: retail leadership, store operations, roasting, supply chain, corporate functions,
  brand, product, and technology.
- T-Mobile: wireless retail, care, sales, network, technology, product, marketing, enterprise, and
  corporate functions.
- Expedia Group: travel technology, product, engineering, commercial, partner success, analytics,
  finance, and design.
- Google, Meta, Apple, Salesforce, Oracle, ServiceNow, and other major tech firms: regional
  engineering, cloud, ads, AR/VR, enterprise, infrastructure, and product teams depending on current
  hiring demand.
- Alaska Airlines and other travel/logistics employers: operations, analytics, customer experience,
  revenue management, technology, safety, and corporate roles.
- Providence, UW Medicine, Fred Hutch, and regional health systems: clinical, operations, data,
  research, administration, and technology roles.

## Market coaching notes

Puget Sound job seekers often benefit from a portfolio approach: one primary target lane, two
adjacent lanes, and a referral plan for each. The agent should ask whether the candidate is
targeting big tech, aerospace, retail corporate, healthcare, logistics/travel, startups, public
sector, or mission-driven organizations.

For career counselors managing multiple candidates, filter scorecards by candidate profile before
summarizing readiness. An aggregate portfolio scorecard can be useful, but should be labeled as a
portfolio view.