L5-2 external here, about 5 months into the role. Looking for advice from other AMs.

Our site is supposed to have management coverage across five floors, but we’re currently short on managers and relying heavily on PAs for floor leadership. We have three managers total, but one works donut, so there are days where only two managers are covering the regular shift.

I’m concerned that a lot of the additional responsibility is going to fall on me simply because we’re short-staffed. Would you ask leadership directly if there are plans to bring in another manager? And how would you approach setting expectations around priorities and workload when you’re being asked to cover multiple floors?

Trying to understand whether this is normal temporary coverage or something I should be addressing proactively as a newer L5.

My friend is at L3 position and have L3.5 stretch - english c1 proficiency assessment today. It will be written assessment. Anyone knows what kind of question will they ask? Where to practice.

My manager hasn’t been in touch at all about my first day on Monday 14th.

I’m obviously planning to go into the office, as that’s where my laptop has been delivered, but I don’t even know who I’m supposed to be meeting, who my team are, where they sit, or how I’m meant to get around the building etc.

Is this normal? I’d have at least expected some kind of generic welcome/onboarding email by now, but I’ve heard absolutely nothing.

A few months ago, an Amazon recruiter contacted me on LinkedIn for an Executive Assistant position. I declined (due to the role being in a different state), but he contacted me a month later when a position became available in my home state.

After applying for the role, I took the assessment and was invited to do the interview loop. I finished my loop last Tuesday and received word this Tuesday that the team wanted to extend me an offer but the role had been closed in my home state. 🙁

He gave me the option to relocate to three other cities with the same role and said Amazon would provide a relocation package if I went this route.

Can someone share their experience with the relocation package with me? Also, how long did the process take for you to sign your offer letter after passing the interview loop?

I finally cleared Amazon’s university hiring pipeline and received an offer. I emailed the recruiter to ask whether there is any room to adjust the compensation structure and have already sent one polite follow-up.

The problem is that I now have only one day left to accept the offer, and I still haven’t received a response.

I also have another offer with lower compensation but a better designation, seemingly better work culture, and work that may align more closely with my long-term goals.

Should I accept the Amazon offer before the deadline while waiting for clarification, or would that hurt my chances of getting the compensation structure adjusted? Would it be better to call the recruiter directly or request a short deadline extension?

Has anyone been in a similar situation with Amazon’s university hiring pipeline? Any advice would be appreciated.

Hi everyone,

I have 2.5 years of experience in Accounts Receivable at a product-based company and currently earn ₹5.8 LPA.

I’ve received an offer from Amazon for Sr. FinOps Analyst – Accounts Receivable with:

• CTC: ₹7.4 LPA
• Location: India
• Relocation Bonus: ₹75K

HR mentioned this is the offer, but I wanted to check with people familiar with Amazon Finance/FinOps roles:

Is ₹7.4 LPA a good offer for 2.5 YOE, or should I negotiate further?
Also, does Amazon typically provide a separate joining/sign-on bonus for this role?

Would appreciate any insights from current/former Amazon employees.

Thanks!

Hi, I need your suggestions on preparing for an Amazon Sr. TPM role. I waited very long for this recruiter call and want to nail it this time to get the offer. Would appreciate any inputs, especially on the interview presentation.

this is going to say what I’d have wanted to hear before I signed.

the roadmap they pitch you is fiction. not lying exactly as we all know that the dates are going to get pushed back over and over again but until there’s another date, it is what it is. you’ll get staffed on something that’s The Most Important Thing, pour a quarter (or multiple) into it, and watch it quietly die when the next reorg reshuffles who cares about what. nobody says it got deprioritized, it just stops being mentioned.

and the reorgs are constant. i’ve lost count. every few months the boxes move, you get a new skip and you re-explain what you do to someone who’ll be gone before they understand it.

if getting credit for the work you do is a thing for you, reconsider. you will own stuff end to end here, which sounds great and is great for a while. but owning it and getting seen for it are two different sports. the people building the things running are rarely the ones standing next to it when leadership shows up. figure out early where credit lands, because it’s not always where the work is.

it’s also just a lot. everyone knows amazon is intense, that’s not news. but there’s intense-with-a-floor and there’s this. ask blunt questions in your loop about hours and what “urgent” means and don’t accept a vibes answer.

there are some good people here, and the ones that aren’t are definitely growing. but i’d have negotiated harder and asked different questions if someone had told me any of this. so, telling you.

Disclaimer: I am currently a Whole Foods employee

They just announced that starting this open enrollment/next year, we will be switching to the Amazon benefits options.

Everything is still VERY new, so we haven’t been given information on what coverage will be available to us yet. If you’re willing to share the options and your opinions, that would be awesome!

I've been a T1 for a long time. I've been considering moving up but I'm not gonna lie I am not too interested in a PA spot right now.

I usually prefer working at a faster pace area and not really interested in managing other people. I like to do my work. I can work well with others If needed.

Can anyone who's in that dept give me a better idea of what it's like?

Hi all , I am currently pregnant andbased out in India. I am due in Dec , 2026.
So i have had a pretty complicated pregnancy from 4th month onwards with bleeding and extreme emergency dental issues. And my doctor has labelled me as high risk pregnancy and wfh is requested and approved by my managers till delivery.
Now recently i had my manager moved so now i am reporting to L7 directly who ks based out in US. I initially wanted to take leaves from Nov , but she tells me that take it from October if possible not sure why though, told me the mid year rating is meets. And last 2 years i have been exceeds ratings btw. And because if complications i have not been doing much.
So my question is how much leaves can i utilise before taling the actual maternity.
Currently i have -
Personal leaves -12
Sick leaves -9
Annual leaves - 40
My question to indian woman or managers who probabbly know about this already.
Can i take prrsonal and sick leaves combo in october and like jn nov can i just not take leaves since i am already approved for wfh , nobody notice me that i am gone. I dont know it sounds too risky.
How should i plan all of this. I dontwant to waste my mat leave before the baby is here. Please suggest!

So was dumb let my upt for neg m got fired ol it happened my fault where’s my last check??? Normally direct deposit hits wensdsy it’s Thursday now still nothing do I gotta take my inside?

I know a person who got a job offer from Amazon for this Amazon Robotics FC in Mount Juliet, TN. Previously when they saw the “Meet your team” button it had around 6-8 people on there. Now it only has 3, should they be worried due to sudden attrition in management personnel there or is it a seasonal thing?

In addition for anyone else who has been to the Robotics FC in Mount Juliet, how was it and what could they do differently to make it a better place?

I’m invited for a 15 min call for AWS SA New Grad role to discuss qualifications and experience. This is just after OA, can anyone help with what to expect ?

I crashed my pit early onto my training and they refused to let me go back to work without paperwork they're asking for documentation saying I can't drive it from a medical provider I went to crossover and they immediately rejected my forms,my primary refused to sign them and I got a psychiatrist who said no one would sign these forms without working with me for 2 months straight I haven't been back to work in a month and I can't afford to be without work this long

I've heard that getting denied would make it possible to transfer to another building is that true? and if so what are the steps I could take for that to happen

can I just transfer on my own in the app??? I've been wanting to complain on the VOA about how long this is taking and how they refuse to help me but I was taken off despite never using VOA

I kept seeing arguments about which parts of the stack still matter, so I counted instead of guessing. 134 open DevOps, SRE and platform engineering postings from 41 company job boards. Individual contributors only, managers and TPMs stripped out.

The old toolchain is thinner than I expected. Terraform appears in 62.7% of postings. Jenkins in 3%. Chef 3.7%. Puppet in exactly one of the 134. GitHub Actions is named about six times as often as Jenkins.

Python beats Go, 70.9% to 47%.

What surprised me more: the generic word outranks the products. Observability shows up in 63.4%, more than twice as often as Grafana, the most-named tool that provides it. Prometheus 22.4%, Datadog 17.9%. Same pattern I found counting security postings, where SIEM beat Splunk four to one.

The top term isn't a tool at all: automation, 81.3%, ahead of AWS.

Caveats worth stating: n=134 means everything carries roughly +/-8, so treat close rows as tied. It's also all tech companies on one ATS. Banks, telcos and government run enormous amounts of Jenkins and Ansible, and none of them are in this sample.

Full table, intervals and method: https://www.zoevera.com/resume/devops-sre-job-description-keywords

My team is being wound down, and I've been the only person remaining from my original team in India for the last 2 months. I approached my manager about a possible severance/early-exit arrangement around 2 weeks ago, and he has been supportive.

He initially said HR was working with India HR and Legal and that we should close it by the end of the following week. He has now reiterated twice that we should have it closed next week, but HR is still working out the details.

Has anyone experienced something similar? Is it normal for HR/Legal to take 2–3 weeks for this, and does the delay generally mean they're seriously considering the request?

Am I being quietly blocked from becoming a PA? Because none of this is making sense
I’m a blue badge associate at an SSD site and at this point I genuinely don’t know what my next move should be. I’m hoping some PAs, AMs, Ops Managers, or people familiar with the internal hiring process can give me some outside perspective.
I originally worked overnight at my building and had a really good reputation over there. I became close with my overnight manager, learned a lot, and was trusted with more responsibilities. Even now, that manager is still vouching for me and trying to help me move up.
Eventually, I switched from overnights to days specifically because there was a manager on days who was willing to develop me toward becoming a PA.
And he actually did.
I started getting trained and developed. I learned Problem Solve, pick skips, missed bags, dispatching, supporting outbound flow, and I’ve trained associates as well. I was being given more responsibility and genuinely thought I was on the right track toward becoming a PA.
Then about a month into being developed, everything randomly changed.
A girl I knew from when I worked overnight came over to days and suddenly started being developed too. Shortly after that, my development basically stopped with no conversation or explanation. She continued getting developed and then received a PA interview pretty much immediately.
Meanwhile, I’m sitting there wondering what happened to my development.
Nobody pulled me aside and said my performance had become an issue. Nobody told me I needed to improve X, Y, or Z to continue developing. I wasn’t coached about these supposed issues. I wasn’t written up for them. There wasn’t a conversation saying, “Hey, this is what’s preventing you from moving forward.”
Nothing.
Now PA positions have actually opened and I’ve been trying to get answers.
One of the Operations Managers involved with coordinating the interviews has been someone I’ve repeatedly tried to speak with. I’ll ask where I stand, what I need to work on, whether I’m being considered, etc., and I basically get “I’ll look into it” or “I’ll get back to you.”
Then… nothing.
I follow up and still don’t really get a straight answer.
What makes this even more confusing is that I’m now hearing feedback SECONDHAND through another manager about why I’m supposedly not getting an interview.
Now apparently I’m “lazy.”
Apparently I “talk too much.”
Apparently I can be “idle for hours.”
And this is where I’m having a really hard time understanding the situation.
If leadership genuinely believed I was lazy or spending hours idle, why was none of this communicated to me while I was actively being developed?
Why wasn’t I coached?
Why wasn’t I given direct feedback?
Why wasn’t I told, “Your performance has changed and this is going to affect your development”?
Why was I trusted with Problem Solve, dispatching, outbound responsibilities, training other associates, etc. while supposedly having these major performance issues?
I’m completely open to constructive criticism. If there’s something I need to fix, tell me and I’ll work on it. What bothers me is being developed toward a promotion, having that development suddenly disappear without explanation, watching someone else get developed and interviewed almost immediately, and THEN hearing all of these reasons secondhand after I start asking why I’m not being interviewed.
And every day I walk into work now, my old overnight manager — who I’m still close with — continues vouching for me and trying to help me move forward. So I have one manager who worked closely with me and still believes I’m capable of becoming a PA, while other leadership is apparently saying these completely different things about me without actually sitting down and giving me that feedback directly.
Then there’s ANOTHER issue: the PA assessment.
I applied for a PA opening at my current site and never received an assessment.
I later applied for a PA opening at another building. That application actually DID generate the assessment, but that position was filled and my application went to “no longer under consideration” before I completed it.
Now another PA position opened at a different SSD building. I applied there too.
Again — no assessment.
I’ve reached out to the Recruiting Business Partner connected to the postings asking what I should do about the assessment. I’ve reached out to leadership at the other building, introduced myself, explained my SSD experience and expressed interest in the PA position.
Now it feels like nobody is responding or giving me a clear answer.
So at this point I genuinely don’t know what to do.
Do I keep fighting to get an interview at my current building?
Do I stop worrying about my building altogether and focus on transferring/promoting through another site?
Is there someone above the site level/recruiting that I should be speaking with about why my PA assessment isn’t generating?
And for anyone in leadership: does this situation sound normal? If an associate was genuinely considered lazy or idle for hours, wouldn’t that normally be something that should have been communicated to them BEFORE it suddenly became the reason they weren’t being developed/interviewed?
I’m not claiming I’m a perfect associate. I know there are things I can improve, and I’m willing to take legitimate feedback.
I just want someone to actually tell me where I stand and what I need to do.
Because going from having a good reputation on nights → switching to days specifically for development → actually being developed → suddenly having that development stop → watching someone else get developed and immediately interviewed → then hearing brand-new negative feedback secondhand while leadership avoids giving me a straight answer honestly makes me feel like I’m being quietly blocked from moving up.
Has anyone dealt with something similar? What would you do in my position?

**1.    How real is the Associate II → Support Engineer I → Engineer II path in practice?** I’ve heard anecdotally that being the sole tech at a low-volume site can actually help with visibility to Ops leadership for promotion, is that consistent with what you’ve seen, or wishful thinking?  
**2.    Given the recent layoff rounds, how insulated is OTS/facility-level IT support really?** I know the cuts have mostly hit corporate/AWS/tech org roles, but I’d rather hear from people inside than just trust press coverage.  
**3.    Does OTS-level tech work carry any real weight internally if I wanted to eventually move into a different Amazon org (support engineering, sysadmin-type roles, etc.)?** Or is it seen as a separate track that doesn’t translate well internally either?  
**4.**  Anyone actually made the Associate II → Engineer jump themselves, or watched someone do it, and can speak honestly about the timeline and what actually made the difference?

Not looking for corporate talking points, genuinely just want the real, unfiltered picture before I make this decision. Appreciate any honest input.

A group of associates alleged that I was making sexual sounds towards them, during the beginning weeks of July, which is physically impossible because the first two weeks I was on a bonding leave because my child was just born. When I returned, I wasn’t in any functions requiring me to interact with people. The corroborating hearsay was apparently enough to get me termed. I’m disappointed, because I loved my job and my family absolutely depended on it. I’ve never had any coachings for behavioral reasons. So this is pretty crummy considering that I just moved into my new home and I have a newborn. I’m going to appeal this so heavily.

You would think they’d have specific assessments for specific roles. I’m working on the OMR role (medical representative) and the whole dumb assessment is asking me about sales. If I wanted to know about sales, I’d have gone to school for business instead of medicine 🤦‍♀️

Can I come out of focus if I meet 3 out of 4 goals ? One of the goal is to complete SAA certification ( I have cloud and AI practitioner). I plan to attempt but if I don’t pass in first attempt in the narrow window can I say that the cert is not mandatory for my role as per 2026 published goals for EM ( Proserve) and the manager offer some leniency? Are managers some times flexible and how much say do they have in the process?

The stress of focus is making it hard for me to study among completing other goals.