Ho presentato la mia candidatura tramite un selezionatore. La procedura ha richiesto 5 giorni. Ho sostenuto un colloquio presso Amazon (Seattle, WA) nel mese di giu 2015
Colloquio
I was contacted via LinkedIn for a different position. There was a lot of encouragement to have a phone interview even though I was not that interested and I didn't feel that I was a good fit. As expected I was not technically a good fit but that brought forward the interview for the SE position which also was not what I was looking for. The second phone interview was with two people on a really very poor speaker phone and I struggled to hear them well through the room echo and muffled mic. They focused on an area of my resume which is clearly more than five years in the past asking specific system command questions that I could only vaguely answer. All of my current experience was ignored. I had expressed that I have been in a technical lead / architect role for quite some time but the position seemed to be for a lower level grunt that would follow direction instead of a role that creates direction.
Domande di colloquio [1]
Domanda 1
Mostly Linux operating and kernel tuning questions.
- Had an assessment round with 2 DSA medium questions
- Had a debugging round based on the technical skills mentioned in the job description
- Had a DSA round which I was asked to explain my approach clearly
Ho sostenuto un colloquio presso Amazon (Seattle, WA)
Colloquio
Initial call with recruiter, to talk about interest in role and background. Then technical interview with hiring manager to go over coding comeptancy and then technical depth in area. Finally, some time at the end for questions to the manager
Ho sostenuto un colloquio presso Amazon (Austin, TX)
Colloquio
Application & Recruiter Screen
After you apply (or are referred):
A recruiter phone call (20–30 min)
Covers:
Your background and experience
Role fit and location
Basic behavioral questions
Compensation expectations (sometimes)
✅ Tip: Be ready to explain your resume clearly and concisely.
2. Phone / Virtual Screen
This is usually 1–2 interviews:
45–60 minutes each
Mix of:
Behavioral (Leadership Principles)
Role-specific questions (technical, ops, analytics, etc.)
For tech roles, this may include:
Coding or system design
SQL / data questions
Case-style problems
✅ Tip: Use the STAR method and include metrics.
3. Onsite / Virtual Loop Interview
This is the main interview stage (often virtual now):
4–6 back-to-back interviews
Each interviewer focuses on:
1–2 Leadership Principles
Deep dives into your past experiences
Includes a Bar Raiser interviewer
Possible formats:
Behavioral interviews
Technical or case interviews
Written exercise (for some roles)
✅ Tip: Expect follow-up questions and challenges to your answers.
4. Bar Raiser Interview
Conducted by a trained interviewer outside the hiring team
Focuses on:
Long-term potential
Leadership Principles alignment
Hiring bar consistency
They may push harder and probe deeper than others.
5. Hiring Decision (Debrief)
Interviewers meet to discuss feedback
Decision is based on:
Leadership Principles
Role competency
Overall hire bar
You typically hear back within a few days to two we
Domande di colloquio [1]
Domanda 1
Ownership / Deliver Results
Tell me about a time you took ownership of a problem that wasn’t yours.
Tell me about a time you delivered results under a tight deadline.
Describe a time you had to make a decision without all the information.
