Anonymous wrote:Hear anything today, OP?

Anonymous wrote:

Anonymous wrote:Hear anything today, OP?

Not OP but I've been waiting about two weeks now. I know they're supposed to reach a decision much sooner so I'm not sure if someone in recruiting forgot to reject me. My online application still says under consideration, FWIW.

Anonymous wrote:Hear anything today, OP?

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Anonymous wrote:It's be a rinse and repeat through all 5 interviews.

I can attest to this. You can use the same answers for most of the interviews.

+1 to rinse and repeat, but they told me I'd have to to have a different answer for each iteration of the question.

Different people - how would they know?? My DH didn't and he works there.

I was told interviewers compare notes after the loop and if you answered "how did you deal with a difficult person?" with the "Larla from marketing" response each time, you'd get dinged for "lack of a breadth of experience."

I can attest that just doesn't happen. Ever. They fill out a template form and send to HR.

We do it in my division, we always have a debrief.

+1

And interviewers do compare notes. There was a mention on a debrief I did about the candidate using the same JOB for each example. They would for sure ding you if you use the same situation for several questions (unless you are fresh out of school).

So 5 rounds of interviews with multiple candidates and after each interview everyone gets together to compare notes. Must be a very efficient place.

What’s amazing is they have rampant HIRE TO FIRE on top of that.

Every org in Amazon is different, but in my org we don't do hire to fire. It seems like this is more common in lower levels or at the warehouses. My org is primarily L5-L8's and we definitely don't go through the arduous process of bringing people on at that career point to fire. Those people may oversee others, however, at very entry level. Even if you say you need to cut by 10% through attrition or "layoffs" that's generally happening anyway on the lower levels. I worked at 2 Big4 firms and it was similar. 10% reduction of the massive numbers of 22 year olds is basically trimming the fat or they leave on their own for grad school or other jobs. I haven't seen anything obviously different at Amazon. There is also the 4 year pay schedule which contributes to attrition, so high functioning orgs generally don't need to hire and fire because there is natural turnover.

I am definitely NOT convinced it's the best model, but it's not as cut and dried as "hire to fire!"

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Anonymous wrote:

Anonymous wrote:It's be a rinse and repeat through all 5 interviews.

I can attest to this. You can use the same answers for most of the interviews.

+1 to rinse and repeat, but they told me I'd have to to have a different answer for each iteration of the question.

Different people - how would they know?? My DH didn't and he works there.

I was told interviewers compare notes after the loop and if you answered "how did you deal with a difficult person?" with the "Larla from marketing" response each time, you'd get dinged for "lack of a breadth of experience."

I can attest that just doesn't happen. Ever. They fill out a template form and send to HR.

We do it in my division, we always have a debrief.

+1

And interviewers do compare notes. There was a mention on a debrief I did about the candidate using the same JOB for each example. They would for sure ding you if you use the same situation for several questions (unless you are fresh out of school).

So 5 rounds of interviews with multiple candidates and after each interview everyone gets together to compare notes. Must be a very efficient place.

What’s amazing is they have rampant HIRE TO FIRE on top of that.

Every org in Amazon is different, but in my org we don't do hire to fire. It seems like this is more common in lower levels or at the warehouses. My org is primarily L5-L8's and we definitely don't go through the arduous process of bringing people on at that career point to fire. Those people may oversee others, however, at very entry level. Even if you say you need to cut by 10% through attrition or "layoffs" that's generally happening anyway on the lower levels. I worked at 2 Big4 firms and it was similar. 10% reduction of the massive numbers of 22 year olds is basically trimming the fat or they leave on their own for grad school or other jobs. I haven't seen anything obviously different at Amazon. There is also the 4 year pay schedule which contributes to attrition, so high functioning orgs generally don't need to hire and fire because there is natural turnover.

I am definitely NOT convinced it's the best model, but it's not as cut and dried as "hire to fire!"