Recently I took Amazon onsite interview, I met 4 people during my interview. How many YES required to get an offer?
At least half must think that you’re better than the 50% mark of people in the position youre interview for
I hear that bar raiser is more difficult than your other interviews , and is more LP(not sure about that)
What was the questions about? LC medium? How many system design rounds?
LC medium+LP(easy hard medium everything). 1 round of sys design
Noob question, what does LP stand for?
Leadership principles, they usually spends 30-50% (2-3 questions/round) time on it.
BR is the guy/gal looking super bored with a purple? badge around their neck
You meant lady?
It depends on what team you are applying for. I got 3 interviews in the morning and 3 interviews in the afternoon for a fucking SDE I .... I did well in 5 but manager thinks I am not better than their current SDE I
Hiring manager and bar raiser need to both agree that you raise the bar for SDE 1.. With at least one more who is inclined. A 50/50 split in votes usually end up in not inclined decision overall.
Everyone has their say, and if a couple of people are adamant on a no-hire, you're screwed. But the hiring manager and bar raiser have the most clout by far. The bar raiser typically has the highest standards, as they should.
It's not a simple "how many yes/no votes do I need/can I get." It works like this: the two people who actually determine the outcome are the hiring manager (SDM) and bar raiser. Technically, you can get an offer if these two say yes and everybody else says no--but that almost never happens in practice. In my experience, the typical SDM will vote "hire" 75% of the time. The BR's job is to build consensus and discuss data points (especially the negative ones), as well as drive the leveling discussion. Usually, there's a first pass wherever everybody explains their vote and feedback within the context of the initially proposed level. If it's a consensus hire, great, no further discussion needed. If it's NOT, the BR will ask the SDM if they'd consider hiring the candidate at a lower level (since it's their req/headcount to spend)--if SDM says yes, they'll make another pass and the BR ask will ask each interviewer if their vote/feedback changes in the context of the new (lower) level (in most cases, interviewers will write this up in advance because down-leveling is a common outcome). Sometimes their votes do change, and this is how you get a down-level offer. The BR's initial vote is based on their own single interview, but they can and almost always will change it if the loop consensus leans strongly in the other direction (the cases where the BR keeps to a "no" vote against an inclined loop is a "bar raiser veto" which is rarely used). In other words, if the BR says yes and everybody else (save perhaps the SDM) says no, they'll change it to no and that concludes the debrief. Key takeaway is this: if you blow the hiring manager interview, you have a near 0 chance. You actually can recover from a mediocre BR interview unless it was a total trainwreck, provided you did well elsewhere. Hope that helps.
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Hiring manager and bar raiser
I know Hiring manager, he asked me sys design but how to identify bar raiser round? What they usually ask in that interview?
The BR will be on a team / in an org other than the one the other three were likely in