It's hard to argue against their track record
It's hard to argue against their track record
Discussions and decisions are anchored around LPs, which takes ambiguity out in most cases. A culture of writing down all aspects of an issue and then discussing it helps keep the focus. Internal support structure and trainings (My first big tech company, so this might not be unique to Amazon). Truly customer-obsessed, not just a tagline. Everyone is institutionalized on this one philosophy. Highly supportive for internal mobility.
- Too prescriptive in some ways (but it has worked well so far).
- Internal tooling leaves a lot to be desired (I am looking at you Chime, Quip, SIM & wiki).
- Heard about unreasonable performance management practices. Too soon to judge.
- No SRE for most teams. Operational overhead can cut into developers' time, where internal job postings tout low operational overhead as a big selling point. Seems like a simple (maybe expensive) problem to fix.
If half the internal job postings are trying to sell their teams with "Low OE overhead and good WLB," then we are doing something wrong.
I understand the motivation behind Highest Standards and Frugality, but not at the cost of employee well-being.
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Software Development Manager III
I was contacted by a recruiter, and then I had a phone screening interview. Usual questions about Amazon Leadership Principles were asked, and I answered them using the STAR methodology and data-driven situations. Surprisingly, I received a rejection
Software Development Manager III
1-hour phone screen. If successful, this is followed by: * A 5-person loop interview (1 hour each) * 4 behavioral interviews based on Amazon's Leadership Principles * 1 technical design interview Breaks will be provided in between. Additiona
Software Development Manager III
After the initial phone screen, I went to the final stage, which consisted of five interviews spread across two days. I spoke with a hiring manager, some SDEs, and a TPM. There were many situational and behavioral interview questions, with one system
Software Development Manager III
Cairo, EgyptJune 1, 2025I was contacted by a recruiter, and then I had a phone screening interview. Usual questions about Amazon Leadership Principles were asked, and I answered them using the STAR methodology and data-driven situations. Surprisingly, I received a rejection
Software Development Manager III
AustraliaJanuary 1, 20231-hour phone screen. If successful, this is followed by: * A 5-person loop interview (1 hour each) * 4 behavioral interviews based on Amazon's Leadership Principles * 1 technical design interview Breaks will be provided in between. Additiona
Software Development Manager III
CanadaApril 1, 2022After the initial phone screen, I went to the final stage, which consisted of five interviews spread across two days. I spoke with a hiring manager, some SDEs, and a TPM. There were many situational and behavioral interview questions, with one system
