- Review application status
- Amazon culture & benefits
- Job categories
- language dropdown menuEnglish
- English, British
- Español (Europeo)
- Português, Brasil
Next, dive into our 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 the things that makes Amazon peculiar. All candidates are evaluated based on our Leadership Principles. The best way to prepare for your interview is to consider how you’ve applied the Leadership Principles in your previous professional experience.
Leaders start with the customer and work backwards. They work vigorously to earn and keep customer trust. Although leaders pay attention to competitors, they obsess over customers.
Leaders are owners. They think long term and don’t sacrifice long-term value for short-term results. They act on behalf of the entire company, beyond just their own team. They never say “that’s not my job".
Leaders expect and require innovation and invention from their teams and always find ways to simplify. They are externally aware, look for new ideas from everywhere, and are not limited by “not invented here". As we do new things, we accept that we may be misunderstood for long periods of time.
Leaders are right a lot. They have strong judgment and good instincts. They seek diverse perspectives and work to disconfirm their beliefs.
Leaders are never done learning and always seek to improve themselves. They are curious about new possibilities and act to explore them.
Leaders raise the performance bar with every hire and promotion. They recognize exceptional talent, and willingly move them throughout the organization. Leaders develop leaders and take seriously their role in coaching others. We work on behalf of our people to invent mechanisms for development like Career Choice.
Leaders have relentlessly high standards - many people may think these standards are unreasonably high. Leaders are continually raising the bar and driving their teams to deliver high quality products, services and processes. Leaders ensure that defects do not get sent down the line and that problems are fixed so they stay fixed.
Thinking small is a self-fulfilling prophecy. Leaders create and communicate a bold direction that inspires results. They think differently and look around corners for ways to serve customers.
Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk taking.
Accomplish more with less. Constraints breed resourcefulness, self-sufficiency and invention. There are no extra points for growing headcount, budget size or fixed expense.
Leaders listen attentively, speak candidly, and treat others respectfully. They are vocally self-critical, even when doing so is awkward or embarrassing. Leaders do not believe their or their team’s body odor smells of perfume. They benchmark themselves and their teams against the best.
Leaders operate at all levels, stay connected to the details, audit frequently, and are skeptical when metrics and anecdote differ. No task is beneath them.
Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting. Leaders have conviction and are tenacious. They do not compromise for the sake of social cohesion. Once a decision is determined, they commit wholly.
Leaders focus on the key inputs for their business and deliver them with the right quality and in a timely fashion. Despite setbacks, they rise to the occasion and never settle.
Our interviews are rooted in behavioral-based questions which ask about past situations or challenges you’ve faced and how you handled them, using Leadership Principles to guide the discussion. We avoid brain teasers (e.g., “How many windows are in Manhattan?”) as part of the interview process. We’ve researched this approach and have found that those types of questions are unreliable when it comes to predicting a candidate’s success at Amazon.
Here are some examples of behavioral-based questions:
Keep in mind, Amazon is a data-driven company. When you answer questions, your focus should be on the question asked, ensure your answer is well-structured and provide examples using metrics or data if applicable. Reference recent situations whenever possible.
The STAR method is a structured manner of responding to a behavioral-based interview question by discussing the specific situation, task, action, and result of what you're describing. Here’s what it looks like:
Describe the situation that you were in, or the task that you needed to accomplish. Give enough detail for the interviewer to understand the complexities of the situation. This example can be from a previous job, school project, volunteer activity, or any relevant event.
What goal were you working toward?
Describe the actions you took to address the situation with an appropriate amount of detail, and keep the focus on you. What specific steps did you take? What was your particular contribution? Be careful that you don’t describe what the team or group did when talking about a project. Let us know what you actually did. Use the word “I,” not “we,” when describing actions.
Describe the outcome of your actions and don’t be shy about taking credit for your behavior. What happened? How did the event end? What did you accomplish? What did you learn? Provide examples using metrics or data if applicable.
Consider your own successes and failures in relation to the Leadership Principles. Have specific examples that showcase your expertise, and demonstrate how you’ve taken risks, succeeded, failed and grown in the process. Keep in mind, some of Amazon’s most successful programs have risen from the ashes of failed projects. Failure is a necessary part of innovation. It’s not optional. We understand that and believe in failing early and iterating until we get it right.