How Amazon interviews work

Amazon uses a structured hiring process built around its 16 Leadership Principles (LPs). For most roles you will have a phone screen with a recruiter, one or two technical or role-based screens, then a virtual on-site loop of four to six interviews. Each interviewer is assigned specific LPs to assess, so different people in the loop will ask about different principles.

One interviewer in the loop is designated the Bar Raiser, an experienced Amazonian whose job is to maintain the hiring bar across the company. The Bar Raiser can veto a hire and often asks the most probing follow-up questions. Knowing the Bar Raiser role exists helps you understand why some interviewers push harder on specifics than others.

The Leadership Principles you must know

Amazon has 16 LPs: Customer Obsession, Ownership, Invent and Simplify, Are Right A Lot, Learn and Be Curious, Hire and Develop the Best, Insist on the Highest Standards, Think Big, Bias for Action, Frugality, Earn Trust, Dive Deep, Have Backbone Disagree and Commit, Deliver Results, Strive to be Earth's Best Employer, and Success and Scale Bring Broad Responsibility.

You do not need a story for every LP but you should have strong examples covering at least eight. The most commonly assessed are Customer Obsession, Ownership, Deliver Results, Dive Deep, and Have Backbone. Prepare two examples per LP if you can, so you have a backup if the first story comes up in an earlier round.

Using STAR for Amazon behavioral questions

Amazon interviewers expect STAR answers: Situation, Task, Action, Result. The Action section is where most candidates underdeliver. Interviewers want to hear what you specifically did, not what the team did. Use "I" not "we" for actions. If the team helped, describe your contribution and then reference the team outcome.

Results must be specific. "The project succeeded" is not a result. "We reduced checkout drop-off by 18% over six weeks" is a result. Quantify wherever possible. If you do not have numbers, describe the measurable impact: time saved, process improved, complaint volume reduced.

Common Amazon interview questions with LP mapping

"Tell me about a time you disagreed with a decision and how you handled it." Maps to Have Backbone; Disagree and Commit. Show that you raised your concern clearly, made your case with data, and then committed fully once the decision was made. Avoid stories where you were simply overruled and sulked.

"Describe a time you took ownership of a problem outside your immediate role." Maps to Ownership. Amazon wants people who act like owners, not renters. Show that you identified a gap, took it on without being asked, and drove it to resolution. "Give an example of a goal you set and how you achieved it." Maps to Deliver Results. Keep the goal specific and the outcome measurable.

How to prepare for Amazon interviews

Write out six to eight stories from your career that each cover two or three LPs. Label each story with the LPs it demonstrates. Practice delivering each in under three minutes using STAR. Record yourself once, play it back, and check that your actions are clear and your results are specific. Most candidates over-prepare on the technical side and under-prepare on stories.

Research the team and role before the interview. Amazon interviewers appreciate candidates who know the product, the customer, and the business context. Review Amazon's annual report and any public announcements about the team you are joining. This signals Customer Obsession and Think Big.

Questions to ask your Amazon interviewer

Amazon interviewers respond well to specific, thoughtful questions. Good options include: "Which Leadership Principles does this team lean on most in day-to-day decisions?" and "What does the first 90 days look like for someone in this role?" These show genuine interest in the work and the culture rather than generic curiosity.

Avoid questions about salary, benefits, or promotion timelines in the interview loop itself. Those are better handled through the recruiter. Focus your questions on the work, the team's biggest challenges, and what success looks like in the first year.

Get real-time help in your next interview
Live Interview Help listens to your interview and surfaces personalised answers in real time. Free 20-minute trial on Google Meet, Teams, and Zoom.
Install Free on Chrome

Frequently asked questions

How many Leadership Principles should I prepare for?
You should have strong examples for at least eight Leadership Principles, with two stories each for the most commonly assessed ones: Customer Obsession, Ownership, Dive Deep, Deliver Results, and Have Backbone. You do not need a dedicated story for every LP, but the more you have covered the more comfortable you will feel when the interviewer probes a specific principle.
What is a Bar Raiser at Amazon?
A Bar Raiser is a trained Amazon employee, usually from a different team, who participates in hiring loops to maintain the quality of hires across the company. They can veto a hire even if all other interviewers approve. They tend to ask deeper follow-up questions and are specifically looking for whether a candidate raises the bar compared to the existing team.
Does Amazon ask technical questions in behavioral interviews?
It depends on the role. Technical roles include system design and coding rounds in addition to behavioral questions. For non-technical roles such as product management, marketing, or operations, the loop is almost entirely behavioral and LP-based. Either way, every role at Amazon includes at least two to three LP-focused behavioral interviews.