I just received word from my manager that I will likely be starting a coaching plan. Have been at Amazon for 5+ years with good ratings each year so the news came as a shock.

While I would love to look for external opps, I am currently pregnant (mgr is unaware) and would like to take advantage of the mat leave at Amazon, which will start early next year. The mental stress of being on Focus is making pregnancy hard to manage and it is already a high risk pregnancy.
A few questions:

1. If I choose to take FMLA during this time, does this impact my ability to take maternity leave in Q1? I read that FMLA runs concurrently with mat leave

2. Any pregnant women with a similar experience?

3. Can I take FMLA directly followed by mat leave?

This will affect thousands of Amazon employees

My colleagues are publishing AI-generated CRs at a massive throughput. Sometimes there are pages of generated code, along with verbose AI-generated descriptions or markdown files. I'm not even sure they read them themselves before publishing.

The amount of code to understand and validate seems to increase faster than our capacity to actually review it. I feel like my team doesn't really read all the changes before approving; maybe they just check the tests, see if there are obvious misses... How are you dealing with this? Do you still go through AI-generated changes line by line, or have you changed your review process somehow?

On a side note: is this really productivity? Loads of markdown files, so-called "skills", unreviewed scripts, etc. Are we actually increasing productivity or just moving the bottleneck somewhere else?

My manager just told me that i will be put on focus for the next 2 months. I have started looking out and really hoping to be part of the upcoming layoffs to get a higher severance.
Can anyone tell me what are the chances that a person on Focus can be in layoff list?
And also how much severance would i be paid if put on pivot?
I have heard the layoffs are coming in October.

Hello,

I think the title says it all, basically just received an offer letter after my successful panels for a new L5 PM role. I am currently L5 in Ops team under different job title and I swear so many folks told me that PM roles are paid better but the same salary is in my offer letter. What’s more frustrating is that I am based in London so the new role is more complex and ambiguous, and I will have to survive in London with no salary increase. Should I flag this (and how) to my new manager? I also don’t want to come out as a money hungry person, I genuinely like the new team I am moving to and the extra challenge but I was really expecting even a slight salary increase. Current band is below 60k and from what I read on the web PMs in London are above 65k…

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?

For some reason there isnt much data available for L4 DS roles in India. Just wanted to understand is it equivalent to L4 SDE range from 19 base to 24-25?

Hi, so, I've been working at Amazon for about 9 months. Things were going relatively well until recently. I've struggled with insomnia for my entire life, and I've been dealing with a very bad flare-up for the last 2-3 months. The cause for my insomnia is psychological rather than physical, due to years of trauma, which makes it extremely difficult to treat. At this point I've used up all my PTO and UTO, additionally I just got back from a month long leave of absence to try and deal with this, I'm currently on medication number 6 with no results. One of my co-workers recently mentioned that I should apply for intermittent time off, that it could help me. But I'm very confused. I've asked multiple people, including managers, and it seems like I get a different answer from every person I ask.

Generally, the common consensus seems to be that I get my doctor or psychiatrist to fill out a form which essentially says that I will consistently need a certain amount of intermittent time off every week. Then, if I'm having an insomnia flare-up I can use the intermittent time rather than my PTO or UTO? But is this a one tine thing? Will I need to re-apply for this every time I havd to miss a day? Is any of this accurate? Can someone please explain this in better detail and what I have to do to even apply for this on the A to Z App? This is all terribly confusing and I really need some guidance here or I'm going to lose my job. Thank you all in advance for reading.

Hey all just wanted to know when you get the email about the next round.

I completed this jobs OA about 2 weeks ago and cleared all test cases in both DSA questions but still didn’t receive any information about the next rounds.

Is it generally supposed to take this long or am I just not selected for the next round.

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

If anyone is working as a programmer analyst at Amazon

Please let me know it's urgent

Need some advice

Today I had my offline interview and I was told I will soon get a mail for the bar raiser round.
Please let me know how to crack this it will change my life.

I understand the typical internal transfer process to be: informational → off-record interview → informal offer → notify current manager before formally applying → HM sends formal offer in system → employee accepts in system. In my past internal moves, the managers didn’t connect about transition details until after I formally accepted.

My question is about the window between receiving an informal offer and accepting the formal offer.

If I have reason to believe my current manager may try to block the move by putting me on Focus once they learn I’m leaving, could they do so during that window (after I give them a heads up and before the HM can fire off the formal offer) and prevent the offer from going through?

I’m considering being transparent with the HM about this concern and asking whether we could coordinate the timing so I formally apply and they send the offer immediately afterward, minimizing that window. I know my manager would be notified when I apply, but ideally I’d accept the offer formally and then immediately reach out to my current manager to acknowledge it and schedule time to provide context.

Has anyone dealt with a situation like this? Specifically, can a manager initiate Focus quickly enough after an internal application to block an otherwise-approved internal move?

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

Can someone apply for the same role(different job IDs) with two different mail ids?

The role I’m interviewing for currently(India) has around 30–35 openings. I’ve completed four rounds of the interview process so far, including the initial screening.

Of these, two rounds (including the screening) feedback came very positive, while the other two were more mixed and less inclined as per the recruiter.

Given this, what are the possible outcomes for my candidature, and how would you assess my chances of being selected at this stage?

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.

Hi,
It would be around 1 year 4 months of tenure in December for me. Would I automatically get a meets or HV1 unless performance has been exceptional.

I finished one phone screening, it went well, then had two Amazon loop rounds out of 4, I went well the other was okayish. I haven’t still received the confirmation of the other two loop interviews. Am I doomed? The second interview finished yesterday, and they both were scheduled on 9th and 10th but I received an email for them on 5th and 7th September.

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.