It is based on a conversation with Sai Chiligireddy in the Amazon’s Seattle office of Esse-to-to Essay. Edited for length and clarity. Work Insider has confirmed the history of employment.
As a program engineer, I joined Amazon about eight years ago and rose to engineering management in five years.
I had more than 100 technical interviews in the company’s Vancouver and Seattle offices. I have been a recruiting manager and have a recruitment manager and phone displays, after passing the full process of evaluations and technical tours, I last called the latest for my team.
In my experience, Amazon evaluates the candidates of two main areas: basic technical powers and principles of Amazon leadership, “I do not agree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “I do not agree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree” and “disagree”.
Every time I’m in the room with a candidate there are four questions I asked myself:
1. Can I cooperate with them if they join the team?
The main question I always keep in mind is whether there is someone I can cooperate with it. If someone is a good communicator, do they open their opinions openly and justify their choices?
I like why people choose a certain solution in technical interviews and when I think it is good to solve. When the solution or approach is taken by the candidate, it is a suboptimal – but they can substantiate their choice – we are okay.
2. Do they understand the bigger picture?
The second thing I was looking for is someone who understands that their solution is the compliance with the general work problem or the organization.
Only an annual experience, but I met a candidate for a candidate that the company’s product is exactly about the product and their work fits the target of the general organization. It was able to explain what the products were used and what business value is There was.
He flew my mind and thought of how I looked up to our present day. I began to look at my purely technical positions and thinking of what my work is up for customers.
3. are they perfect?
Another valuable candidates I like, it is not to find a perfect solution immediately. They pay attention to the start and actively improvement of the solution and avoiding unnecessary inks. They are also open to feedback and are ready to change their approach to new use or restrictions.
I tend to be a perfect thing and this is another value I learned from conducting interviews.
4. Did they make?
Candidates who differ in me are preparing. They passed a lot They reconstructed a mock interview and an interview environment for themselves. This helps them get used to the pressure of a problem in 30 to 45 minutes.
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It is easy to say when the candidate is not applied to a technical interview, without any automatic filling features in a document or writing the writing code on a board, as we require a pandemic before the pandemic. If you haven’t touched a marker in a few years it is difficult to write on the board.
They are also preparing to talk about leadership skills. Many people who do good deed did their homework. They prepare notes in terms of our leadership principles and the principles of the past and in terms of one-two sample samples.
They also bring questions for the recruiting manager. People like what projects are working on what projects, what challenges and join the company, they like what can look for career trips.
