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Is job level at Amazon taken into account when Google or Facebook make an offer or job level there is based on interview results only?
Yes. They look at resume, current level, yoe.
It matters, and usually long before you realize it. When a job “rec” is opened, it’s typically pegged to a particular career stage/level. That level often dictates which recruiter, or “pipeline” is assigned to fill the role. (Eg: L6+ at Google/FB or L7 at Amazon is typically “leadership” recruitment) If you were screened and looped for a role, they’ve pretty much determined about where you “fit” in their career ladder (or where they intend to convince you belong). Teams will frequently down-level a role for a promising candidate who needs to grow, but it’s very difficult. I saw it happen maybe twice in the several hundred loops I was party to at Amazon, and it frequently happened ahead of the on-site. I never saw it happen after a loop is complete. The recruiters will all tell you “we have a higher standard here, so your title sucks, but look, Money! If you’re willing to roll the dice, you can gain some leverage on a longer game by turning them down flat, and saying “I appreciate your time, but I think I can do better, please feel free to reach out when there’s a fit for what I’m looking for.” It can sound arrogant, but if you strike the right tone of understanding disappointment (think telling the other team “good game” after winning, or breaking up with someone who you “like as a friend”. ) You will be amazed how well that works. Large companies are just as susceptible as people to cognitive biases such as loss aversion and confirmation bias (you are the right person! They chose you!). Those companies are not used to being turned down. Rejection sucks, and they aren’t used to it. I had a friend who recently looped with a FAANG and turned them down - they were besides themselves, they demanded to know why, they dumped money on the table, they pled, bargained, denied and went through all the stages of grief in just a couple of days. Why did that person walk? Because the candidate knew they would regret taking a role where they accepted someone else’s benchmark for their career progression. They weren’t able to uplevel the rec, so the candidate passed. If you do it the right way, and in the right circumstances, and you know the system from the inside, (or have friends who do) it’s not that hard. Remember, it’s a business transaction, if you can get them emotionally invested, you have leverage. It’s what recruiters and companies do all the time. Always remember, you’re already negotiating from the first call with the recruiter. Never give numbers, keep the conversation about Level, scope and total comp. Getting to specifics (base/signing bonus, equity) ahead of an offer is playing their shell game. Go in armed with data (Levels.fyi) is pretty accurate and you’ll find they are remarkably consistent within pay bands. That level determines your earnings cap. Don’t sell that to “get your foot in the door). Promotion out of the middle is harder than they tell you.
They dont even ask what level we were at. Mostly depends on interview performance