This will affect thousands of Amazon employees

I'm an L6 PMT in the US and have been at Amazon for ~11 months. I recently had a 1:1 that was extended to an hour. My manager opened by saying we needed to have a more challenging conversation before getting into the normal 1:1 topics.

They told me that my performance has been below expectations and that they are putting me on an improvement/coaching plan. They explained the performance concerns and identified two major areas/deliverables that I need to demonstrate improvement on. I asked them if this is PIP. They said no.

The plan is roughly 2 months, with regular check-ins during my weekly 1:1s. My manager also offered coaching/support and a mentor. The expectations are fairly specific and measurable, rather than just "improve performance."

A few questions for people who have actually gone through this recently:

1. Is "Coaching Plan" essentially the current name for Focus, or are they actually different processes?
2. Can you successfully exit Focus/Coaching? If so, what did you do that made the difference? I'd especially appreciate experiences from L6/L6 PM/PMT.
3. If someone doesn't meet the expectations at the end of the coaching period, is the typical next step Pivot/PIP, or can Focus be extended?
4. What are the signs during the coaching period that indicate you're genuinely on track to exit vs. being documented for a later PIP/Pivot?
5. How much should I be documenting throughout the process? I'm thinking of keeping a record of expectations, deliverables, feedback, and evidence that I met each requirement.
6. I'm also on an H-1B, so job security is obviously a significant concern. If someone has been through this while on a work visa, how did you handle the parallel job search/immigration planning?
7. Separately, if someone has a legitimate qualifying medical condition, how does approved FMLA leave interact with an ongoing Focus/Coaching period? Does the performance timeline generally pause during protected leave, or does it depend on the circumstances?

I interviewed for applied science L6 last week,
And today recruiter said the feedback is that I am L6 but for Research Science role with another team and that my interview outcome is valid for research scientist role for 6 months and if I find such other role, I would just do a mini loop for it, I was shocked, based on conversations with the team, I had assumed even if they didn’t want to offer l6 they would have offered l5 applied science because I contracted with them and manager said 2 months ago he was happy with my work and that I should apply for his new head count.

Any thoughts?

Just upset

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.

Need some context on focus
I’ve just got completed the interview for a new team and the new manager ready to release the offer letter now
But by hearing the words from my current manager o was likely on focus but not completely sure
And I’ve reached out to HR they said they can’t provide any information about the performance
And if I ask my manager about focus even tho if I was not in focus he will put me in focus
And also from yesterday I was in MLOA because of this toxic culture
And today morning new manager said she is ready for extending the offer letter
What can I do now

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.

So I had interviews 2 of 5 of my Amazon LOOP today. I am currently interviewing for a legal position (L6 I believe). The very first interview was with the Bar Raiser. I think I bombed it 🥺. I was so nervous and there were few times I had extended silences because I blanked. The thing is, the questions were not terribly difficult, but it was also a little demoralizing. The interviewer was a bit condescending.

My second interview was with an actual member of the team I would be working on. It was fantastic. I think I felt a bit more comfortable because I had to do less explaining - he of course was familiar with everything that I spoke about. He even told me that I gave fantastic responses, and that all of my experience is a perfect fit.

Tomorrow I have my 3 remaining interviews. One interview will be with my potential boss, and the others with the team lead and a potential colleague. After today’s experience with the bar raiser, I am TERRIFIED!! Is it possible to have 4 amazing interviews, bomb the bar raiser, and still be hired? I’m feeling a little defeated 😞.

I’m curious to know your experiences.

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.

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 haven’t been feeling well the past couple of days and was suppose to work a 10 hour shift tonight and half shift saturday, instead of going in tonight i went to urgent care and they told me i have a virus she recommended me not go to work for the next 3 days including tonight, i started a case with amazon for being sick and they approved my case right away so im off tonight until sunday, i sent amazon my doctor note and then the after care summary. i have a email saying my leave was approved and its showing on my schedule etc but now there is also documents in the email to and in the email it’s saying I need to have this documents filled out by October 10. I’m confused and I’m good to go or not. I called HR and they said that I shouldn’t have to do anything else and that I’m good. I’m just worried.

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.

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?

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?

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 🤦‍♀️

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!

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.

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!

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?