The Internet is full of information detailing Amazon's interview and hiring process. We see no need to repeat what is already there. Instead, we will add value by sharing a Hiring Manager's perspective with this article. Once you hit that "Apply" button, it will give you an inside view of what starts happening during the Amazon interview process once you hit that "Apply" button.
Two caveats are due.
First, we will describe a scenario that will play out in 9 cases out of 10. There is that odd case when the process will look differently, hence don't be alarmed if your process does not look like what's in this article.
Second, this article describes the non-technical scenario of the Amazon interview and hiring process. While the technical hiring scenario does have a non-tech interview part, the process may run differently from the pure non-tech path.
Amazon Interview (Hiring) Process: From Application to Phone Screen
Technically, the Amazon interview process does not start until the candidate is invited to the interview. Yet, the hiring machinery sets in motion the minute you hit the "Apply" button.
Your profile goes into the internal system and is added to the review queue. From then on, various participants of the hiring process filter out profiles to create a shortlist. This shortlist will then move to the Hiring Manager's queue. In 90% of cases, the recruiter will build an initial shortlist and pass it on to the Hiring Manager. In 10% of cases when, for example, the recruiter is on holiday or filling the role is time-critical, the Hiring Manager can help the recruiter build the short-list. As Hiring Managers, we will then pick the candidates invited to the first stage of the Amazon interview process - the Phone Screen.
How would we decide on who to progress with? The best and most relevant profile usually wins. Here, everything is important - the quality of the education, grades (if volunteered in the resume), the profile of employers, the content of the roles and achievements.
Amazon interview and hiring process does not mandate a formula for a profile that gets to move forward. This is because every role is unique, and every hiring context is peculiar. There are situations when, as Hiring Managers, we'd be willing to take more risk on candidates and cast the net wide. One such situation is if we are thin on the ground and under pressure to hire. This does not mean that a hiring urgency on our side will increase your probability of getting in with an otherwise uncompetitive profile. It will, however, nudge up your chances of being invited to the Phone Screen.
If there is an over-supply of applications, our risk profile becomes more conservative, and the phone screen to applications percentage will have to go down.
As a candidate, you won't influence or control 99% of the Amazon interview process at this stage. Moreover, what makes your profile competitive - your education, employers, roles and achievements - won't change instantly.
However, there are a few things that you can do to reduce the odds of not being progressed despite having a winning profile.
First, make sure that your resume is clear and easy to read. Fancy designs bring no added value to the Amazon interview and hiring process - unless they help us scan your resume faster.
Second, your responsibilities and accomplishments are the most important part. If pressed for space, prioritise them over skill charts and hobbies (as Hiring Managers, we can attest that we've never looked at the Hobbies part of a candidate's resume).
Third, make sure that achievements in the resume detail your personal contributions. You should adorn accomplishments with results, and these have to be measurable. There is no need to divulge any confidential information, and all data can be benchmarked and indexed. Recent grads should focus on project work, part-time jobs, side-gigs and other extra-curricular activities (avoid over-indulging on classwork).
Lastly, get a referral. Tech companies have mechanisms to give a morsel of extra consideration to profiles that landed through referral programs. If getting a recommendation, ask your referrer to drop a note to the Hiring Manager and the recruiter to follow up.
To maximise the chances that your resume will be selected for the interview, check out our Big Tech Resume Review service (we partnered with an Amazon recruiter with over 5 years of experience to deliver this service).
Amazon Interview (Hiring) Process: Phone Screen to Loop
Amazon interview process begins with a Phone Screen, which today means an Amazon Chime call with video off. The call's content maybe 100% behavioural, 100% functional or a combination of both. Behavioural questions are similar to those mentioned in this article.
The outcome of the Phone Screen is either a rejection or progress to the next stage. You should get your decision within two days. If it takes longer, it's usually due to low bandwidth (it's Q4, all hands are on deck to monitor sales).
Amazon Interview (Hiring) Process: The Loop
This stage of the Amazon interview process is called Loop. The origins of this term are puzzling, especially since it refers to five back-to-back interviews. The Loop can be 1-2 weeks away from your Phone Screen, which is normal given the state of everyone's diaries.
For non-technical roles, Loop interview content is 99% behavioural and is based on Amazon's Leadership Principles. The best way to learn how to answer Amazon interview questions based on the Leadership Principles is to take Amazon Interview Whizz training. This course will give you everything you need to pick the right situations in your interview responses.
As Hiring Managers, we would join this part of the Amazon interview process on par with the rest of the interviewers and do our rounds. Before the loop begins, we may run a briefing call with the rest of the interview panellists to remind them of the role and the candidate's profile. We'd also assign Leadership Principles that each panellist will test. This is a typical part of the Amazon interview and hiring process.
During the interview, we'll be taking lots of notes. This is why our eye contact may be patchy. Apologies for this - our note-taking is for your benefit. We are very keen to make an objective decision, and so is every person who will interview you.
Discussing candidate performance before the Loop Debrief is taboo. Yet, it's hard to vouch for hundreds of loops and guarantee that nobody will break their silence.
Before we submit my interview notes into the system, we have to vote whether to hire the candidate or not. At this stage in the Amazon interview process, our vote is indicative. We might change it later on in the process if the candidate did exceptionally well with other interviewers.
Amazon Interview (Hiring) Process: The Bar Raiser
All candidates that we have ever coached wanted to figure out who the Bar Raiser is. That's because a Bar Raiser is an interview panellist whose job is to attest that the candidate is better than 50% of Amazonians currently employed in the same job family and level. While diving deep into the institute of Bar Raisers at Amazon is out of the scope of this article, we will offer you the same guidance that we offer all of our students and coaching clients.
Forget about the Bar Raiser and don't spend much time pondering their role in the Amazon interview process.
Instead, do your personal best in all interviews. There is nothing about the Bar Raiser being one of the interview panellists that you can influence and control in a way that's different to how you handle the rest of the interviews.
Amazon Interview (Hiring) Process: The Debrief
The next stage in the Amazon interview process is a debrief. It's a meeting led by the Bar Raiser that all interview (loop) panellists attend. This is where we would discuss the candidate's performance in all interviews, read and compare notes. In 90% of cases, the Bar Raiser would run the meeting and press interview panellists on any points of contention. The BR's job is to ensure that the decisions are made objectively and arrest any bias during the discussion.
Some debriefs last for 15 minutes. It happens when everyone is unanimous or near-unanimous in their voting. Longer meetings emerge when the Loop is "split". An even hotter debate takes place if the Bar Raiser and the Hiring Manager disagree on their vote. The Bar Raiser will try to unearth as much extra evidence as possible from all interviewers to evaluate opposing votes during the debate.
The outcome of the Debrief is an overall vote and an offer. For the overall vote to be "inclined", both the Hiring Manager and Bar Raiser agree. For the final vote to be "not inclined", just the Bar Raiser's veto vote is enough. You should get your decision within 5 days from the Loop. In 9 cases of our 10, these timings will be real. Clogged-up diaries usually cause delays.
Amazon Interview (Hiring) Process: Offer
A successful outcome from the Debrief part of the Amazon interview process leads to an offer in 9 cases out of 10. However, as you can anticipate, sometimes things don't follow this script. For example, there can be an "inclined" Loop but no offer when a candidate did exceptionally well on LPs, but the functional fit was poor (even though the candidate's functional fit was meant to be established before the Loop). Another situation is when another candidate in the process received an offer after your loop had been scheduled.
Amazon interview and hiring process can seem unorthodox, but there's a method to the madness. All participants do their best to ensure a great candidate experience and objective decision-making. The only thing that you can do as a candidate is your personal best during Amazon interviews. We recommend that you don't leave your interview preparation to chance and check out Amazon Interview Whizz and our Amazon Interview coaching service.
GG and Evgeny