Prepare for your Amazon engineering manager interview

Leadership, hiring, and execution cases calibrated to Amazon's leadership principles and accountability culture.

Socratify AI

The Interview

What Amazon is looking for

Manager Case Interview

Team Building & Execution

01Leadership Principles & Values

02Team Hiring & Development

03Org Design & Execution

04Project & Timeline Delivery

Behavioral Interview

01Customer Obsession & Bias for Action

02Ownership & Accountability

03Think Big & Technical Depth

04People Development & Mentoring

Amazon Leadership Principles as hiring bar//Ownership mindset at all levels//High velocity execution culture

Practice Library

Amazon exercises

Ready to ace your Amazon manager interview?

Prepare for your Amazon engineering manager interview

Leadership, hiring, and execution cases calibrated to Amazon's leadership principles and accountability culture.

Socratify AI

The Interview

What Amazon is looking for

Manager Case Interview

Team Building & Execution

01Leadership Principles & Values

02Team Hiring & Development

03Org Design & Execution

04Project & Timeline Delivery

Behavioral Interview

01Customer Obsession & Bias for Action

02Ownership & Accountability

03Think Big & Technical Depth

04People Development & Mentoring

Amazon Leadership Principles as hiring bar//Ownership mindset at all levels//High velocity execution culture

How It Works

Master Amazon Manager Interviews

Team scaling, hiring, and execution cases scored on Amazon's leadership evaluation framework. · Click to expand

Team Building & Scaling

Practitioner

Execution & Delivery

Practitioner

1Your Manager Goals

2Manager Case Prep

You're building an engineering team from 0→8 engineers over 12 months. Walk me through...

CASE INTERVIEWHard

Technology · Team BuildingAmazon

3Frameworks

Framework

Can we hire the right people fast enough?

Do we have sufficient hiring pipeline?

Target: hire 2-3 engineers per quarter to reach 8 by Q4

Current funnel: 1 offer per 20 candidates (5% conversion)

Are we hiring for the right skills and culture fit?

Target skill mix: 50% senior/mid, 50% junior but high potential

90-day retention for cohort 1: 100% vs industry avg 85%

Is our org structure aligned for execution?

Do we have clear roles, responsibilities, and growth paths?

Span of control: 1 manager to 8 engineers (manageable, max 10)

Onboarding ramp time: 8 weeks to independent contributors

Do engineers understand priorities and dependencies?

Weekly 1-on-1s with direct reports (8 hrs/week invested)

Quarterly OKRs defined with engineering input

Are we executing on product commitments?

Is engineering velocity on track for product roadmap?

Sprint capacity: 32 story points per 2-week sprint (Q1-Q2)

6-month roadmap: 12 features, capacity for 10 with buffer

Are we maintaining code quality and reducing technical debt?

Test coverage target: 75% (starting 0%)

Bug escape rate: <2% to production, avg 3 days to fix

Are we building a healthy, high-performing team culture?

Are engineers engaged and feeling ownership?

Team survey engagement: target 85% participation, avg 7.2/10 satisfaction

Promotion/growth: 1 promotion per quarter by Q4

Can we retain top talent through growth?

Voluntary churn target: <5% annually (industry avg 12-15%)

Referral hires: 40% of new hires by end of year

Hiring & Talent Development

Distinctive

Org Design & Execution

Distinctive

Leadership & Culture

Strong

Project Delivery & Impact

Strong

4Feedback

How It Works

Master Amazon Manager Interviews

Team scaling, hiring, and execution cases scored on Amazon's leadership evaluation framework. · Click to expand

1Your Manager Goals

Team Building & Scaling

Practitioner

Execution & Delivery

Practitioner

2Manager Case Prep

You're building an engineering team from 0→8 engineers over 12 months. Walk me through...

CASE INTERVIEWHard

Amazon

3Frameworks

Framework

Can we hire the right people fast enough?

Do we have sufficient hiring pipeline?

Target: hire 2-3 engineers per quarter to reach 8 by Q4

Current funnel: 1 offer per 20 candidates (5% conversion)

Are we hiring for the right skills and culture fit?

Target skill mix: 50% senior/mid, 50% junior but high potential

90-day retention for cohort 1: 100% vs industry avg 85%

Is our org structure aligned for execution?

Do we have clear roles, responsibilities, and growth paths?

Span of control: 1 manager to 8 engineers (manageable, max 10)

Onboarding ramp time: 8 weeks to independent contributors

Do engineers understand priorities and dependencies?

Weekly 1-on-1s with direct reports (8 hrs/week invested)

Quarterly OKRs defined with engineering input

Are we executing on product commitments?

Is engineering velocity on track for product roadmap?

Sprint capacity: 32 story points per 2-week sprint (Q1-Q2)

6-month roadmap: 12 features, capacity for 10 with buffer

Are we maintaining code quality and reducing technical debt?

Test coverage target: 75% (starting 0%)

Bug escape rate: <2% to production, avg 3 days to fix

Are we building a healthy, high-performing team culture?

Are engineers engaged and feeling ownership?

Team survey engagement: target 85% participation, avg 7.2/10 satisfaction

Promotion/growth: 1 promotion per quarter by Q4

Can we retain top talent through growth?

Voluntary churn target: <5% annually (industry avg 12-15%)

Referral hires: 40% of new hires by end of year

4Feedback

Hiring & Talent Development

Distinctive

Org Design & Execution

Distinctive

Leadership & Culture

Strong

Project Delivery & Impact

Strong

Repeat

Practice Library

Amazon exercises

You're building a new backend team from 0→8 engineers over 12 months. Design your hiring...

CASE INTERVIEWHard

Technology · Team BuildingAmazon

Your team's velocity dropped 30% after onboarding 4 new engineers. Diagnose the root...

LEARNMedium

Technology · Execution ManagementAmazon

Design a 6-month delivery roadmap for an infrastructure project with 6 engineers,...

LEARNHard

Technology · Project PlanningAmazon

Tell me about a time you had to make a tough people decision (hire, promote, or move...

BEHAVIORALMedium

Behavioral · People ManagementAmazon

Describe a situation where you had to advocate for your team's priorities while...

BEHAVIORALMedium

Behavioral · Leadership & OwnershipAmazon