Amazon Behavioral Interview Prep

Amazon behavioral interviews are critical to your success. This guide covers everything you need to know about Amazon's interview style, the values they assess, and how to prepare effectively.

Interview Style

Extremely structured. Every behavioral question maps to one of 16 Leadership Principles. Each interviewer is assigned specific LPs to assess. A Bar Raiser is present who has veto power and focuses on long-term hiring quality.

Typical Format

4-6 behavioral questions in 60 minutes. Each question targets a specific Leadership Principle. Expect deep follow-ups on each story. The interviewer will typically tell you which LP they are assessing.

What Makes Amazon Interviews Unique

Bar Raiser present in every interview loop with veto power

Each interviewer is assigned specific Leadership Principles to evaluate

Interviewers are trained to use a structured rubric for each LP

Stories must demonstrate personal contribution, not just team outcomes

Data-driven culture means quantified results are expected in every answer

Follow-up questions go 3-4 levels deep into your story

Amazon's Core Values & What They Assess

Amazon evaluates candidates against 16 core values. Understanding each one and preparing targeted stories is essential for success.

1. Customer Obsession

Deep dive

Leaders start with the customer and work backwards. They work vigorously to earn and keep customer trust. Although leaders pay attention to competitors, they obsess over customers.

What they look for

Stories where you identified a customer need and drove a solution, even when it meant more work or went against internal preferences. They want to see you put the customer first, not your team or your own convenience.

Example question themes

Tell me about a time you went above and beyond for a customer
Describe a situation where you had to choose between what was easy for your team and what was right for the customer
Tell me about a time you used customer feedback to drive a significant change
How have you measured and improved customer satisfaction?

Tips

Start your story with the customer impact, not the technical problem
Quantify customer metrics such as satisfaction, adoption, or retention
Show you made trade-offs in favour of the customer
Demonstrate you went directly to customers to understand their needs

2. Ownership

Deep dive

Leaders are owners. They think long term and don't sacrifice long-term value for short-term results. They act on behalf of the entire company, beyond just their own team. They never say 'that's not my job.'

What they look for

Stories where you went beyond your defined role to solve a problem. Evidence of long-term thinking, not just short-term fixes. They want to see you take responsibility for outcomes, not just your assigned tasks.

Example question themes

Tell me about a time you took on something outside your area of responsibility
Describe a situation where you identified a problem no one else was addressing
Tell me about a time you sacrificed short-term convenience for long-term value
How have you demonstrated ownership beyond your immediate team?

Tips

Emphasise end-to-end ownership, from problem identification to measuring outcomes
Show you considered long-term implications, not just the immediate fix
Avoid stories where you only did your assigned part
Demonstrate you acted without being asked or directed to do so

3. Invent and Simplify

Deep dive

Leaders expect and require innovation and invention from their teams, and always find ways to simplify. They are externally aware, look for new ideas from everywhere, and are not limited by 'not invented here.'

What they look for

Stories where you introduced a novel approach or simplified a complex process. Evidence that you challenged the status quo and found more efficient ways of working.

Example question themes

Tell me about a time you invented something or found a simpler solution to a complex problem
Describe a process you simplified significantly
Tell me about a time you challenged an established approach and proposed something new

Tips

Focus on simplification as much as invention
Show the before and after clearly
Quantify the improvement in efficiency, cost, or time saved
Demonstrate you were open to ideas from outside your team or industry

4. Are Right, A Lot

Deep dive

Leaders are right a lot. They have strong judgment and good instincts. They seek diverse perspectives and work to disconfirm their beliefs.

What they look for

Stories where you made a difficult decision that turned out well, and specifically how you gathered diverse perspectives before deciding. They want to see intellectual humility and willingness to update your views.

Example question themes

Tell me about a time you made a decision with limited data that turned out well
Describe a situation where you changed your mind based on new information
Tell me about a time you sought out a perspective that was different from your own

Tips

Show your decision-making process, not just the outcome
Include how you sought diverse perspectives before deciding
Demonstrate intellectual humility and willingness to be wrong
Quantify the impact of your decision

5. Learn and Be Curious

Deep dive

Leaders are never done learning and always seek to improve themselves. They are curious about new possibilities and act to explore them.

What they look for

Stories where you proactively learned something new that benefited your team or organisation. Evidence that you go beyond your comfort zone and invest in continuous learning.

Example question themes

Tell me about a time you had to rapidly learn something new to solve a problem
Describe how you stay current with industry trends
Tell me about a time your curiosity led to a significant improvement

Tips

Show you are a self-directed learner who does not wait to be told what to study
Connect your learning to tangible business outcomes
Demonstrate breadth of curiosity beyond your immediate domain
Include specific methods you use for continuous learning

6. Hire and Develop the Best

Deep dive

Leaders raise the performance bar with every hire and promotion. They recognise exceptional talent, and willingly move them throughout the organisation. Leaders develop leaders and take seriously their role in coaching others.

What they look for

Stories where you raised the hiring bar, developed talent on your team, or made difficult decisions about underperformers. Evidence that you invest meaningfully in coaching and mentoring.

Example question themes

Tell me about a time you hired someone who raised the bar for your team
Describe how you developed a high-potential team member
Tell me about a difficult conversation you had with an underperformer
How do you ensure your hiring process identifies the best candidates?

Tips

Include specifics about your evaluation criteria and how you raised the bar
Show you invest significant time in developing your team members
Be honest about difficult talent decisions you have made
Demonstrate a structured approach to coaching and mentoring

7. Insist on the Highest Standards

Deep dive

Leaders have relentlessly high standards - many people may think these standards are unreasonably high. Leaders are continually raising the bar and drive their teams to deliver high quality products, services, and processes.

What they look for

Stories where you held the line on quality when it would have been easier to cut corners. Evidence that you raised standards for your team and drove lasting improvements.

Example question themes

Tell me about a time you refused to compromise on quality
Describe a situation where you raised the bar for your team or organisation
Tell me about a time you pushed back on a deadline because quality was at risk

Tips

Show you define quality standards clearly and communicate them to your team
Include examples of measurable improvements in quality
Demonstrate how you balanced high standards with practical constraints
Avoid sounding inflexible - show you can prioritise which standards matter most

8. Think Big

Deep dive

Thinking small is a self-fulfilling prophecy. Leaders create and communicate a bold direction that inspires results. They think differently and look around corners for ways to serve customers.

What they look for

Stories where you proposed an ambitious vision or strategy that went beyond incremental improvement. Evidence that you think at the right altitude for your level and inspire others to think bigger.

Example question themes

Tell me about a time you proposed an ambitious new direction for your team or project
Describe a situation where you challenged your team to think bigger
Tell me about a time you identified a strategic opportunity others had missed

Tips

Match the scope of your story to the level you are interviewing for
Show how you communicated your vision and got buy-in from others
Include the tangible outcomes of your ambitious thinking
Demonstrate you can balance big thinking with practical execution

9. Bias for Action

Deep dive

Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk taking.

What they look for

Stories where you acted quickly and decisively despite uncertainty. Evidence that you can distinguish between reversible and irreversible decisions and calibrate your speed accordingly.

Example question themes

Tell me about a time you had to make a quick decision with incomplete information
Describe a situation where you took a calculated risk
Tell me about a time moving fast led to a better outcome than thorough analysis would have

Tips

Show you understand the difference between one-way and two-way door decisions
Demonstrate you can move fast without being reckless
Include what you did to mitigate risk while maintaining speed
Quantify the benefit of acting quickly

10. Frugality

Deep dive

Accomplish more with less. Constraints breed resourcefulness, self-sufficiency, and invention. There are no extra points for growing headcount, budget size, or fixed expense.

What they look for

Stories where you achieved significant results with limited resources. Evidence that you find creative ways to do more with less rather than always asking for more budget or headcount.

Example question themes

Tell me about a time you delivered a project with significantly fewer resources than expected
Describe how you optimised costs or improved efficiency
Tell me about a time constraints led to a creative solution

Tips

Show you embrace constraints as a catalyst for innovation
Quantify what you saved in cost, time, or resources
Demonstrate you think about efficiency as a default, not just when forced
Avoid stories that are purely about budget cuts - focus on creative resource use

11. Earn Trust

Deep dive

Leaders listen attentively, speak candidly, and treat others respectfully. They are vocally self-critical, even when doing so is awkward or embarrassing. Leaders do not believe their or their team's body odour smells of perfume.

What they look for

Stories where you built trust through transparency, honesty, and vulnerability. Evidence that you can deliver difficult feedback and receive it gracefully. They particularly value stories of vocal self-criticism.

Example question themes

Tell me about a time you had to deliver difficult feedback to a peer or senior leader
Describe a situation where you admitted a mistake and what happened as a result
Tell me about a time you had to rebuild trust after it was broken
How do you build trust with a new team?

Tips

Include examples of being vocally self-critical
Show you are comfortable being vulnerable and admitting mistakes
Demonstrate you treat people at all levels with equal respect
Include both how you earn trust and how you maintain it under pressure

12. Dive Deep

Deep dive

Leaders operate at all levels, stay connected to the details, audit frequently, and are sceptical when metrics and anecdotes differ. No task is beneath them.

What they look for

Stories where you dug into the details to find the root cause of a problem. Evidence that you stay connected to the work even as your scope grows and do not rely solely on reports from others.

Example question themes

Tell me about a time you dug into data and discovered something that others had missed
Describe a situation where the metrics told one story but reality was different
Tell me about a time you got hands-on with a problem despite it being outside your usual scope

Tips

Show you are comfortable going deep into technical details
Include specific metrics and data points you uncovered
Demonstrate you question assumptions and verify things personally
Balance depth with showing you can still operate at the right altitude

13. Have Backbone; Disagree and Commit

Deep dive

Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting. Leaders have conviction and are tenacious. They do not compromise for the sake of social cohesion. Once a decision is determined, they commit wholly.

What they look for

Stories where you respectfully challenged a decision from leadership or peers and advocated for a different approach. Equally important: stories where you committed fully to a decision you disagreed with once it was made.

Example question themes

Tell me about a time you disagreed with your manager or a senior leader
Describe a situation where you had to commit to a decision you did not agree with
Tell me about a time you pushed back on a popular idea because you believed it was wrong

Tips

Show both sides: disagreeing respectfully AND committing fully afterward
Include the data and reasoning behind your position
Demonstrate you can separate ego from the decision
Avoid stories where you just went along to avoid conflict

14. Deliver Results

Deep dive

Leaders focus on the key inputs for their business and deliver them with the right quality and in a timely fashion. Despite setbacks, they rise to the occasion and never settle.

What they look for

Stories where you delivered significant results despite obstacles. Evidence that you focus on the most important outcomes and drive them to completion even when things get difficult.

Example question themes

Tell me about the most impactful project you delivered
Describe a time you had to overcome significant obstacles to deliver results
Tell me about a time you had to reprioritise to ensure the most important work got done

Tips

Lead with the result and its business impact, then explain how you got there
Quantify outcomes wherever possible: revenue, users, efficiency gains
Show you focused on the right metrics, not just any metrics
Include how you overcame obstacles rather than just stating the outcome

15. Strive to be Earth's Best Employer

Deep dive

Leaders work every day to create a safer, more productive, higher performing, more diverse, and more just work environment. They lead with empathy, have fun at work, and make it easy for others to have fun.

What they look for

Stories where you improved your team's work environment, culture, or well-being. Evidence that you care about creating an inclusive, productive workplace for everyone on your team.

Example question themes

Tell me about a time you improved your team's work environment or culture
Describe how you created a more inclusive or diverse team
Tell me about a time you prioritised your team's well-being over short-term productivity

Tips

Show concrete actions you took to improve team culture, not just intentions
Include measurable outcomes like retention, engagement scores, or team feedback
Demonstrate empathy and awareness of diverse perspectives
Be specific about what you changed and the impact it had

16. Success and Scale Bring Broad Responsibility

Deep dive

We started in a garage, but we are not there any more. We are big, we impact the world, and we are far from perfect. We must be humble and thoughtful about even the secondary effects of our actions.

What they look for

Stories where you considered the broader impact of your decisions beyond your immediate team or project. Evidence that you think about secondary effects and act responsibly at scale.

Example question themes

Tell me about a time you considered the broader impact of a technical or business decision
Describe a situation where you had to balance speed with responsibility
Tell me about a time you identified and addressed an unintended consequence of a decision

Tips

Show you think beyond your immediate scope to broader organisational or societal impact
Include specific examples of how you identified and addressed secondary effects
Demonstrate humility about the impact of decisions at scale
Connect your actions to the wider company mission or industry impact

Preparation Tips

Prepare at least one story per Leadership Principle - Amazon interviewers will ask about specific LPs

Use the STAR method (Situation, Task, Action, Result) - Amazon interviewers are trained to look for clear structure

Quantify everything - Amazon is extremely data-driven and expects specific metrics in your answers

Research which LPs your target team values most and prepare stronger stories for those

The Bar Raiser will probe deeply - have multiple stories ready for key LPs

Practice pivoting between LPs as interviewers may redirect mid-conversation

Be prepared to explain your personal contribution distinctly from team efforts

Use the 'I' not 'we' when describing your specific actions and decisions

Common Mistakes to Avoid

Using 'we' throughout without clarifying your specific contribution

Stories that lack quantified results - Amazon expects numbers

Not connecting your actions to customer impact

Choosing stories that are too small in scope for your target level

Telling the same story for multiple LPs without adapting the angle

Not preparing for the Bar Raiser's deeper follow-up questions

Forgetting to include what you learned or would do differently

Being vague about the situation or task - interviewers want specifics

Practice Amazon Interview Questions

Prepare for Other Companies

Meta Google Apple Anthropic OpenAI

Frequently Asked Questions

How important are behavioral interviews at Amazon?

Behavioral interviews are critical at Amazon. Every behavioral question maps directly to specific company values and principles. Your performance in behavioral rounds can make or break your candidacy, regardless of how well you perform technically.

What is the Amazon behavioral interview format?

What values does Amazon assess in behavioral interviews?

Amazon assesses candidates against 16 core values: Customer Obsession, Ownership, Invent and Simplify, Are Right, A Lot, Learn and Be Curious, Hire and Develop the Best, Insist on the Highest Standards, Think Big, Bias for Action, Frugality, Earn Trust, Dive Deep, Have Backbone; Disagree and Commit, Deliver Results, Strive to be Earth's Best Employer, Success and Scale Bring Broad Responsibility. Each value is evaluated through targeted behavioral questions that probe for specific evidence in your past experience.

How should I prepare for a Amazon behavioral interview?

Key preparation tips for Amazon: Prepare at least one story per Leadership Principle - Amazon interviewers will ask about specific LPs. Use the STAR method (Situation, Task, Action, Result) - Amazon interviewers are trained to look for clear structure. Quantify everything - Amazon is extremely data-driven and expects specific metrics in your answers. Use the STAR method to structure your answers and prepare at least one story for each of Amazon's core values.

What are common mistakes in Amazon behavioral interviews?

Common mistakes include: Using 'we' throughout without clarifying your specific contribution. Stories that lack quantified results - Amazon expects numbers. Not connecting your actions to customer impact. Avoid these by practising with company-specific questions and getting feedback on your answers.