Amazon is one of the destinations for those who have gained experience at the section manager to general manager level at foreign IT companies (SAP, Salesforce, Oracle, Cisco, etc.) in search of a higher stage. However, even those who have built up a track record in foreign IT are often unexpectedly rejected by Amazon. In fact, I often hear people say, “I failed the interview even though someone with less experience than me got it.”
The reason is that Amazon has its own evaluation criteria for hiring. The combination of Amazon's core Leadership Principles (OLP) and the STAR method, which allows employees to explain their results in concrete terms, is a system that allows employees to dig deeper into their "thought processes and behavioral principles" that cannot be measured by results alone. In order to avoid a situation where you are not able to adequately convey your results in an interview even though you have achieved results, you need to thoroughly grasp two points: “restructuring of leadership” and “making abstract results concrete.” In this article, we will focus on the pitfalls that successful foreign IT workers in their 40s tend to fall into when moving to Amazon, and how to deal with them. We will introduce tips for those aiming for a new stage to jumpstart their career, including examples from GCAP AMAZON.
1. Why do even people with a proven track record in foreign IT fail the Amazon selection process?
1-1. It is difficult to evaluate performance based on “numbers” alone.
"Increased annual sales by 200%" and "Successfully completed a global project worth hundreds of millions of yen" - such achievements are not uncommon for foreign IT companies. However, in an Amazon interview, just listing numbers is not enough. Amazon strictly asks why you were able to achieve that result and what is the behavioral principle behind it, so you won't be able to gain the interviewer's trust just by appealing to the surface of your accomplishments. Even for foreign IT graduates who are more results-oriented than those at Japanese companies, if they neglect this process, they run the risk of failing the exam because they get good reviews, but they don't understand why they fit in with Amazon's culture.
1-2. Differences in leadership direction
Leadership cultivated at foreign IT companies does not necessarily fit Amazon's Leadership Principles (OLP). For example, if you have demonstrated leadership in a foreign IT company where decision-making is close to a top-down culture, you may end up taking an approach that is inconsistent with Amazon's principles such as “Ownership” and “Disagree and Commit.” In interviews, candidates are often asked, “How did you involve your subordinates and elicit a sense of ownership?” and there are cases where candidates are rejected because they are unable to respond to this question.
1-3. Lack of “deep dive” measures for behavioral interviews
In behavioral interviews, Amazon uses the STAR method to thoroughly delve into a single episode. Rather than just asking superficial questions about “my role” and “results,” I often ask in-depth questions such as “Why did I choose that action?” and “How did I deal with the competitive situation and internal barriers?” Even managers in their 40s who have achieved a certain degree of success in foreign IT often face unexpected pitfalls because they take on this challenge without adequately preparing for it.
2. Amazon evaluation criteria: What is the OLP×STAR method?
2-1. Check your behavior style with Our Leadership Principles (OLP)
Amazon has a wide variety of leadership principles (OLP), including Customer Obsession, Ownership, and Invent and Simplify. These define the "behavior the company expects" and are referenced by all employees in their daily decision-making and behavioral guidelines. During the recruitment process, candidates are carefully examined to see if your leadership views match OLP's and how you have demonstrated them.
2-2. Visualize results and processes with the STAR method
At Amazon, we use the STAR method (Situation, Task, Action, Result) as a basis for behavioral interviews to ask questions such as “why,” “how,” and “what results were obtained.” What people who have been active in foreign IT tend to fail at is simply highlighting numbers and achievements, but not clearly explaining the thought process of "action" and "why they chose that action." That's what the interviewer is focusing on, and if they can't see that, they won't be able to evaluate you.
2-3. The causal relationship between results and behavioral principles is important
The results themselves can be evaluated based on the results of other companies, but Amazon wants to know in detail, “What kind of thoughts and actions did you accumulate and what led to those results?” To put it in the extreme, we have to exclude the possibility that the results were just a matter of luck, so we can explore logical cause-and-effect relationships during the interview. When it comes to responding to the OLP x STAR method, the key to success is how specifically you can talk about the behind-the-scenes of your results.
3. Restructuring of leadership and concrete results are key
3-1. Redefine leadership by applying it to OLP
Leadership that has led subordinates and promoted projects at a foreign IT company will also be evaluated from a different angle under Amazon standards. For example, if you want to emphasize ownership, you will need to show specific examples of how far you have defined the scope of your responsibilities and how you have borne the risks. In addition, "Customer Obsession" is tested with a level of rigor that is different from that of a foreign IT company that has "worked to improve customer satisfaction." Your persuasive power will be greatly increased if you can tell us in detail, “We dug deep into the customer's issues, what specific measures we implemented, and what results we obtained.”
3-2. Solidify abstract success experiences with numbers and episodes
Managers in their 40s often hear stories about how they brought the entire team together to achieve great results, but it is essential to break this down using Amazon's STAR method and translate it into quantitative indicators and specific stories. The more you include elements such as “How many members did you have and how long did it take?” “What difficulties did you encounter and how did you overcome them?” and “How much did you ultimately increase sales and reduce costs?” The easier it will be for the interviewer to imagine your leadership and thought process.
3-3. Review your self-evaluation from an Amazon culture perspective
In some foreign IT companies, it is common to give top-down instructions to the team when a project is successful. However, Amazon has a culture that emphasizes a high degree of autonomy among members, such as “Disagree and Commit” (according to and implementing final decisions even if there are objections). It is also important to re-evaluate whether your leadership style is out of sync with Amazon's OLP and revise the structure of the episode as necessary.
4. Know-how to avoid “selection pitfalls” provided by GCAP AMAZON
4-1. Objective evaluation of OLP suitability by specialized consultants
At GCI's "GCAP AMAZON," consultants who are familiar with the points that actually make candidates fail in the Amazon selection process carefully listen to each candidate's work history. We will identify the problems that foreign IT graduates tend to fall into, such as “emphasizing only numerical results” and “not being able to talk about team results as their own,” and reconstruct their careers in a way that suits them from an OLP perspective. The strength of going through this process is that you can clarify “principles of behavior” and “how to deal with in-depth questions” that you were not aware of on your own.
4-2. Mock interview training based on the STAR method
In Amazon interviews, unexpected follow-up questions are always asked for each episode. At GCAP AMAZON, we reproduce this at the mock interview stage and train you to answer "probing" questions that don't go as planned. Any parts that you can't answer or that have weak logic can be corrected on the spot while receiving feedback, minimizing the chances of missing something in the actual interview.
4-3. Preparation for culture gap from foreign IT to Amazon
Even if they are both "foreign-affiliated" companies, the culture and evaluation criteria differ greatly depending on the company. At GCAP AMAZON, we take measures based on the fact that habits that are considered "normal for foreign IT companies" may be viewed negatively on Amazon. For example, in addition to logic, we include specifics such as how to demonstrate a sense of speed and a customer perspective, and how to communicate with team members.
5. “Redefining management experience” necessary for career-level people in their 40s
5-1. Break down team management using the STAR method
Even if you have led a team and achieved great results as a manager at a foreign IT company, you will need to specifically show what actions you were directly responsible for during the Amazon interview. For example, if you use the STAR method to summarize the process of resource allocation, stakeholder coordination, budget securing, etc. at the start of a project as "Situation (S) → Issues (T) → Actions (A) → Results (R)", you will instantly become more persuasive. In addition to summarizing the achievements of your members, use numbers and anecdotes to explain what kind of difficulties you took the lead in solving.
5-2. Problem-solving process for global projects
If you are in your early 40s, you will likely have experience working with overseas bases or managing multinational teams. At Amazon, attention will be focused on how they proceed with such global collaboration. By using the STAR method to organize specific issues and solutions, such as “How did you overcome the time zone barrier” or “How did you deal with the communication gap caused by cultural differences,” you can emphasize your flexibility and ability to take action as a leader.
5-3. Degree of contribution to new businesses and innovative projects
If you're in your 40s and come from a foreign IT background, you'll likely have experience launching new businesses or being involved in innovative projects. Amazon emphasizes behavioral guidelines such as "Invent and Simplify" and "Are Right, A Lot" that always require innovation, so we are asked deeply about how you have created new value by going beyond existing frameworks. It will give a good impression if you can specifically talk about what you planned as your own initiative, how you gained buy-in from both inside and outside the company, and how much business impact you achieved as a result.
6. For those in their 40s who want to maximize their market value - prepare for the next stage
Amazon is a very attractive option for further expanding the experience gained in foreign IT. As a giant platform company, Amazon leads the industry and takes on new challenges in a variety of business fields, so there are plenty of opportunities to take on greater P/L responsibility and global projects. However, Amazon's hiring standards are very strict, and it is difficult to break through even if you have a foreign IT background. The degree to which you can improve your behavioral attitude based on OLP and the realization of results and behavioral processes using the STAR method will have a major impact on whether you pass or fail.
For this reason, it is essential to “restructure leadership” and “make abstract results concrete.” Even if you're in your 40s and already have a track record in management positions, if you don't go through the process of realigning that track record to fit Amazon's culture, you run the risk of not being well-received during interviews. It is also essential to reevaluate your self-evaluation, taking into account the slight differences between foreign IT standards and Amazon's culture. By sorting out questions such as “Which OLP does my leadership relate to?” and “How can I concretely explain the elements that were evaluated at other companies,” you will be able to respond to the interviewer's in-depth questions with confidence.
When thinking about your future career, your 40s are sometimes said to be your last big chance to change jobs. If you want to maximize your market value and advance further in a global company like Amazon, early preparation and expert support will help ensure your success.
Free counseling information
GCI offers free counseling for people in their 40s who are looking to build a global career, including changing jobs at Amazon. If any of the following applies to you, please contact us:
- I have experience at the section manager to general manager level at a foreign IT company and would like to take on greater P/L responsibility at Amazon.
- I want to deepen my understanding of the OLP x STAR method and prepare for the “deep-dive questions” in the selection process.
- I want to redefine existing leadership and achievements in the Amazon style and ensure I get through the interview.
Even candidates with advanced backgrounds will find it difficult to pass if they overlook the pitfalls unique to Amazon selection. At GCAP AMAZON, a consultant with a rich track record of successfully leading many successful career moves from foreign IT will accompany you through the process of rebuilding your strengths from an OLP perspective and embodying them using the STAR method. Get rid of the worries of “how to highlight your leadership and achievements” and “I don't know if you are a good fit with the Amazon culture” and pave the way to the next stage with high-quality consulting. Sign up for a free consultation and start expanding your career possibilities.
Author
Global Career Incubator Co., Ltd. CEO Shinichi Ikawa
Biography: Entered the business world after working for the Ministry of Defense (National Class I) and the Australian Ministry of Defence. After working at a major real estate company, he started a real estate venture and experienced management and recruitment at a domestic fund, domestic business company, and overseas tech company before founding our company.
Developed a career accelerator program based on my experience as a corporate manager and hiring manager. We specialize in foreign-affiliated, bilingual, and senior talent, and support individual career advancement and corporate organizational strength and efficiency.