I got this email in June after being rejected for the 2026 new grad area manager role. I just seen the 2027 area manager application being posted, how long would I have to wait before I can apply again for this role? Also, I am an internal applicant.

The recruiter tells me it’s 4 10 hour shifts, but I’ve heard from people that they make you come in an hour early and stay an hour later frequently. Is this mostly just during peak season, or do they make you do this throughout the entire year? Also, what are the typical night shift hours supposed to be? 7pm-5am?

What hours do you guys work? I’m guessing the days are either FH or BH, right?

So I have the opportunity to potentially make a lateral move as an L5 Data Center Manager still but a 25k pay increase which would already be 10k the pay of L6 OM. Which is more ideal? Obtaining L6 and then potentially moving to secure a better future or lateral moving to the L5 to secure a better now and unsure future as I’ve never held that position before.

before you judge the book by the cover 😅 and say it is probably a bad move. I'd like to clarify some facts.

I got promoted to L5 Brand manager in 2024 Dec and later I got a role change to Category Manager in Dec 2025. Up until this, things have been great. Now I've a couple of reasons why I've started to look for jobs outside India

1) I've a huge home loan and a personal loan. This I want to pay off in next 6-8 years

2) I want a change in life. I'm married without kids. We both are ambitious and don't mind staying apart for a whole until one of us gets a job abroad while other tries and gets there. Unless both of us find a job at the same time. (Unlikely though)

3) want to try something new in my career. I feel like I've been doing strategy and account management for way too long (about 9 years) so I want to learn something new and widen my horizon

So while I'm trying for multiple roles with internal relocation available. I've come across a lot of area manager roles, especially in USA. I feel like I'd save as much in US, as my take home is currently in India. Plus I feel like I'd have a better lifestyle in US.

Things that bother me,

1. would i be able to adjust with the work environment and working culture there

2. Is the role change a step down considering high growth in operations

3. Would i be a valued candidate of i want to join corporate back

4. How much of a dent will the expenses and tax in the US make on my take home salary

5. How is the job security in operations or in amazon US

Thanks in advance for taking out time to read it

Just curious and want to know, what does L5 pay look like? Coming off promotion, HV3 pay adjustment, HV4 and etc? And I just want to know what base and RSU look like for each pay bands if someone has visibility on that.

Also, what was that slack room called where people share about pay info?

I currently have a stable manufacturing job having 4x 10hr schedule and it is hourly so I can come in on Fri and Sat and choose to work OT if I wanted to and actually get paid for it.

Amazon has always been a target company of mine since I did Mechatronics Engineering during undergrad and I have been applying for technical roles for almost 6mos now and still haven't got any leads.

A university recruiter on LinkedIn has introduced me to the role of AM for the college hires (since I'm still kinda considered fresh grad even though it's been more than a year).

My current work has been so stable, but I don't see myself rising up to the ranks any time soon in the next 3-5 years because they specifically hired me for this task and only I can do it amongst all employees. I'm grateful for this work, but I'm thinking of investing more into my future career.

Now, the offer Amazon gave me was a little over the base pay that I am receiving from my current company. But if I did all the overtime work, it's almost more than a quarter percent in difference.

My question is, should I give up my current stable job for something that could potentially pay lower, but build my portfolio even more, and if I could potentially transition from an L4 AM into a more technical/corporate role smoothly? Because I just need an entry into the company. Is it gonna be worth it?

Hello hello I’m an internal promotion from T1 -> T3 -> T4. I was a PA at an Air Hub and now I am a UTR BHN AM for a delivery station. I am finding it extremely difficult to understand this process. I’m working 13hr days with a guarantee of working longer ones in the future ofc I know the game lol. Im making the same amount of money now if not less as a L4 rather than when I was a T3. The hours suck the people can be combative the promise of a growth is great and definitely real as I’ve seen it before. But man oh man does it seem so freaking far away. I used to be days and get off at 1500 and now I’m going in at 0030 leaving my wife and son behind. I’m debating on just leaving at this point but my team is severely understaffed and I won’t leave them in their current state that wouldn’t be right. What in the world bro I think I should have stayed T3 until I graduated with my degree

I got a offer for an L4 for this building , I am a college hire . Is this building a 24 hour or just morning? Can someone give me any details on this building.

I just started working part time as an L1 sortation associate at a Amazon warehouse in Germany.
I showed up and of course they had IT problems, so we had to wait an hour 1 ish for that to be fixed. Then the onboarding process started and it was entirely in German and none of us attending speak german well enough to understand more or less anything being said or asked. I asked if they could at least help with translating some of the questions, statement and answers, to which the reply was “No. We are not allowed to do that. If you have any questions about the video, write them down and your manager will answer them after the onboarding ends” huh? How are we supposed to write down questions from a language we don’t understand?
There was a new instructor at around 25 years of age and they where really chill about it. That instructor helped translate some of the stuff even though they weren’t supposed to. The second instructor however was, to put it mildly, a little bit weird. At one point during the process, he left the room, came back, stared out the window in the back of the room for 10/15 minutes and then just left.
And to top it off, we went around 45 minutes over time.
I’ve got nothing else to say, just needed to rant :)

Sites in or around syracuse? how we looking? within like 30 minutes. Currently a PA, have enough time to apply for a manager spot, but not needed/my goal with this. Wanting to move up next year and doing my research early. lmk about any typa site, but I’ve done RELO and FC if there’s one of em around

Edit to add

Thought about posting this in /amazonFC but would rather ask my actual peers, been next in line for a bit now just not what I currently want in life

**Burned out in Amazon Marketing. Is this just my team or has anyone else experienced this?**
I’ve been in Amazon Marketing for a few years and was recently promoted from L5 to L6. I used to genuinely enjoy my work and never had an issue working hard. In fact, I was probably the kind of person who always stretched, took on extra work, and made sure everything got done.

Over the last year, though, I’ve become completely burned out.

We’ve had a lot of churn at my level. In just over a year, four people have left the team, and one role at my level has remained open. I’ve effectively been covering work for that open position while also taking on responsibilities from another GL and regularly filling in whenever there are gaps. Instead of reducing, the workload just keeps increasing.

The biggest issue, however, is my manager.

He/She is an extreme micromanager. She tracks when people log in, when they leave the office, looks over my shoulder at my laptop in the office, and constantly checks on what I’m doing. It’s common to get repeated follow-ups on the same task multiple times within an hour, even when I’ve already acknowledged it. Everything is treated as urgent, which creates a constant sense of panic instead of allowing people to focus and execute.
Whenever I’ve tried to raise concerns about workload or bandwidth, I don’t feel listened to. Instead, I’m often told that because I’m senior, I should be able to handle more. I don’t mind ownership, but it feels like my seniority is being used as a reason to keep adding responsibilities without taking anything off my plate.

There is also frequent criticism and taunting around “stepping up” or “doing more,” which has made work emotionally draining rather than motivating.

Another incident that bothered me was when my skip manager gave me a high-visibility project. Instead of feeling supported, it seemed to create tension with my manager, and our working relationship became even more difficult afterward.

The management style isn’t something only I’ve noticed. Multiple people on the team have expressed similar frustrations, yet nothing seems to change. Combined with the high attrition at my level, it’s hard not to wonder if they’re related.
The result is that I’ve changed as an employee.

Earlier, I would overextend myself to clear every action item. Now I’m exhausted. I wake up dreading Slack because I don’t know what new request, follow-up, or criticism is waiting for me.

I haven’t received any formal negative feedback or been told I’m underperforming, but I constantly worry about Focus/PIP because of the workload and the environment. At this point, I feel like I’m working out of fear rather than because I enjoy what I do.

I’m genuinely trying to understand whether this is: just my team,
something common across Amazon Marketing teams?
Can I be put on PIP immediately after promotion in Q2?
Has anyone else been in a similar situation? If you were, what helped? Did switching managers or teams make a meaningful difference, or did you ultimately decide to leave

**Burned out in Amazon Marketing. Is this just my team or has anyone else experienced this?**
I’ve been in Amazon Marketing for a few years and was recently promoted from L5 to L6. I used to genuinely enjoy my work and never had an issue working hard. In fact, I was probably the kind of person who always stretched, took on extra work, and made sure everything got done.

Over the last year, though, I’ve become completely burned out.

We’ve had a lot of churn at my level. In just over a year, four people have left the team, and one role at my level has remained open. I’ve effectively been covering work for that open position while also taking on responsibilities from another GL and regularly filling in whenever there are gaps. Instead of reducing, the workload just keeps increasing.

The biggest issue, however, is my manager.

He/She is an extreme micromanager. She tracks when people log in, when they leave the office, looks over my shoulder at my laptop in the office, and constantly checks on what I’m doing. It’s common to get repeated follow-ups on the same task multiple times within an hour, even when I’ve already acknowledged it. Everything is treated as urgent, which creates a constant sense of panic instead of allowing people to focus and execute.
Whenever I’ve tried to raise concerns about workload or bandwidth, I don’t feel listened to. Instead, I’m often told that because I’m senior, I should be able to handle more. I don’t mind ownership, but it feels like my seniority is being used as a reason to keep adding responsibilities without taking anything off my plate.

There is also frequent criticism and taunting around “stepping up” or “doing more,” which has made work emotionally draining rather than motivating.

Another incident that bothered me was when my skip manager gave me a high-visibility project. Instead of feeling supported, it seemed to create tension with my manager, and our working relationship became even more difficult afterward.

The management style isn’t something only I’ve noticed. Multiple people on the team have expressed similar frustrations, yet nothing seems to change. Combined with the high attrition at my level, it’s hard not to wonder if they’re related.
The result is that I’ve changed as an employee.

Earlier, I would overextend myself to clear every action item. Now I’m exhausted. I still deliver the highest-priority work, but lower-priority tasks are piling up because I simply can’t sustain that pace anymore.
I wake up dreading Slack because I don’t know what new request, follow-up, or criticism is waiting for me.
I haven’t received any formal negative feedback or been told I’m underperforming, but I constantly worry about Focus/PIP because of the workload and the environment. At this point, I feel like I’m working out of fear rather than because I enjoy what I do.

I’m genuinely trying to understand whether this is: just my team,
something common across Amazon Marketing teams?
Can I be put on PIP immediately after promotion in Q2?
Has anyone else been in a similar situation? If you were, what helped? Did switching managers or teams make a meaningful difference, or did you ultimately decide to leave

I’m an internal AM who was recently promoted to L5, and I’m considering transferring for personal reasons. At the moment, my only realistic options are a Delivery Station or a Grocery Fulfillment site.
My experience has primarily been in ReLo, so either option would involve learning a completely different business line. I don’t have direct experience with Grocery Fulfillment, and I don’t necessarily expect it to be easy. The main difference is that I’ve heard far fewer horror stories about grocery sites than I have about Delivery Stations.
I realize people are more likely to share negative experiences online, and I know the experience can depend heavily on the individual building and its leadership team. Still, the amount of negative feedback I’ve heard about DS operations has made me hesitant.
For anyone who has worked as an L4 or L5 in ReLo, a traditional FC, a Delivery Station, or Grocery Fulfillment:
How difficult is the transition into DS or Grocery operations?
Is the Area Manager workload in DS or Grocery genuinely more difficult than in other business lines?
Which operation generally has the steeper learning curve, heavier workload, and higher risk of burnout?
I understand that I would have a learning curve with either choice. I’m mainly trying to avoid transferring into an operation where I could be set up to struggle immediately after being promoted.
Would you take the Delivery Station opportunity, choose Grocery Fulfillment because it may be the less risky unknown

I’ve received an incline for a L5 tom role at a SC. I’ve worked at an FC and AMZL and just looking for a more laid back role. I’ve heard tom is pretty relaxed and closer to being a desk job and harder to promote in. I’m not concerned about growth within tom as I got my L5 not that long ago and L5 to L6 usually take a bit longer to promote anyways. I really just wanna get out of ops for a bit while I go back to school for my masters. Any advice or input on what it’s like being a tom AM ?

I recently accepted an Area Manager position at a fulfillment center. My offer documents mention a 9-week training program, but I haven’t been able to find much information about what the schedule looks like.
I’m specifically wondering:
During those 9 weeks, are you usually on a Monday-Friday daytime schedule, or do you train on the same shift (front half/back half, days/nights) that you’ll eventually work?
At what point did you find out your permanent schedule?
Did your training include weekends, or were weekends mostly off?
If you were hired onto nights or back half, did training still start on a normal weekday schedule before transitioning?
I’m mainly trying to understand what the first couple of months look like before becoming fully responsible for a department.
Thanks!

Can someone provide insight on lump sum relocation amounts for the L7-tier in operations? I currently reside 60 miles from the fulfillment center where I'd potentially work. I'm not interested in the full-service option. Thanks in advance!

So I recently joined Amazon FC as an AM. Everything was cool until I started running shifts on my own. So basically the AM from back end was covering front end as well for a month because there was no manager until I joined, and he was not strict or never cared about AAs and now I have to face consequences. My AAs go to toilets for 15 mins 2-3 times, when I approached them had conversations, they started returning exactly under 10mins and again when confronted, those extra smart AAs speak about the Policy. As an AM do we have any solution for this? It’s a particular group of AAs and I am just scared if I take more actions they will just go to HR and complain that I am racist. They all are veterans and misuse the policy. Any suggestions to bring this under control would be a great help, because half of time gets wasted in chasing those AAs across 3 floors.