Amazon's interview process is renowned in the world of hiring and recruitment. Its philosophy, structure, rigidity, and strategic intent place it at the top of recruitment practices among leading companies like Apple, Diageo, and Procter & Gamble. Although rigorous and competitive, Amazon's process is relatively efficient, often concluding within a month for most candidates.
The transparency of Amazon interview process sets it apart from other big tech companies and Fortune 500 firms. As Amazon does not keep its process secret, candidates find it easier to prepare for interviews than companies that withhold information about their expectations.
Thorough preparation is crucial for success in Amazon's hiring process. Many candidates regret not spending enough time preparing or not discovering helpful resources earlier. If you have ample time before your first interview, consider yourself lucky to have found valuable advice well in advance.
This guide will walk you through the typical stages of Amazon's hiring process, detailing what to expect at each stage and offering preparation strategies based on the experiences of thousands of candidates. Additionally, we will provide tips on avoiding common pitfalls during interviews.
What sets this guide apart from others is that it has been written by the co-founders of Day One Careers – former hiring managers and senior leaders at Amazon who founded this interview preparation service in 2021. Having witnessed countless Amazon interview scenarios while hiring, interviewing, and coaching candidates, they can offer candid guidance on what works and what doesn't, giving you an insider's perspective to maximize your chances of securing a role at Amazon.
Understanding the Amazon Hiring Process
The Amazon hiring process timeline consists of seven steps: resume screening, recruiter calls, online assessments, phone interviews (or phone screens), on-site interviews (referred to as "the loop"), internal debrief, hiring meeting and finally, salary negotiation and written offer acceptance. The timeline and duration of each step can vary depending on factors such as the seniority of the role and the urgency to fill it.
Resume screening is done internally, with candidates selected for the next stage. The recruiter call lasts about 30 to 45 minutes. Online assessments differ in length and can last between 20 to 90 minutes depending on the role. Phone screens typically last around 45 minutes each, with one or two phone screens per candidate. Live interviews consist of four to six sessions, each lasting 45 minutes.
After passing the resume screen, the recruiting manager call may happen within a day or two. The time between the assessment and phone screens can range from a few days to a week. Timings between stages may increase when Amazon's team members are involved due to scheduling challenges. The hiring process timeline is longer for senior positions.
Amazon commits to providing a decision within two business days after the phone interview and five days after on-site interviews as part of their Candidate Promise.
In most cases, they adhere to this timeline, with exceptions occurring due to internal factors such as people's availability, logistics, and holidays. Salary negotiation typically takes a few days up to a week and a half, depending on various factors such as the intensity of the talks, Amazon's urgency to hire the candidate, and the number of stakeholders involved beyond the immediate recruiter.
As the negotiation process becomes more complex, it may take longer. However, Amazon rarely negotiates for more than a week to a week and a half. In general, most candidates complete all stages of the Amazon recruitment process in less than a month. Compared to other big tech companies, this is a positive aspect, where candidates may experience their hiring process lasting from three weeks to several months.
Resume Screen - How To Get Through
Overview of the Resume Screening at Amazon
The resume screen marks the beginning of the Amazon interview process. During this stage, hiring managers receive applications from both internal and external candidates. Resumes accompany internal and external profiles, as this is the primary method for candidates to summarize their professional experience. External applications are divided into two resume review queues: one for external candidates and another for external candidates with a referral.
The Importance of Referrals in Big Tech Recruitment
Referrals play a significant role in Big Tech recruitment, as they help maintain a high hiring bar. Existing employees who have passed the Amazon hiring process (or Google hiring process, for example) are unlikely to recommend someone who may not meet the company's standards. At Amazon, hiring managers review referred resumes before moving on to the general queue.
Consideration of Internal vs. External Candidates
While Amazonian hiring managers have no financial incentive to hire internal candidates, they are culturally encouraged to consider internal talent first. However, hiring managers can choose the best candidate for their team and the company, whether internal or external.
How Resumes Reach the Hiring Manager
Resumes reach the hiring manager's table when they are "tagged" by a recruiter or if a candidate is referred. Recruiters manually search Amazon's database of profiles for suitable candidates and tag them against open job requisitions. They also screen resumes to determine if a candidate's profile aligns with what the hiring manager is looking for.
Understanding the Recruiter Screen
It is important to note that there is no guaranteed way to pass the recruiter screen, as it depends on how well your professional profile fits the job requirements. Once your resume reaches the hiring manager's screening queue, they decide whether to interview you.
Demystifying the Applicant Tracking Systems (ATS)
A common misconception regarding Applicant Tracking Systems (ATS) is that specific resume writing or reviewing services can guarantee your resume will pass through it. In reality, ATS refers to the software used by companies like Amazon to manage their interview process. There is no secret formula for creating an ATS-friendly resume; instead, use a simple professional resume template and focus on crafting a clear and concise document that accurately reflects your experience and skills relevant to the position you are applying for.
We've developed a High-Impact Resume Review service for candidates keen to optimize their resumes for a human review at Amazon. We highly recommend anyone seriously considering applying for a position at Amazon to use our service.
Ensuring Your Resume is Searchable in Amazon's System
Amazon's internal system parses resumes into searchable profiles, allowing recruiters to find candidates with specific skills for new roles. To ensure your resume is searchable, it must be in a Word or PDF document with text. Suppose your resume is in a compatible format. In that case, it is suitable for Amazon's Applicant Tracking System (note we don't mention the internal names of the systems since they change periodically and are confidential).
It is important to note that a human hiring manager will review your resume after a recruiter tags it for a role. The hiring manager decides who to invite for interviews, not an AI algorithm. Therefore, optimize your resume for human review by making it simple, straightforward, and without any unnecessary elements.
Formatting Tips for Best Results
Use a Word document with Calibri font at size ten for the best results on a Windows computer. Avoid graphs, charts, pictures, and unfamiliar jargon. Clearly outline your responsibilities and achievements with their outcomes. A text-based resume that is easy to read and understand will increase your chances of passing the human review and securing an interview.
We're Here to Help With Your Resume
As former Amazon Hiring Managers and Interviewers, we know firsthand what it's like to "drink from the hose" on resumes. We understand what resumes passed our 6-second-test and which once didn't catch our eye. This is why we designed the High-Impact Resume Review service, which gives you pages of insights on optimizing your resume for a high-speed human review at high-competition companies.
Assessments - What to Expect and How to Prepare
Amazon interview process includes various assessments, each tailored to a specific job family. In this part of the guide, we will detail the most common forms of assessments you're likely to encounter during your application process. Some might occur before your phone interview, while others occur afterward.
Amazon SDE Online Assessment
The Amazon SDE Online Assessment is crucial to Amazon's Software Development Engineer (SDE) role interview. It evaluates your programming skills, problem-solving abilities, and understanding of data structures and algorithms. Here's a detailed overview of the assessment.
Debugging questions (OA1): The first part of the Amazon SDE Online Assessment includes a set of debugging questions to be completed within 20 minutes. Software engineers will be given a problem and a section of code that contains a bug, which causes it to fail to solve the problem. Your task is to identify the bug and fix the code.
Coding questions: The assessment typically features two coding questions that involve basic data structures and algorithm problems, with a 90-minute time limit. These questions are designed to test your coding skills and system design knowledge.
To prepare for all SDE-related assessments and live coding interview rounds, we recommend Leetcode, a popular online platform established in 2010 that provides coding challenges and resources for interview preparation to software professionals. It presents algorithmic problems ranked from "Easy" to "Hard" in various programming languages. Participants can join contests, earn rewards, and engage in a vibrant community to share and learn strategies. While basic access is free, a premium option offers more questions, especially from major tech company interviews. Users' answers are assessed for speed and efficiency and compared with others on the platform.
Work Simulation and Work Style Assessment
Depending on the position, you may also be asked to complete a Work Simulation and Work Style Assessment.
Work Simulation
The Work Simulation is a job-specific simulation that tests your ability to handle real-life work situations at Amazon. It evaluates your work behaviors to see if they fit Amazon's unique culture and Leadership Principles. The test comprises 5 parts called 'modules' and typically takes about 50 minutes to answer. Each of those modules has you resolving workplace situations that are typical of real-life work challenges.
Here are some tips for the Amazon Work Simulation:
- Familiarize yourself with Amazon's Leadership Principles: Understanding and applying Amazon's Leadership Principles is crucial for success in the Work Simulation.
- Don't worry about time: The Amazon Work Simulation test is mainly untimed, with a running clock 2 hours longer than needed. Focus on providing thoughtful and well-reasoned responses.
- Practice with sample questions: Practicing with sample questions that closely resemble the actual assessment can help you become more comfortable with the scenarios you'll encounter during the test.
- Be prepared for various questions: The Work Simulation may include emails and instant messages from your virtual team, requiring you to make decisions based on Amazon's Leadership Principles.
- Reflect on your work style: Take some time to think about how you like to work, as this will help you with Amazon work-based and work simulation tests.
Remember that the Amazon Work Simulation is designed to evaluate your skills and abilities in a simulated work environment specific to the role you're applying for. By preparing in advance and understanding Amazon's Leadership Principles, you can increase your chances of success in this assessment.
Work Style Assessment
The Amazon Work Style Assessment is a personality test that evaluates your work preferences, qualities, and suitability to Amazon's unique culture. It is styled around Amazon's 16 Leadership Principles and takes most candidates 10-20 minutes to complete. Candidates are given a series of statements and are asked to choose which statement best reflects their work style.
The primary purpose of the Work Style Assessment is to determine if your work behaviors and preferences align with Amazon's Leadership Principles and overall company culture. By understanding and applying these principles, you can increase your chances of success in the assessment and demonstrate your compatibility with Amazon's workplace environment.
To prepare for the Work Style Assessment, it's essential to familiarize yourself with Amazon's Leadership Principles and reflect on your work style preferences and qualities. Practicing with sample questions that closely resemble the actual assessment can also help you become more comfortable with the types of statements and scenarios you'll encounter during the test.
Our signature online course, Amazon Interview Interview System, gives candidates everything they need to prepare for assessments and interviews based on Amazon's 16 Leadership Principles. To get started, sign up for our Free Taster Course and learn how to answer questions based on the Customer Obsession Leadership Principle.
Aptitude Tests
Amazon administers various aptitude tests depending on the role for which a candidate is applying. Some of the most common aptitude tests include:
- Numerical reasoning tests: These tests measure a candidate's confidence and ability to work with statistical information.
- Verbal reasoning tests assess a candidate's ability to understand and analyze written information.
- Logical reasoning tests: These tests evaluate a candidate's problem-solving skills and logical thinking abilities.
Note that not every Amazon interview process requires an aptitude test. Your recruiter will advise you if you will need to sit one. While we cannot vouch for any preparation resource specifically for aptitude tests, some of our students have tried JobTestPrep and were satisfied with their prep materials.
Written Assessment
Amazon emphasizes a writing culture, with internal communication primarily conducted through memos and documents. The company values clarity and conciseness in writing, so candidates for senior positions (L6 and above) must undergo a writing assessment. This take-home task requires the candidate to answer a question from Amazon's interview question bank based on their leadership principles.
The hiring manager and bar raiser will evaluate the submitted write-up will decide whether the candidate's writing meets Amazon's quality standards. If the candidate passes, they proceed in the hiring process; if not, their application ends there.
Amazon's business writing standards are higher than most other companies, as they believe well-written individuals also think well. While they don't expect candidates to write like Amazonians initially, they hope to see enough quality in their writing to be confident that they can quickly adapt to Amazon's writing style.
To prepare for the writing assessment, candidates should rely on their prior experience in business writing and avoid using AI tools like ChatGPT, as it is easily detectable and prohibited at large corporations like Amazon. Instead, using tools like Grammarly to correct grammar and spelling is recommended.
Day One Careers offers a written assessment review service that provides feedback on candidates' written samples without rewriting their work. This service aims to help candidates improve their writing while maintaining their voice and style. If you're interested in the service, contact us via our chatbot.
Recruiter Call - What to Expect and How to Prepare
The next stage in the Amazon interview process is the recruiter call, which typically lasts 30 to 45 minutes. This call, conducted over the phone or through Amazon's conferencing software, Amazon Chime, allows the recruiter to assess your functional fit for the role. The conversation will primarily focus on your skills, projects, and accomplishments, with your resume as the central reference point.
In addition to discussing your background, expect to answer questions about why you want to work for Amazon. Recruiters may also ask a behavioral interview question based on Amazon's 16 leadership principles to assess your cultural fit. Review our detailed guide on responding to Amazon's behavioral interview questions to prepare for these questions.
If you pass the recruiter call, your profile will advance to the next stage: the phone interview.
Phone Interview
What to expect
The next stage in the Amazon interview process is the phone interview. Although called a "phone interview," these interviews are conducted via Amazon's conferencing software, Amazon Chime, due to the prevalence of remote teams within the company.
The phone interview assesses whether you will raise the bar regarding your functional capabilities and fit Amazon's unique culture while adhering to its 16 leadership principles. Phone interviews can include various elements, such as motivational checks (e.g., why do you want to work for Amazon?), walking through your resume, Q&A sessions, and behavioral interview questions based on Amazon's leadership principles.
While the structure of a phone interview may be similar to the initial recruiter call, expect more detailed follow-ups and drill-downs during this stage. The interviewer may be the hiring manager or another team member and will likely know more about the specific role and its requirements than a recruiter.
You may also be asked more pointed functional questions related to your role during the phone interview. These questions assess your understanding of the role's requirements and how you would approach specific tasks or challenges. To prepare for this, discuss with your recruiter if any functional interview questions are typically asked during this stage.
In summary, phone interviews at Amazon serve to evaluate your functional capabilities, cultural fit, and adherence to their leadership principles. Be prepared for a mix of motivational, behavioral, and functional questions that delve deeper into your skills and experiences than in previous stages of the interview process.
Approximately half of the students at Day One Careers seek assistance before their phone interviews, while the other half do so after. It is crucial to pass the phone interview, as it serves as a gateway to the next stage – the loop. Unfortunately, the majority of candidates fail their phone interviews. Therefore, once a phone interview is scheduled, it is essential to begin preparing for it immediately.
How to prepare
Focusing on the most common interview blocks is essential to prepare for phone interviews at Amazon. These include the "Why Amazon?" question, the "Tell me about yourself" or "Walk me through your resume" question, and functional questions related to the specific role. Additionally, be ready to answer behavioral interview questions based on Amazon's 16 leadership principles, which reflect the company's cultural code.
When answering the "Why Amazon?" question, avoid searching for a secret formula or copying someone else's answer online. Instead, consider what genuinely attracts you to the company and how it aligns with your aspirations and motivations. The correct answer will be unique to you and should reflect your understanding of what Amazon can offer you regarding growth and opportunity.
For the "Tell me about yourself" or "Walk me through your resume" question, review your resume and be prepared to discuss your key projects and experiences from a functional perspective. To create a stronger connection between your resume and the job description, have both documents in front of you while preparing. This allows you to highlight how your past experiences can contribute to accomplishing the tasks outlined in the job description.
For functional questions specific to the role, ask the recruiter for guidance on what areas to focus on during preparation. Since there are numerous job families and roles within Amazon, you must tailor your preparation to the position you're applying for.
If you have reached the phone screen stage and completed online assessments for the behavioral interview questions, you should understand what Amazon is looking for in candidates. However, preparing with only one interview and 16 Leadership Principles to cover can be challenging. To address this issue, identify the most crucial leadership principles for the specific role by analyzing keywords in the job description that align with these principles. Watch this video on our YouTube channel, where we show exactly how to do it.
Next, create a story bank of professional situations where you have demonstrated behaviors related to those fundamental leadership principles. Prepare responses and rehearse them, as this aspect of preparation is similar to on-site interviews. More detailed information on preparing for behavioral interviews will be provided in the next section of this guide.
In summary, successful phone interview preparation involves introspection, research, understanding the connection between your resume and job description, and seeking guidance from recruiters on role-specific functional questions. By focusing on these areas, candidates can increase their chances of acing their Amazon phone interviews.
Loop Interview (Panel Interview Process)
What to expect
After completing the Amazon phone interview, candidates move on to the panel-style loop interview, the final and most intense stage of the application process. Loop interviews typically consist of four to six rounds, depending on the position level. For an average L6 role, candidates can expect five interviews. For more senior positions, there might be six interviews or more.
The content of these interviews varies based on the role being applied for. Technical functions, such as coding, software development, machine learning, or data science positions, will have a loop consisting of 50-60% technical questions and 40-50% behavioral questions. Technical questions may include live coding rounds and system design questions. Behavioral questions will be based on Amazon's 16 leadership principles.
In non-technical roles, candidates should expect their loop interviews to consist almost entirely of behavioral questions based on Amazon's 16 leadership principles. . Technical interviews and non-technical questions may be combined with behavioral questions or presented in separate rounds for technical positions.
Loop interviews are conducted by the hiring manager, team members, and a bar-raiser. The bar-raiser is an independent third party whose job is to ensure that candidates have expertise better than 50% of existing Amazonians at the same level. The bar-raiser also ensures that the recruitment process is unbiased.
Candidates should not focus solely on impressing the bar-raiser during their interview. Hiring decisions are made through a debrief session involving all interviewers who debate and vote on candidates. To succeed in Loop interviews, maintain a consistent level of performance throughout all rounds.
Behavioral interview questions will ask for past experiences rather than hypothetical situations or brain teasers. Candidates should respond to these questions with stories demonstrating the desired behaviors.
Interviewers may not maintain constant eye contact during the interviews. This is normal - they are busy taking notes. Since hiring decisions are not made on the spot but instead delayed to the next stage (debrief), interviewers will need detailed notes to be able to participate in those discussions credibly.
How to prepare
Let's discuss how to prepare for Amazon loop interviews, focusing on behavioral aspects rather than technical interview rounds. To prepare for coding and system design rounds at Amazon, many candidates find EliteCode to be a popular resource. For behavioral interviews, it's crucial to understand Amazon's 16 leadership principles.
Understand Amazon's 16 Leadership Principles
To familiarize yourself with these principles, visit Amazon.jobs for first-hand explanations and read books about Amazon's peculiar culture, such as "Working Backwards." Since the company can be cryptic in defining its leadership principles, it's important to understand what they want. For example, the principle of "ownership" may present an interview question like, "Tell me about a time when you were unable to keep a promise to a colleague," which might not seem directly related at first glance.
To gain further insight into Amazon's culture, watch YouTube videos featuring high-profile executives like Jeff Bezos, Jeff Wilke, and Andy Jassy discussing decision-making and applying leadership principles in their daily professional lives. Additionally, consider subscribing to the podcast "Think Like Amazon," which offers real-life examples of how Amazonians use these principles to guide their work.
Focus Your Preparation on the Leadership Principles That Matter
Amazon has 16 Leadership Principles, but most candidates won't be interviewed on all of them. When Amazon Hiring Managers post a job, they're meant to identify the key Leadership Principles important for the job and assign them to the interviewers to test during the Loop. For example, for an average L6 role, there will only be 10 important Leadership Principles.
To identify which LPs are essential for the role, you can scan the job description and identify the keywords that signal these Leadership Principles. Alternatively, we have an Amazon JD Review service where we examine the job description for the role you applied for and identify these Leadership Principles For you.
Identify Professional Stories that Map the Leadership Principles
First, to prepare for Amazon behavioral interviews, identify professional stories that align with Amazon's leadership principles. Reflect on past situations where you demonstrated the behaviors Amazon seeks. Understanding each leadership principle's core competencies and behaviors will help trigger relevant memories.
The number of examples needed depends on the number of interviews and questions per interview. For an L6 role with five interviews, two questions each, you'll need 10 stories. If you know which leadership principles will be assessed, focus your preparation on those. Otherwise, prepare two stories for each of the 16 principles.
There are shortcuts to narrow down the principles to focus on. The latest leadership principles - Success and Scale Bring Broad Responsibility and Strive to be Earth's Best Employer - can be excluded as Amazon still defines the expected behaviors for these. Additionally, frugality is often overlooked in interviews unless it's a vital aspect of the role.
Next, analyze your job description for keywords related to leadership principles. This can help identify which principles will most likely be assessed during your interview.
Structure And Practice Your Narratives
Organize your story bank using a storytelling framework like STAR (Situation, Task, Action, Results). Ensure your stories demonstrate a clear impact and are appropriate for the seniority level of the role you're applying to.
Lastly, practice telling these stories to improve your storytelling skills and increase your chances of success in Amazon behavioral interviews.
We provide an Amazon interview tool pack with example questions to help you prepare. Practice delivering your stories in front of a mirror, a camera, or with friends and partners. Consider booking a session with one of our Day One Careers coaches for professional feedback. Practicing alone will still significantly improve your performance compared to most job candidates who don't practice.
Avoid cramming your practice right before the interview. During the interview, you'll need to recall substantial material from your story bank, which requires loading it into your short-term memory. Most people struggle with this task unless they possess exceptional memorization skills.
A helpful technique for memorizing your story bank is sleep. When you practice and rehearse, then sleep on it, your brain connects the dots and enhances memorization. Sleeping creates memory bits that aid in recalling stories during the interview. The difference between practicing over an extended period, like a week with sleep between sessions, and cramming practice the day before the interview is significant. Following this advice will greatly benefit your interview performance.
Interviewer Debrief/Hiring Committee
What happens
The Amazon interview process includes an interviewer debrief (or a hiring meeting) to ensure unbiased hiring decisions. One individual does not make decisions but with input from a committee, as multiple people conduct interviews. The hiring manager and bar-raiser ultimately decide whether to hire a candidate.
The bar-raiser will align with the hiring manager's decision if they believe the candidate has more expertise than 50% of Amazon employees in the same role and level. If they don't align, no offer is made. The hiring manager's negative vote can prevent a candidate from being hired.
The rest of the interview panel gathers evidence on other leadership principles during loop-style interviews, with each interviewer assigned two non-overlapping principles. This evidence is reviewed during the debrief, allowing the bar-raiser to make an informed decision based on all collected data.
After interviewing a candidate, each interviewer enters their assessment, overall rating, and hiring inclination into the system. They can read other interviewers' notes and votes before attending the debrief session, where discussions center on the candidate's performance on leadership principles.
The hiring meeting is typically short if there is unanimous agreement to hire or not hire a candidate. If opinions differ, the bar-raiser probes deeper into interviewers' reasoning, and votes may change based on new information presented.
Amazonians value data-driven decisions, and evidence collected during interviews serves as crucial data for hiring choices. Ultimately, it is the bar-raisers and hiring managers whose votes matter most in determining whether an offer is made or rejected.
How do you can influence
To influence the debrief, focus on your interview performance and let your interviewers take clear notes. The debrief is when interviewers discuss the evidence collected during your interviews, and you cannot change anything at that point. Your influence lies in how well you present yourself during the interview.
Interviewers may discuss your performance a week after the interview, relying solely on their notes to remember your responses. These notes and assessments based on them are entered into the hiring system. Clear notes help interviewers write an accurate assessment of your performance and allow others to evaluate you as a candidate, even if they did not conduct the interview.
To help interviewers take clear notes, structure your stories well, avoid looping or going around in circles, and linearly present them. This makes it easier for interviewers to process and convert your responses into interview notes. Be precise and avoid vagueness, as imprecise and vague statements are not memorable.
Focusing on these aspects during the interview can indirectly influence the debrief discussion and improve your chances of being assessed positively.
Offer/Rejection
The next stage of the Amazon interview process is either receiving an offer and negotiating it or facing rejection.
Rejection
Rejections at Amazon are similar to those at other large, competitive companies. The official policy does not provide feedback on why a candidate was rejected. This may be due to potential legal implications, although the exact reason is unclear.
Rejections could come via email, automated or semi-automated, or through a recruiter call. In about 70% of cases, no feedback is provided. However, in 30% of cases, recruiters might offer some insight. Candidates should ask for feedback; the worst outcome is being told no.
Rejections may also include a cooling-off period, during which candidates will be automatically rejected if they apply again. Cooling-off periods range from six months to two years and may vary depending on the team or business vertical. The length often depends on the stage at which the candidate was rejected and the reason behind it.
If given a cooling-off period, candidates should honor it and seek feedback to improve their chances later. After the cooling-off period, candidates can apply for other roles at Amazon. Unlike other businesses, the company has no eternal block list.
Inclined to Hire But No Offer
Regarding receiving an offer, a decision to hire doesn't guarantee employment since a role also needs to be available. Amazon's interview system is first-past-the-post: candidates are not compared with each other, and the first one who receives a hiring vote gets the offer. Other candidates may still be interviewed for potential future roles or to keep their resumes on file.
Amazon may pre-clear candidates for potential roles in various teams. Some teams may still interview a candidate with an exciting profile relevant to Amazon. In such cases, the candidate might receive an inclined vote but no offer, as the role was given to someone else. This can occur due to business mishaps, such as a role disappearing between the vote and the actual offer. During Big Tech layoffs, this happened to several roles.
However, if neither of these situations apply, the offer process proceeds as usual.
Offer
The first offer from Amazon is verbal, typically delivered by a recruiter over a phone call. During this call, they may ask for your salary and pay expectations before presenting the offer. Amazon's initial offer is verbal because the company expects candidates to negotiate, and this approach saves on administrative work and back-and-forth communication.
Amazon's offer structure includes both cash and stock components, so it's essential to understand how your compensation will evolve. The recruiter will present the initial offer, including your base salary, bonus (if any), and stock options, and explain how compensation works at Amazon. They will then seek your thoughts on the offer before proceeding further.
If you accept the verbal offer, you'll receive a written offer within the next few days, followed by a contract to sign electronically. You'll also need to agree on a start date with your recruiter, taking into consideration local laws and regulations regarding notice periods for your current employer if applicable. Once you've accepted the written offer, the rest of the process involves administrative tasks and logistics.
In rare cases, such as during recent layoffs at Amazon, some candidates have had their offers withdrawn due to job eliminations. However, in most situations, if you receive a verbal offer, you can also expect a written one.
Negotiating your Amazon offer is crucial since the company encourages candidates to do so. While Amazon uses data to make fair and competitive offers, they may miss details that warrant a better package. Negotiations can take up to a week or a half, potentially resulting in an improved compensation package.
For tips on negotiating a better offer at Amazon, consider reading this article or enrolling in an online course that provides insider information about how offers are made and who is involved.
In conclusion, we hope you find yourself at this final stage of receiving an offer from Amazon. You can secure a rewarding and prosperous career with the company through successful negotiation. Good luck to everyone!
