I applied through a recruiter. The process took 4 weeks. I interviewed at Amazon (San Francisco, CA) in Aug 2015
Interview
The entire process toke 1.5 month, but it mainly because of the coordinator the recruiter had been working with left the company. The experience of the phone screen was not that great, I have never been able to have a good experience to have the interview with a guy who is not a developer but trying to ask technical question, because some of the time they ask nonsense questions and when you are trying to tell them that the question should be asked in a different way, they lost his temper.
BTW, I think the worst thing the interviewer did was when I got the code exercise question, I was able to explain my idea before writing the code, he stopped me right away saying do not talk to him unless I have any question about the code exercise, I think this kind of behavior somehow makes me think he is not the right person I should work with or work for.
Interview questions [3]
Question 1
Coding exercise:
Input in a file. >4GB
10, 20, 30 , 10, 55, 20, 66, 77, 55, 88, 55...... 4GB
output format:
10 - 2 times
20 - 2 times
55 - 3 times
Initial screening call with recruiter followed by a 1 hr hacker rank question on DSA. The final round was a panel consisting of 4 interviews ranging from technical design, more DSA and behaviour questions.
Interview questions [1]
Question 1
Describe a time when you disagreed with your team and how you resolved it
Online Application & Assessment: Candidates apply via amazon.jobs and may be asked to complete online assessments (work simulations or technical tests).
Recruiter Phone Screen: A 30-60 minute interview to discuss your background, interest in the role, and initial behavioral questions.
Technical Phone Screen (For Tech Roles): A 60-minute interview focused on data structures, algorithms, and coding in a shared editor.
Interview Loop (Virtual/Onsite): The final stage, usually 3-5, 45-60 minute interviews held on the same day or over a few days.
Behavioral Questions: These focus on past behavior (STAR method: Situation, Task, Action, Result) mapped to Leadership Principles.
Technical/Functional Questions: Problem-solving, system design, or domain-specific questions.
Bar Raiser Interview: One interviewer is a "Bar Raiser," a neutral employee from another team tasked with ensuring hiring standards remain high.
Hiring Committee/Debrief: Interviewers meet to discuss candidate feedback and make a hiring decision.
Recruiter screen. Then 2 coding interviews then onsite rounds (another coding question, then a system design question, then HM behavioral interview). System design was simpler than other companies. Coding was leetcode ish
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