The interviewing process at Amazon may be stressful and demanding, but it does come with its fair share of excitement. On the plus side, it’s pretty consistent. We know the basic framework of the interview process, making it a bit easier for us to overcome if we have all the suitable instruments. It doesn’t imply the interview will be simple (far from it! ), but at least you won’t be starting from scratch.
So, to help you reach your Zion, we’ve prepared the following guide on Amazon Interview Process.
Amazon Interview Process
Take-home or online assessments are usually for new graduate careers and internships. However, Amazon makes use of online tests for few experienced positions as well. Before moving on to the phone screening stage, the company administers three different online examinations.
The first online exam involves 7 Debugging questions. The time limit stands at 20 mins.
- There are two coding questions in the second online evaluation. You have 70 minutes to figure them out.
- Two elements make up the third online evaluation. The first stage is known as work stimulation and often lasts for two hours. The reasoning comes in second. There are 24 questions in total, and you have 35 minutes to answer them all.
Screening call with HR or Internal Recruiter
Technically, the process doesn’t kick it until you’re scheduled for a face-to-face or over-the-call interview. However, as soon as you click “Apply,” the hiring process commences. Visit Amazon’s main website or use a job aggregator such as Jooble to stay updated on the available amazon vacancies.
Your profile is added to the internal database and is queued for review. After that, a brief list is compiled by several hiring process participants who eliminate irrelevant applications. The Hiring Manager will then have a small list of candidates to choose from.
90% of the time, the recruiter will assemble a preliminary shortlist and then forward it to the Hiring Manager for consideration.
And for that 10%, the Hiring Manager might assist the recruiter in drawing out the list if the recruiter is away on vacation or filling the position is a priority for the company.
The hiring managers will pick the applicants who will be scheduled for screening calls.
The relevant person will contact you to interview someone in charge of evaluating applicants for the role. This is typically the first contact jobseekers have with Amazon.
If you didn’t get that call, you know what that means.
There’s no formulae or trick to driving your profile forward. Since no two jobs are alike, nor two hiring situations are the same. Sometimes hiring managers gamble on candidates to see what follows.
There are several things you can do, though, to lessen the likelihood of not getting progressed despite your intriguing profile.
First thing first, seek to ensure that your CV is simple and easy to comprehend. Fancy designs are of little use to the Amazon interview process, and they certainly don’t speed up the process.
Second, focus on your duties and accomplishments. To save space, put them over skill lists and interests in your resume.
Phone Screen to Loop
Your interview process kicks in with a screening call, which is an over-the-phone audio call. The contents of the screening can be 100% functional, 100% behavioral, or sometimes both.
The MO of the screening is to either reject or advance to the next stage. It’ll take a couple of days to receive a response. Sometimes it takes a bit longer due to low bandwidth.
The third stage of the process is termed the “Loop.” It refers to back-to-back interviews conducted by amazon. It can span over a couple of weeks from your initial screening. Regarding non-technical positions, the Loop interview topic is based on Amazon’s Leadership Principles and is 99 % behavioral.
Sometimes, hiring managers may schedule a briefing call with the applicants to clarify their role and responsibility before the loop.
This interview focuses on your prior work experience. In a nutshell, they want to know what you’ve accomplished, what you believe in as a leader, and what technical/functional abilities you have relevant to the position.
The Bar Raiser
The Bar Raiser focuses on the following areas:
- Questions asked by candidates.
- Is the potential hire a good fit for Amazon’s leadership role.
- Is the applicant able to see the bigger picture in terms of the role or the product?
- Is the applicant customer-centric?
A debriefing follows the interview stage, where candidates are given feedback on their performance. A meeting scheduled by the Bar Raiser is attended by all interview panel members. At this point, they talk about how the candidate did throughout each round and exchange notes.
The BR’s role is to make sure all the decisions are reached fairly and to eliminate any prejudice that occurs during the discussion.
The Debrief concludes with a general vote as well as an offer. Both the Bar Raiser and hiring manager must concur in order for the total vote to be “inclined.” Also, the Bar Raiser’s vote is sufficient to dispose of the final vote.
To sum it all up, Interview panel members are important to convince, but Bar Raiser is the boss.
Keep that in mind!
In nine out of ten instances, answering “yes” to the Debrief question correctly during the Amazon interview process results in an offer. If it all goes well, Hr would want to know your present and projected salary. Amazon will mail you a written offer, or you will be invited for an in-person meeting.
Be sure not to negotiate in this meeting, and all the negotiations should be carried out before the offer letter.
Before you go
We hope you can use this article to your benefit. Getting a job at Amazon can be difficult, but it’s not insurmountable. Just plan and advance forward and be yourself and you’ll ace it.