So have the second Amazon interview with Amazon in Wednesday focusing on their leadership principles. Any advice is much appreciated.
What role? This somewhat determines the responses they're looking for. But, more broadly: this isn't something you'll be able to fake, so if you don't believe in the LP's, starting just now won't help. Given that you're onto round 2 though (onsite I presume?), you're probably onboard with what the company believes. Generally Amazon follows the STAR approach. Nothing too complex there. Questions will tend to be behaviorally-based. Lots of "tell me about a time when..." and "how did you handle..." You should thus have a range of experiences you can relay into stories that directly tie into the language of the LP's. Not that they're one-dimensional or "linear" in their interpretation, but, for something like Earns Trust you'll need to be able to talk about handling negative feedback and explain how you grew from it. For Disagree and Commit, you have to be detailed about why you disagreed, your thinking behind your position, and then what happened as a result. Also, you'll have to be clear about what YOU did in all circumstances. This is not the time to share credit--they're looking exclusively for your contributions. Which also means...don't exaggerate or overstate. Oh, and interviewers will be typing on their laptops as you talk. It's a weird sensation for some, but you get used to it.
This is helpful. Interview is for a finance role in Seattle. This interview is also phone interview, but with the hiring manager. I assume if it goes well, next one probably will be an onsite
Correct. Phone screens I honestly know less about. Just review the LP's, and connect them to various experiences you've had, and you'll be fine. And--be succinct.
It is a nice way of referring to Bezos management propaganda. It's how he likes things to be done and if you don't drink it, don't plan on staying long. Good luck!
It's not just that. It's a core part of how they maintain startup style agility. When you have many largely autonomous teams that need to make a good number of decisions on their own, you need them all to know what standards to live up to and how to make better decisions. Because you are not going to be micro managing them. They have to be able to govern themselves. The system can't have bottlenecks created by management itself.
Perhaps. I have heard countless horror stories of micromanagement at the everything store
Borrow examples from others if you cant think of one
discomit was spot on. A few more thoughts: Based a recent ding i got for a director role, I'd be careful of the following: the interviewers will prefer different/many examples. And so based on i had bunch up my sleeve, especially to address the "earns trust" principle. But somewhere along the way the number of examples i gave was one too many and the interview team essentially said i wasn't "right a lot". The exec recruiter, who i had known before, actually almost apologized when giving me feedback because it was a almost like trick question. So be very careful ensure it is balanced with no more than 2 negative situation examples. What pissed me of the most was that only the bar raiser, who has veto power, was the only one who dinged me on that nuance.
Very much true. We take detailed notes on every candidate regardless of level. We compare notes afterwards and we'll catch a candidate who tells the same story to everyone.
This article really helped me with my interview. Though the examples he gives are engineering related I think it's still useful for the prep IMHO. https://www.linkedin.com/pulse/how-interview-amazon-leadership-david-anderson
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Read this book: The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Company https://www.amazon.com/dp/B00KHT2UJS/ref=cm_sw_r_cp_apa_vnHKzb1VVNS0V