VIRTUAL INTERVIEW
We’re excited that you’re interviewing with
us! Here’s your guide to interviewing in
Amazon Fulfillment & Operations.
CONTENTS
WHAT IS FULFILLMENT? 3
THE INTERVIEW 4
THE STAR METHOD 6
EXAMPLE 7
LEADERSHIP PRINCIPLES 8
NON DISCLOSURE 10
VIRTUAL
2
What is fulfillment?
Fulfillment is at the heart of the Amazon experience. We deliver millions of products to
hundreds of countries worldwide. Our teams possess a wide range of skills and expertise, from
business analysis and inventory management to engineering. With more than 150 Fulfillment
Centers in North America, Amazon Fulfillment is growing at a pace that requires the best and
brightest talent to be brought in to our company to help us continue to make history.
The evolution of Amazon has been driven by innovation. It’s part of our DNA. We are doing
things every day that have never been done before—providing a huge selection of products
and continuing to fulfill orders quickly. We accomplish this by solving complex problems with
ingenuity and simplicity. We're making history and the good news is that we've only just
begun!
We create. We build. We take ownership for what we do – whether we’re developing a new
technology in-house or launching a new Fulfillment Center. Together, we’re constantly
creating the ideas, services and products that make life easier for Amazon’s millions of
customers. Regardless of role, each Amazonian is completely focused on working hard, having
fun and making history.
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T H E I N T E RV I E W
The Interview
FORMAT AFTER THE INTERVIEW
Your recruiting coordinator will send you Please be aware in advance that per company
details on dates, locations and duration. policy, regardless of interview outcome, we will
not be able to provide detailed feedback
CHIME Your interview will use Amazon's virtual following any of your interviews. We will always
strive to inform you of your outcome in a timely
meeting application, CHIME.
manner.
DOWNLOAD AND INSTRCUTIONS FROM HERE:
[Link]
PLEASE MAKE SURE TO START THE CHIME SET-UP
PROCESS AT LEAST 5 MINUTES BEFORE YOUR
SCHEDULED INTERVIEW TIME.
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T H E I N T E RV I E W
WAYS TO PREPARE
Tips
STAR FORMAT: Prepare your answers in the STAR format. Explain
the Situation, the Task at hand, the Actions you took, and the
Results you achieved. Remember we want to know what you did, ❒ The use of headphones is
not what your team did. preferred for virtual
interviews.
DATA: Amazon is a data driven company. We love to hear about
metrics and data that you’ve used to make decisions and measure ❒ Take your time when
results! Make sure to prepare to talk about the impact of your answering questions.
work using numbers.
❒ Respond to questions
LEADERSHIP: Leaders should be able to provide examples of
with specific details and
leading, teaching, training, influencing, and facilitating the
development of your team and peers. Think through times you be sure to highlight your
have served as a leader. unique role in each
situations or example.
QUESTIONS: It is important to ask high scope questions with each
interviewer. This gives you an opportunity to highlight your level ❒ Explain any terminology
of thinking. Prepare questions to ask your interviewers that will
or acronyms you use.
allow you to understand the company and your role.
❒ Have a list of questions
LEADERSHIP PRINCIPLES: Familiarize yourself with our company’s
Leadership Principles. ready to ask your
interviewer at the end of
JOB DESCRIPTION: Familiarize yourself with the job description of the interview.
the position for which you’re applying. You can find yours in this
external link.
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The STAR Method
Situation Describe the situation that you were in or the task that you needed to accomplish. Describe a specific
event or situation, not a generalized description of what you have done in the past. Be sure to give
enough detail for the interviewer to understand. This situation can be from a previous job, from a
volunteer
Task What goal were you working toward? What task or objective did you try to accomplish?
Action 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 and what was your particular contribution? Be
careful that you don’t describe what the team or group did when talking about a project, but what you
actually did. Use the word “I,” not “we” when describing actions.
Result 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? Make sure your
answer contains multiple positive results.
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 the situation you are describing.
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T H E I N T E RV I E W
Example
Situation My team had different answers for payment related questions; these calls
were taking longer and not always were resolved appropriately. This
caused frustration and anxiety among the team members, not even the
leads were sure on how to guide us at times.
Task My main goal was to understand how long these calls were taking, why
these calls were taking long and where we could find the correct
information to resolve the calls effectively and efficiently.
Action I asked my manager to provide me some minutes of the team meeting to
discuss this topic. We realized that we had different or limited information
on how to resolve these calls. I started doing a thorough research in KC and
prepared a PowerPoint presentation. I shared it with the team and three
weeks after we had a session in the team meeting again to analyze the
results.
Result The average handle time decreased by 2 minutes in the specific Issue Code
and the team was more at ease when handling the payment related call.
The customers, leads and associate experiences were improved. This
material has also been shared with the editorial team in efforts of
centralizing the material a lot more and in the meantime, while the
editorial team works on that, I have shared the presentation with all leads
to help my team.
BE AS SPECIFIC AS POSSIBLE at all times, without rambling or including too much information. Eliminate
any examples that do not paint you in a positive light. However, if an example has a negative result
(such as “lost the game”) you can still highlight your strengths in the face of adversity.
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LEADERSHIP PRINCIPLES
Leaders start with the customer and work backwards. They work vigorously
Customer Obsession 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
Ownership 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
Invent and Simplify
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
Are Right, A Lot
seek diverse perspectives and work to disconfirm their beliefs.
Leaders are never done learning and always seek to improve themselves.
Learn and Be Curious
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
Hire and Develop the Best 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.
Thinking small is a self-fulfilling prophecy. Leaders create and communicate
Think Big a bold direction that inspires results. They think differently and look around
corners for ways to serve customers.
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LEADERSHIP PRINCIPLES
Leaders have relentlessly high standards — many people may think these
standards are unreasonably high. Leaders are continually raising the bar and
Insist on the Highest
driving their teams to deliver high quality products, services and processes.
Standards
Leaders ensure that defects do not get sent down the line and that problems
are fixed so they stay fixed.
Speed matters in business. Many decisions and actions are reversible and do
Bias for Action
not need extensive study. We value calculated risk taking.
Accomplish more with less. Constraints breed
resourcefulness, self-sufficiency and invention. There are
Frugality
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
Earn Trust 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,
Dive Deep
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.
Have Backbone; Disagree Leaders have conviction and are tenacious. They do not compromise
and Commit
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
Deliver Results right quality and in a timely fashion. Despite setbacks, they rise to the
occasion and never settle.
9
Non Disclosure
During the course of your job candidacy, you may and, (v) upon [Link]’s request, you will deliver
receive information relating to [Link] that is not to [Link] all materials containing Confidential
known to the general public ("Confidential Information and, at our option, provide [Link]
Information"). with a written certification of compliance. You also
agree that you will not disclose any information to
Confidential Information includes, among other things,
[Link] that is confidential or proprietary to you
[Link]’s technology, facilities, assets, systems,
or any other person or company.
business partners, investors, customers, vendors,
business plans, marketing plans or data, finances and
If a provision of this agreement is held invalid under
other information, which should be reasonably
any applicable law, such invalidity will not affect
considered as confidential. Confidential Information
any other provision of this agreement that can be
may be contained in tangible materials such as
given effect without the invalid provision. Further,
drawings, data, specifications, reports and computer
all terms and conditions of this agreement will be
programs, or may be in the nature of unwritten
deemed enforceable to the fullest extent
knowledge. This Confidential Information is essential to
permissible under applicable law, and, when
the effective operation of the Company and gives the
necessary, the court is requested to reform any and
Company a competitive advantage over other firms
all terms or conditions to give them such effect.
pursuing related business activities. As a growing, high
technology company, [Link] must protect
[Link] is relying upon your promise to
Confidential Information against unauthorized use and
comply strictly with this agreement. Any violation
disclosure.
of this agreement may cause substantial and
In consideration of Amazon's willingness to provide you irreparable harm to [Link]. Accordingly,
with Confidential Information during your job without limiting any other available remedies, this
candidacy, you agree (i) all Confidential Information will agreement is specifically enforceable by
remain [Link]'s exclusive property, (ii) you will use [Link]. This agreement will be construed in
Confidential Information only to evaluate potential accordance with the laws of the State of
employment with [Link] and agree not to trade Washington.
securities based on that information, (iii) you will not
disclose Confidential Information to any individual, Any failure by [Link] to enforce your strict
company or other third party, (iv) you will notify performance of any provision of this agreement will not
[Link] immediately upon discovery of any constitute a waiver of [Link]’s right to
unauthorized use or disclosure of Confidential subsequently enforce such provision or any other
Information or any other breach of this agreement, provision of this agreement.
Signature Date
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