This exciting article is based on the conversation with Sai Chiligireddy, an engineering director at the Amazon’s Seattle office. It was released for length and clarity. Business Insider checks the date of its employment.
I joined Amazon nearly eight years ago as a software engineer, and after five years in the company, it rose to the position of engineering management.
During my period in the company’s offices in Vancouver and Sayatel, I had more than 100 technical interviews. I was also a recruitment manager and made the final call for a new employment in my team after the full process of phone shows, site evaluation and technical tours.
In my experience, Amazon evaluates candidates in two main fields: basic technical competencies and Amazon leadership principles, a group of 16 important values for the company, such as “bias for work” and “incompatibility and commitment”.
There are four questions I ask myself every time I am in the room with a candidate:
1. Can I cooperate with them if they join my team?
The comprehensive question I always take into account is whether this is someone I can cooperate with. I am trying to measure if someone is good contact – does their ideas clearly share and justify their options?
In technical interviews, I love when people explain the reason they choose a specific solution and why they think it is suitable for what we are. When the solution or approach that the candidate takes is below optimal – but they are able to justify their choice – we are fine with it.
2. Do they understand the largest picture?
The second thing I am looking for is a person who clearly understands the reason for the suitability of their solution to the work problem or the public institution.
I once met a candidate who had only one year of experience but had a clear understanding of the company’s product and how their work fits the goals of the comprehensive organization. He was able to clearly explain what their product and work use use He was.
I blew my mind and made me rethink how to see my daily tasks. I began to consider my pure technology tasks and think about the value provided by my work to customers.
3. Are they perfection?
The other candidates I like is not to aim an ideal solution immediately. It focuses on starting and improving the solution actively and avoiding unnecessary complications. It is also open to comments and are ready to change their approach in new or restrictions.
I tend to be perfect, and this is another value that I learned from the interviews.
4. Are they ready?
The candidates who justify me come ready. They have passed a lot From fake interviews and restored an environment opposite themselves. This helps them to get used to pressure to solve a 30 to 45 minutes.
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It is easy to know when the candidate did not practice an technical interview, whether it is a code in a document without any features of automatically filling or writing code on a board as they used to require prehistal. If you have not touched a mark within two years, it is difficult to write on the blackboard.
It is also ready to talk about driving skills. Many people who do a good job have done their duty. They are preparing notes in terms of what the principles of our leadership are and one to example how these principles are sharpened in the past.
They also bring questions to the employment director. I love when people ask about the type of projects we are working on, and what are the challenges we face, and what can their career journey to them as soon as they join the company.
