I recently interviewed with Amazon and made it to the Loop, but unfortunately didn’t get an offer.
After that, I applied to a few similar roles using a different email address. One of those applications moved forward, and I now have a phone screen scheduled.
My question is: will the recruiter/interviewers be able to see my previous Amazon interview history even though I applied using a different email address?
Does Amazon link candidate profiles based on things like name, phone number, resume, etc.? Has anyone been in a similar situation?
Also, could the previous Loop feedback affect the new interview process?
Thanks!

Title. Previously i think fmla paused pivot. especially if you have legitimate reasons like mental health breakdown. But i hear that is no longer the case. Is that true?

Hi, everyone I am working at Amazon (Vancouver) and I heard some employees cash out their benefits like massage and ECT( they don't use the service instead they take money from the shops) they have connections with shops. If you know someone please let me know.

Anyone here effected? Is it through PIP?

Has anyone received some odd notifications about Hurricane Andrew? it says sure leader ensure each … is no longer assigned

Wonder if this has any cryptic meaning? (ie layoffs ,PIPs) or what is this about

First time poster here! I was recently hired to be a WHS specialist at a fulfillment center in FL. Long story short, I’ve grown my hair out for the past 5 years and have grown pretty attached to it.

Everyone is telling me to cut my hair for this job but I’m still pretty hesitant. I’m seeking advice from anyone who has been through this situation or similar to it.

I would love to grow and “move up” as I continue my career and have always wondered if having long hair would be a hinderance.

Hi everyone,

I recently completed an internship as a Cloud Support Engineer Intern, and I'm looking for guidance from anyone who has experience with cloud support roles, internship-to-full-time conversions, or hiring/headcount situations.

There were initially 19 interns in our Indian cohort. Our expected entry-level conversion role was CSA (Cloud Support Associate), but we were later informed that this role was being eliminated(automated) and that the conversion path would instead be to CSE-I (Cloud Support Engineer I).

After the internship, the initial outcome was:

• 4 out of the 19 interns were rejected
• The remaining 15 interns were marked as “inclined”

Later, 6 of those 15 inclined interns received full-time offers on the same day.

However, the situation for the remaining 9 inclined interns, including myself, is still unclear. We haven't received an offer, but we also haven't been told that we are rejected. There has been no clear communication on whether additional offers may come later, whether headcount is still being worked out, or whether we could potentially be considered for other relevant roles.

One thing I'm specifically trying to understand is: Does anyone know whether there is currently headcount availability within Cloud Support itself, particularly for entry-level Cloud Support Engineer roles? Since the original CSA role was eliminated, I'm wondering if the remaining inclined interns could still receive offers if additional CSE-I headcount becomes available, or if the 6 offers that were already given represent all the available headcount for this conversion cycle.

Has anyone experienced something similar, either in cloud support or any internship conversion process? Specifically, have you seen situations where some inclined candidates received offers immediately while others had to wait for additional headcount or later openings?

Is being inclined but without an offer something that can remain active while additional headcount is approved, or should I realistically treat this as uncertain and focus completely on external opportunities?

I'd really appreciate advice from anyone who has gone through a similar situation or has insight into how these hiring and conversion processes usually work and would be really grateful if some one answers  if head count available for CSE-1 or is it completely filled..

Thanks!

Hey everyone,

Looking for honest insights on the CaSE (Compliance & Security) team within AWS DCN / Core Networking (under Matt Rehder):

• Layoffs & Headcount: Is the org stable, or has it been hit by recent cuts?
• Internal Politics: Is there too much internal politics and friction ?
• Culture & Morale: How is day-to-day management, WLB, and overall team morale?
• Growth: Good technical and career progression ?

Any candid feedback or DMs appreciated! Thanks

I have heard rumors that other Amazon facilities have Gatorade Dispensers in their warehouse’s. Is there truth to this and what determines whether a facility can receive these? Thanks in advance.

This has been my first professional job and I am nervous but very excited to see what life is like on the other side. To new and potential employees that may see this post, please remember that the stuff you see on this subreddit is not indicative of working at Amazon / AWS as a whole. Treat opinions like yelp reviews, those that hate it are going to take the time to complain / make posts here and those that are happy are just living their life / less likely to post here.

I have gotten the chance to experience tremendous growth, opportunities, and am leaving with a smile on my face. There are plenty of intelligent and great coworkers but in any large organization you’re going to of course have some dysfunctions, politics, and improvements that could be made.

My advice to anyone in this subreddit, either learn to take everything you see here with a grain of salt or just leave the subreddit as I don’t see much of anything worth the negative mental health impact it can have on people.

Good luck and I genuinely hope others able to have the same positive experience that I’ve been lucky to have during my time here.

I was put on focus. Do I apply for FMLA at the end of my focus? What is the process to apply for FMLA?

I found that kiro has better execution but is inconsistent and Quick although consistent but as of now it is not doing the smart solves that kiro can. What is your take?

I recently went through the interview process for a Business Intelligence Engineer II position at Amazon. The entire process lasted from June 13 to August 31.
I cleared the SQL assessment and a 75-minute phone screen before completing a five-round interview loop. During the loop, I answered questions covering almost 13 Leadership Principles. I used different examples, although they were based on five main work experiences.
Unfortunately, I was rejected after the loop. When I followed up, the recruiter only said that the team was not inclined to move forward based on my interview performance.
I understand that rejection is part of interviewing, but after investing nearly three months in the process, it feels disappointing to receive no meaningful feedback. I followed up to ask whether I might be considered for a different role or level and whether there is a required cooling-off period before reapplying, but I have not received a response yet.
Has anyone had a similar experience with Amazon? How long is the typical cooling-off period after an unsuccessful loop, and is it possible to be considered for another level or team?

10+ yrs, program governance background. L6 IC role. 60 minutes, hiring manager plus one other interviewer, three deep-dive questions. First interview I'd done in about six years. (No TMAY, No Why amazon)

The first half was rough and it was mostly nerves.

The opening question was about a tool the team uses heavily. I've used it extensively, but I led my answer with the limits of my exposure instead of the volume I've actually run through it. Gave zero numbers. HM said "got it, thank you" and moved on.

Then on the first deep dive HM asked what mechanisms made my work survive without me, and I went blank for what felt like 20 seconds. HM filled the silence for me. I started drifting toward a different example and she stopped me and told me to answer the original question. I got there eventually, but only after being cornered. I had a brain freeze.

Second half was much better. Once I settled I gave a solid answer on stakeholder management and system improvements. Both said these were a good examples.

Ended with asking solid questions about the role and HM said these were really great questions.

So the shape is: weak start from freezing up, decent finish.

Question:

1. Is it a good idea to email the recruiter with the specifics I failed to give in the moment and ask them to pass it to the hiring manager?

   Anyone done this successfully, or seen it backfire?

2. Opinions about will I get to the loops?

Amazon India

I got to know yesterday from my skip that I have been put on Focus in Mid year review. Goal setting from the beginning of the year was insane, and I brought it up multiple times in my 1:1. And I was assured it will not impact my performance and they will take externalities into account. We have an internal scorecard and obviously, I ranked pretty low in H1, which I am guessing led to the Focus. I had anyway being trying to apply for internal transfers, ( i had high bar ratings before this) and I have reason to believe my current manager got some idea.

I don’t feel very confident passing the focus. It is not put into the system formally yet, so does it help if I quit before formally being tagged ‘in focus’? Will it help my chances of being rehired in the future as compared to quitting after being marked ‘in focus’?

Can anyone tell me if speaking about my Amazon termination on social media could affect my unemployment claim or an EEOC case?

I was recently terminated from Amazon, and I’m trying to understand what I can and cannot say publicly while I pursue unemployment and potentially an EEOC claim.

I had workplace accommodations through the ADA. I repeatedly explained to management that I was experiencing pain and that certain work they were asking me to perform was outside of what I understood my accommodations to allow.

I tried to work as a team and did some of the work they were asking me to do, including pushing light inventory, but I continued telling management that I was in pain and that I could not continue doing work that was outside my accommodations. I told them this multiple times.

After management continued pushing the issue, I contacted the appropriate internal support channel and was told to respond to the email where my accommodations had been communicated to management. I also submitted a complaint and explained what was happening. HR responded to the email, but I never received a follow-up or resolution.

I was also previously approved for approximately six weeks of short-term disability, including payments. Then, shortly after returning/around this same period, I suddenly had approximately 40 negative UPT hours/points added to my account. I repeatedly contacted Amazon trying to understand why this happened, but I could not get a clear explanation.

I have screenshots and documentation of my emails, complaints, accommodation information, and attempts to get an explanation.

Then on Monday night, August 31, I noticed that my schedule had been completely wiped out, although I still had access to A to Z. On Tuesday, September 1, I received an email stating that my employment had been terminated.

The timing concerns me because I had been raising concerns about my accommodations and had made multiple complaints, and then I was terminated shortly afterward. I don't want to assume that this automatically means retaliation, but I feel like the circumstances deserve to be investigated.

I have already applied for unemployment, and I am considering filing with the EEOC.

My question is: Can speaking honestly about my experience on Reddit/TikTok/social media hurt my unemployment claim or an EEOC case? I would not post confidential information or make accusations that I can't prove. I would simply be talking about what happened to me and sharing my experience.

Has anyone been through something similar with Amazon, ADA accommodations, UPT/attendance issues, or an EEOC retaliation claim?

I would especially appreciate advice from people who have dealt with employment attorneys, the EEOC, or Texas unemployment.

Following is a short and concise (I know even this is long...) list of potential behavioural questions asked in Amazon Interviews based on Amazon's Leadership Principles (LPs). 90%+ questions recently are coming from this list only based on my own and my friends' experience. SDEs can avoid last 3 LPs.

Customer Obsession: Start with the customer and work backwards — leaders obsess over customers

• A time you used customer feedback to drive improvement
• Most difficult customer interaction
• A time where you had to balance the needs of the customer vs. the business

Insists on Highest Standards: Have relentlessly high standards and continuously raise the bar/drive others to do the same

• A time you were unsatisfied with the status quo. How would you change it?
• Describe the most significant improvement project you’ve lead
• How do you seek out feedback on performance?

Delivers Results: Focus on key inputs and deliver with high quality in a timely fashion

• A time you were driving toward a goal and realized more than half way in that it may not be the best goal
• A goal you set that took a long time to achieve/are still working towards
• A time you delivered a project under a tight deadline

Bias for Action: Speed is crucial at Amazon — value calculated risk taking

• A time where you’ve taken a calculated risk where speed was crucial
• A time you made an important decision without consulting your manager
• A time where you were able to remove serious roadblocks preventing progress

Invent and Simplify: Expect and require innovation from yourself and those around you — always find ways to simplify

• The most innovative thing you’ve done and why you think it’s innovative
• A time where you solved a complex problem with a simple solution
• A creative idea you had that ended up being difficult to implement

Ownership: Think long term and don’t sacrifice value for short-term results — there is no such thing as “not my job”

• A time you took on something significant outside your responsibility
• A time you made a decision to sacrifice short term gain for a longer term goal
• A time you saw a peer struggling and decided to step in and help

Dive Deep: Stay connected to details, audit frequently, and question when metrics differ

• A time you were trying to understand a problem on your team and had to go down several layers to figure it out
• A time you linked two or more problems together an identified an underlying issue
• A specific metric you have used to identify a need for a change in your department

Learn and be Curious: Always seeking improvement — curious about new possibilities

• A time you realized you needed to have a deeper level of subject matter expertise to do your job well and love to explore them
• A time you took on work outside of your comfort area and found it rewarding
• A time you didn’t know what to do next or how to solve a challenging problem

Disagree and Commit: Obligation to respectfully challenge decisions when you disagree, then fully committing

• A time you strongly disagreed with your manager
• A time you took an unpopular stance in a meeting with peers/leaders
• A time you decided to go along with the group decision even if you disagreed
• A time when you disagreed, spoke your thoughts, but then agreed to commit even if it wasn’t the way you wanted to go

Earn Trust: Listen attentively, speak candidly, and treat others respectfully

• A time you significantly contributed to improving morale and productivity on your team
• 3 things you’re working on to improve overall effectiveness
• A time you received tough or critical feedback

Think Big: Thinking small is a self- fulfilling prophecy. Leaders create and communicate a bold directions that inspires results

• A time of a radical approach you proposed to solve a big problem
• A time when you took a big risk and it failed

Hire & Develop The Best: Raise the performance bar with every hire & promotion. Recognize talent, and willingness to move them throughout the organization

• How you help your team members develop their careers
• A time when you provided feedback to develop & leverage the strengths of someone on your team.

Frugality: A time when you thought about saving a cost for your team

• A time when you implemented a mechanism that saved money for your business
• A time when you spotted something in the business was wasting money

Are Right A Lot: Strong judgment and good instincts

• A time you made a difficult decision and how you knew it was the right decision.
• A time you made a decision without data
• A time you made a bad decision and how you learned from it

I gave my loop today and 4 rounds out of the 5 went very well, basically those could take have gone any better, they all seemed satisfied and happy- but the one that did not go well was with the hiring manager and was the first interview.

He gave me feedback pertaining to some areas on the call itself

Am i doomed? :( or is there a chance?

This is a throwaway for obvious reasons. So, I joined just before the 5 days RTO came into being. To say I was disappointed is an understatement, having to juggle family responsibilities and my kids, and the commute (75 mins each way), has been genuinely draining me.

Initially, I had some informal chats with my supervisor about flexibility and wfh. A lot of words and time just to say no. It was getting to the point where it was becoming impossible to keep working this way, getting home exhausted and not being able to spend proper time with my family, just wasn’t it.

It wasn’t even reasoned well, I only ever communicate with my team digitally, we’re scattered around.

I started to look into alternatives, mainly roles in other companies that were either fully or mostly remote working. Not much success there either…

I was browsing advice forums and watching too much content on hybrid/remote working and how to achieve it. And well, I did find something pretty good, it’s for UK employees only though (sorry burgerlanders).

So how it works is that employees have a right to request flexible working arrangements, and the Company HAS to review it discuss it and make a decision, if they want to deny it it has to be for one of eight reasons, and they have to evidence it.

I emailed HR with a formal request, and I received a response three weeks later, they responded to me, setting up a meeting (more of an interview, asking about my reasoning, etc). About 4 weeks after the meeting they got back to me.

THEY APPROVED MY REQUEST.

They allowed me to move to 2 days in office with the minimum of four hours each day on site.

I’m honestly surprised they accepted it, I don’t know if it was because of my team or if those heartless bastards actually had a fleeting flash of emotion. But I’m beyond happy it did.

If you have any kind of circumstances that would benefit from this, I would urge you to try at least.

I just finished the appointment today and the lifting test was super easy, so no need to worry! However, there was an issue with the manager/system today, so our whole group (about 8–12 people) was told to come back tomorrow at 10:00 AM for the contract signature and data check. My online portal already shows a fixed start date for September 14th. My question to the community: Does this mean everyone in our group basically has the job secured now? Is it guaranteed that we all get our contracts tomorrow since the practical test is already done? Thanks!

In germany:
Kurzes Update: Ich hatte heute den Termin und der Hebetest war super einfach, man muss sich keine Sorgen machen! Allerdings gab es heute ein Problem mit dem Manager/System, sodass unsere ganze Gruppe (ca. 8–12 Personen) morgen um 10:00 Uhr noch mal wiederkommen soll für die Vertragsunterschrift und den Datenabgleich. In meinem Portal steht schon der 14. September als Startdatum. Meine Frage an die Community: Bedeutet das, dass jetzt wirklich alle aus der Gruppe den Job sicher haben? Ist das quasi garantiert, dass wir morgen alle den Vertrag bekommen, da der praktische Test ja schon erledigt ist? Danke!

cant accept vto, got here asap, refreshed and logged back in, vto is still up just doesnt let me take it.