Interview

guide

What you must know to ensure a

successful interview.
About Amazon
When Amazon.com launched in 1995, it was with the mission “to be
Earth’s most customer-centric company.” What does this mean? It's
simple. We're a company that obsesses over our customers. Our
actions, goals, projects, programs and inventions begin and end with
the customer top of mind. In other words, we start with the customer
and work backwards. When we hit on something that is really
working for customers, we double-down on it with hopes to turn it
into an even bigger success. However, it’s not always as clean as that.
Inventing is messy, and over time, it’s certain that we’ll fail at some
big bets too.
You'll also hear us say that at Amazon, it's always "Day 1." What do
we mean? Our approach remains the same as it was on Amazon’s
very first day — to make smart, fast decisions, stay nimble, innovate
and invent, and focus on delighting customers.
 PREPARE FOR AMAZON’S
INTERVIEW

1. Prepare for behavioral-based interview questions

Amazon interview questions are behavioral-based. We'll ask about
past situations or challenges you've faced and how you handled
them. Amazon's Leadership Principles will help us guide the
discussion.

Examples of behavioural questions:

Tell me about a time when you took on something significant

outside your area of responsibility. Why was it important?
What was the outcome?

Tell me about a time when you didn’t know what to do next or

how to solve a challenging problem?

Give me an example of a goal you’ve had where you wish you

had done better. What was the goal and how could you have
improved on it?
2. Provide details
When answering questions in your interview, remember
that specifics are key. Give a detailed account of one
situation for each question you answer and use data or
metrics to support your example.

3. Focus on "I" not "we"

Be ready to describe the specific steps you took and how
you contributed in a specific situation. Let the interviewers
know what you actually did and what you have
accomplished. We understand that you've worked with a
team in a collaborative environment, but interviewing is an
opportunity for you to describe specifically your
contribution.

4. Don't shy away from failures

It's okay to talk about failure. Come prepared with
examples that showcase your expertise while describing
how you've taken risks, succeeded, failed and grown in
the process.
5. Know why you want to work at Amazon
Asking "why Amazon?" is not just a formality for us. We
want to understand why you're exploring an opportunity
with the company, so we get a better sense of who you
are.

6. Ask for clarification when you need it

Don't be shy about following up if you need clarification. If
an interviewer asks you a question and does not give
enough information for you to provide a solid answer, ask
for more context.

7. Read carefully the job description

Part of the preparation for the interview is for you to know
details regarding the role you applied to. Why were you
attracted in particular to this job? What are the key
responsibilities of the role? What is the purpose of the
team that has this role opening?

8. Format responses using the STAR method

The STAR method is a structured way to respond to behavioral-
based interview questions. Following the format, you answer
questions by discussing the specific situation, task, action, and
result of the experience you're describing.
Leadership Principles

We use our Leadership Principles

every day, whether we're
discussing ideas for new projects
or deciding on the best approach to
solving a problem. It is just one of “We continue to aspire to be
the things that makes Amazon Earth’s most customer-centric
peculiar. All candidates are
company, and we recognize this to
evaluated based on our Leadership
Principles. The best way to prepare
be no small or easy challenge. We
for your interview is to consider know there is much we can do
how you’ve applied the Leadership better, and we find tremendous
Principles in your previous energy in the many challenges and
professional experience.
opportunities that lie ahead.” –
Jeff Bezos

Amazon’s culture is deeply rooted in our Leadership Principles. The best way
you can prepare for an interview is to consider how you’ve applied the
Leadership Principles during your previous professional experience.
Overall, we encourage candidates to learn about our culture, our business
teams, and how we strive to be Earth’s most customer-centric company.
Customer Obsession Are Right, A Lot
Leaders start with the customer Leaders are right a lot. They have
and work backwards. They work strong business judgment and
vigorously to earn and keep good instincts. They seek diverse
customer trust. Although leaders perspectives and work to
pay attention to competitors, they disconfirm their beliefs.
obsess over customers.
Learn and Be Curious
Ownership Leaders are never done learning
Leaders are owners. They think and always seek to improve
long term and don't sacrifice long- themselves. They are curious
term value for short-term results. about new possibilities and act to
They act on behalf of the entire explore them.
company, beyond just their own
team. They never say "that's not Hire and Develop the Best
my job." Leaders raise the performance bar
with every hire and promotion.
Invent and Simplify They recognize exceptional talent,
Leaders expect and require and willingly move them
innovation and invention from their throughout the organization.
teams and always find ways to Leaders develop leaders and take
simplify. They are externally seriously their role in coaching
aware, look for new ideas from others. We work on behalf of our
everywhere, and are not limited by people to invent mechanisms for
"not invented here." As we do new development like Career Choice.
things, we accept that we may be
misunderstood for long periods of
time.
Insist on the Highest Frugality
Standards Accomplish more with less.
Leaders have relentlessly high Constraints breed resourcefulness,
standards—many people may self-sufficiency and invention.
think these standards are There are no extra points for
unreasonably high. Leaders are growing headcount, budget size,
continually raising the bar and or fixed expense.
driving their teams to deliver high-
quality products, services, and Earn Trust
processes. Leaders ensure that Leaders listen attentively, speak
defects do not get sent down the candidly, and treat others
line and that problems are fixed so respectfully. They are vocally self-
they stay fixed. critical, even when doing so is
awkward or embarrassing.
Think Big Leaders do not believe their or
Thinking small is a self-fulfilling their team’s body odor smells of
prophecy. Leaders create and perfume. They benchmark
communicate a bold direction that themselves and their teams
inspires results. They think against the best.
differently and look around corners
for ways to serve customers. Dive Deep
Leaders operate at all levels, stay
Bias for Action connected to the details, audit
Speed matters in business. Many frequently, and are skeptical when
decisions and actions are metrics and anecdote differ. No
reversible and do not need task is beneath them.
extensive study. We value
calculated risk taking.
Deliver Results Have Backbone; Disagree and
Leaders focus on the key inputs for Commit
their business and deliver them Leaders are obligated to
with the right quality and in a respectfully challenge decisions
timely fashion. Despite setbacks, when they disagree, even when
they rise to the occasion and never doing so is uncomfortable or
settle. exhausting. Leaders have
conviction and are tenacious. They
Success and Scale Bring Broad do not compromise for the sake of
Responsibility social cohesion. Once a decision is
We started in a garage, but we’re determined, they commit wholly.
not there anymore. We are big, we
impact the world, and we are far Strive to be Earth’s Best
from perfect. We must be humble Employer
and thoughtful about even the Leaders work every day to create a
secondary effects of our actions. safer, more productive, higher
Our local communities, planet, and performing, more diverse, and more
future generations need us to be just work environment. They lead
better every day. We must begin with empathy, have fun at work,
each day with a determination to and make it easy for others to have
make better, do better, and be fun. Leaders ask themselves: Are
better for our customers, our my fellow employees growing? Are
employees, our partners, and the they empowered? Are they ready
world at large. And we must end for what’s next? Leaders have a
every day knowing we can do even vision for and commitment to their
more tomorrow. Leaders create employees’ personal success,
more than they consume and whether that be at Amazon or
always leave things better than elsewhere.
how they found them.
 THE STAR FORMAT
The STAR format is an acronym for
Situation, Task, Action and Result

1. Situation

Describe the situation that you were in and make sure you
provide enough detail.

2. Task

What goal were you working toward? What tasks were you
responsible for? Did you do anything outside your area of
responsibility?

3. Action
Describe the actions you took to address the situation. What specific
steps did you take? What was your contribution?

4. Result
Describe the outcome of your actions. What happened? How did the
event end? What did you accomplish? What did you learn?
 HOW DO WE CONDUCT
THE INTERVIEWS ?

The interviews will be conducted via Chime, our videoconference tool. You
will have the instructions to either download the app or access it via your
browser.

Prior to the interview:

Test your phone or computer’s video function, so you can avoid any
technical difficulties;

Use a headset or headphones if available, to eliminate background

noise or echoing;

Join the interview via video rather than audio only;

Have your cell phone as a backup to call in, in case there are having
any technical issues.
 DO'S AND DONT'S

Be specific. Use data or metrics Avoid generalization;

to support your examples;
Don't embellish or omit parts of
Be concise but detailed; the story;

Be structured (STAR format); Don’t rely on a single example;

Reference recent situations Don't speak negatively about

whenever possible; previous employers or
employees;
Follow up if you need
clarification;

Focus on your individual

contribution (I instead of we);

During the interviews, please ask questions if you do not fully understand
what is being asked or talked about. We want to ensure you have a great
interview and experience. Following each interview, you will have an
opportunity to ask your interviewer questions about the position.
What happens next?
To make the decision, we take into account many different factors; your
interviewers will meet to discuss your feedback and make a decision.
The outcome of your interview will be decided within 2 to 5 days after the
interviews.
You will have an answer within 1 week (via email or phone).

GOOD LUCK!
After the recruitment process ends you will receive from us via email a
request for feedback. Please take few minutes to complete the feedback
form, because your opinion is very valuable to us and we will take it into
account in order to improve our work. Thank you!

Do You Need More Help?

For more information or specific assitance, please
reach out to your Recruiter or Recruitment Coordinator.