Contacted by recruiter via Linkedin, process worked as follows: 1) Phone interview with line manager Went through advertised role in more detail - no specific questions here just giving brief overview of yourself and prior experience 2) Phone interview with member of wider Finance team More structured interview, asked the following: a) Why Amazon / the role b) Main strengths & weaknesses for the role c) What does Amazon do well / what could Amazon improve on d) One competency question which was tell me about a time when you went over and above and delivered something outside of your day job 3) Invited to SHL test and final interview stage. SHL test different to all online as it was interactive where you are not only answering the questions but also creating graphs with your answers. More time / less questions than original SHL lures you into false sense of security, super time pressured. 4) Invited to final round of interviews, 4 x 45min interviews spread over 2 days Primarily competency based interviews however each interview varied a little from person to person, some would jump straight into competency whereas others would ask more about experience why amazon why the role why leaving current company etc. Preparing wide range of examples crucial for success, everything online says 2 examples per LP however they have a bank of questions to ask for each LP and the 2 you prepare might not be relevant to the Q they ask - this makes it super hard. Personally think the key is being able to tailor your experience examples in the moment to the questions they ask, and you also need to focus heavily on the RESULT - always try go for tangible results i.e ones backed up by data rather than intangible results such as ' I received great feedback for this'. Also, be prepared for your examples to be scrutinised down to a finite level of detail - be very clear on HOW you did something, I had a senior manager ask exactly how I got data out of the system and performed analysis on it - what formulas I used how long it took etc Interview 1 a) Tell me about a time you didn't think you could deliver something but through perseverance went on to deliver b) Tell me about a time when you worked hard on a project and wasn't able to deliver Interview 2 - Bar raiser I thought the bar raiser would be focused on non-technical questions however completely the opposite, they may not understand exactly STA however will focus heavily on RESULT, even more crucial to be data driven on your results here a) Tell me about your best innovation b) When did you go above and beyond and deliver something outside of your role c) When did you go out of your way to add value to stakeholders Interview 3 - senior manager, will test your resolve and ask v probing questions a) Tell me about a time you did something difficult outside of your remit - follow up question 'this doesn't seem difficult' - got to be able to justify why it is b) Tell me about a time you received tough feedback from your manager - follow up, 'this doesn't seem tough' - got to justify why again Interview 4 a) Tell me about a time where you implemented a solution rather than investigating further b) When did you bring about change after spotting a certain financial / non-financial metric / KPI c) Tell me when you had to dig into the details in order to solve a problem d) When did you work with a complex data set and solve a problem Lot's of Q overlap and you need diff examples for each one, key is to prepare many and think about how you can flex in the moment. GL all. The key to this community is posting reviews, would encourage everyone to do so! GL all

Il processo di selezione è iniziato con uno screening con un recruiter HR, focalizzato su esperienza, motivazione e fit con il ruolo. Successivamente ho sostenuto un colloquio con due diversi manager, durante il quale sono state poste domande comportamentali, richiedendo l’utilizzo della metodologia STAR per strutturare le risposte. Le domande erano orientate a esperienze pratiche e gestione di situazioni reali.