Hey, I have my bar raiser round scheduled for day after, needed some guidance, a helping hand for this poor will highly be appreciated!🥹

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?

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

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

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

Anyone here effected? Is it through PIP?

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.

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?

Hey everyone, throwaway account for obvious reasons. I'm a engineer at AWS in Europe, and I've been with my team for less than a year.

I’ve been grinding on a heavily ambiguous project, but the goalposts have been moved multiple times by L7s and leadership, either because they forgot what was agreed upon or because they kept pivoting to chase "early impact." Because of these constant shifts, I’ve made solid technical progress (including foundational infra work), but it hasn’t translated into the flashy, high-visibility business metrics leadership is looking for yet.

We just had our OLR (Operational Leadership Review / talent review), and I had my 1:1 with my manager right after. Here is where I’m confused:

 My manager told me I am meeting expectations.

 However, he said he is "yet to see the impact from me," and he is seemingly discounting the earlier infrastructure and foundational work I delivered.

 To make matters worse, a senior engineer has now been brought onto the project with me to "drive it faster and see impact quickly."

Naturally, my anxiety is through the roof. I know Amazon's performance management system has a "Focus" designation (the precursor to Pivot/dev plan), and I've heard that managers sometimes hide whether an employee is actually in Focus or not.

I have a few questions for those familiar with AWS culture:

1. Am I likely in Focus right now, or is this standard "raising the bar" manager-speak after an OLR?

2. Should I ask my manager directly in our next 1:1 if I am in Focus?

3. How do I salvage visibility on a project where leadership keeps changing the definition of success?

Any advice would be hugely appreciated.

YouTube announced a partnership with Amazon Thursday that will allow creators to tag products in videos and livestreams which viewers can then purchase directly from Amazon.

The program, which comes as competitors like TikTok have beefed up e-commerce offerings, rolls out immediately to U.S. creators who are already part of both YouTube's Partner Program and Shopping Affiliate Program, as well as Amazon's Influencer Program or Associates Program.

YouTube says its auto-tagging function "may review [creators'] recent uploads to automatically identify and tag eligible Amazon products."

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!

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.

Hey folks,

I’m trying to understand how promotions work for Applied Scientists, specifically around L6.

Is there actually some kind of limit or target for how many L6 Applied Scientists can be in a single team?

There is already one L6 Applied Scientist on my team, and it looks like another person may be promoted to L6 soon. Does having multiple people at L6 create any kind of constraint on further L6 promotions within the same team?

For example, if there are already 2 L6 Applied Scientists in a team of 7 members, does that generally mean others at L5 have fewer chances of getting promoted to L6 in the near future? Or are promotions evaluated independently based on scope, impact, and performance?

Would appreciate insights from anyone familiar with how this works in practice.

My manager has scheduled a "stay" conversation call with me for next week. It's the first time I've heard of a stay conversation. What is it and what should I expect?

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.

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.

Hi Amazonians, I was laid off earlier this year, and my new employer needs a copy of my ETA-9089 to port my employment-based green card case.

I contacted Fragomen, but they said they need Amazon's authorization before they can release the document.

Does anyone know how I can make this request to Amazon Immigration/HR, or who I should contact?

Thanks!

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!

I’ve had enough of this one manager who just treats me unfairly every time. And other people in the warehouse have seen it too. Whenever I work with her , she always put in a very hard sections while others get the easiest one ALL THE TIME. Last night when everyone finished theirs, my coworkers tried helping me and she literally told her to not help me at all while the others got help for theirs. No one likes this manager at all. I reported her to ethics, but would I get in trouble

I have an IT Manager OTS L5 Loop coming up, looking for any advice.