This was a Sr. Technical PM position within AWS. In my experience the Sr. Technical PM positions within AWS need a lot more technical acumen from candidates compared to non-AWS TPM positions within Amazon. Therefore, all the reviews you read on Glassdoor for Amazon Sr.TPM positions will miss lead you in thinking that they will just test you on leadership principles and on a bit of technical stuff. In fact, I think if you are a developer/Sr. developer you have a better shot at clearing the interview compared to a Product Manager who basically works with developers to get products shipped. I am not sure why do the Amazon team asks Product Managers to interview for these roles. It's a total waste of time in my opinion. They should interview developers and teach them product management. Process: First Phone Interview - expect a call from hiring manager or a lead engineer. In either case they will ask you both technical and leadership questions to check your overall fit. The questions will be focused a lot around your current job. So do think about what you wrote in your resume. If in your experience you were making technical decisions such as which API (REST or GraphQL), system designs then you are good. But in case your engineers were coding and making those technical decisions, then you may or may not get the loop (2nd round) interviews. Loop Interviews - 5 or 6 depends on availability of the team members 1. Hiring Manager - Leadership Questions. Little bit technical. 2. Technical Leader / Engineering lead - This is the person you want to watch out for. He/She will grill you and ask you a lot of technical questions. They won't ask you to code but will expect you to basically explain the code or how it works. If you are not coding in your current job, then I would say the interviewing engineer will enjoy to see you struggle and keep throwing technical questions until you feel that why did I ever apply for this role. You will think didn’t you read my resume that I don’t currently code? Also, the technical questions may or may not be from the products you have worked on. He/She will ask you questions as if you are interviewing for a software developer role. 3. 3-4 of TPM interviews – These may be TPM/Sr.TPM from the group. These would be standard leadership principles-based questions. Your luck would matter here because some TPMs are really nice and would give you some positive energy back but others may make you feel that see I am at Amazon and you are not and I am the boss here. 4. Bar Raiser – In my experience this may be your last interview of the day. The biggest issue you may face in this interview is how not to repeat your examples. Repeating your examples is considered bad since it may lead the team to think that you don’t have a good breadth of experience. You may find this person a bit rude or questioning everything you say. Don’t get bothered by it. They may be expected to behave in this manner. Few Other tips – If you are applying to a role within AWS, a technical PM or even non-technical PM, expect a lot of technical questions. I mean a LOT. I think the teams within AWS should realize that they need engineers cum PMs not the other way around and they shouldn’t interview PMs and they can stop wasting time for themselves and for the candidates. Don’t repeat your examples Follow the star format. Do follow it really. Quantify every result. Very Important. Best of luck. It does matter who interviews you. If you are an engineer, you have a good shot. But if you are Product Manager, I will say try PM or TPMs outside AWS.

Overall had a positive experience. I had an internal referral, which got my resume in front of the hiring team. The entire process took 6 weeks and was rather time intensive: - Recruiter screen / quick call - Online Assessment (quoted 90 min, took 3-4 hours) - 1 hour behavioral phone screen with a member of the extended team - Final round consisted of -- Panel with 5 behavioral interviews each 1 hour -- Writing assessment (1-2 pages) The debrief took place 3 business days after the final round and I got a verbal offer from the recruiter that day. My recruiters were very communicative and shared details about what LPs to focus on for each call, who I'd be speaking with, etc. All of the questions were behavioral and could be answered using STAR format -- even the ones aligned to PM functions (Product Roadmap, Stakeholder Management, Product Vision). There were no "hypothetical" PM style questions (eg "How would you assess which features to prioritize in your roadmap?") One thing I found helpful was to hear the question, determine which LP it maps to, then share the strongest story you have for that LP. Having an idea which stories I wanted to prioritize for each interviewer / LP helped me make sure I was sharing a diverse set of my strongest stories. Also would recommend checking out YouTube for what to expect. There are a lot of creators that will walk through what to expect and how to succeed at each stage. This + feedback from recruiters helped me prepare.