Amazon FAQ

Pros

Great benefits and sometimes good perks like free shoes each year from Zappos.

Cons

Very Strict with attendance and don’t make any exceptions really even if the absence is due to a death of a relative or a sever illness of your own.

Pros

The job was constantly evolving to make rescues and package support more efficient. There were several great people to work with. They fully cover vision and dental insurance as well as other employment benefits and perks. Full and reduced time employees receive 10 weeks of paid maternity leave.

Cons

You have to have enough sick time or unpaid time off accumulated to call in. If you're sick with anything besides COVID and don't have time to use, you have to work. The only exception is if a manager offers you voluntary time off.

Pros

You get exposure to a high volume of scheduling and also a lot of outside project s that you can get involved in. You can learn a lot from Amazon as you will be working with many different hiring managers , recruiters etc and will need to learn how to navigate them Good team members who under stand your struggle as there are whole teams of just recruitment coordinators Good tools that you can learn and you become organised very quickly

Cons

Work-life balance is probably the worst I have experienced and I have worked in a fair amount of roles. There is a real culture of throwing eachother under the bus . If you make a mistake ... You will be made very very aware of it and sometimes people escalate to your manager for minimal reasons The main benefit is a sign on bonus and stocks however .. your stocks do not become accessible until you're with Amazon 2 years ...a long time especially on a fixed term contract . There is a lack of job stability in the Recruitment coordinator role as everyone is hired in on a fixed term contract or through an agency, you can feel the unease amongst your team with this The benefits are ok but not fantastic . Apart from stocks the only other benefits are healthcare and pension which most tech companies offer in ireland. No support whatsoever working from home . All you will get is a laptop... No chair/desk/ screen .

Advice to Management

Listen to the RCs when they are telling you about struggles / blockers to scheduling Hire / convert more people in the team so there won't be a sense of insecurity among the whole org Actually tell people during their first week what their break entitlements are Hire more people if the volume is too high

Pros

Great work life balance, great benefits, strong leadership culture

Cons

Swift changes in structure that you have to adapt to

Pros

Good health and stock benefits, opportunity for internal transfer, surprising amount of entrepreneurial culture given size, cutting edge technology, smart coworkers. Leadership Principles (ALPs) permeate the culture and guide actions.

Cons

Employee leveling and role classification is highly subjective and counterintuitive. High performance and role expansion does not lead to promotion - surprisingly, (by policy) neither does transferring to a higher level/wider scope position, as you have to prove yourself in the new role to even be considered for the advertised level of the position. Time Off policies are on the weak side - save for places like CA that have better employee protection laws, salaried employees get six paid US holidays, max of 4 wks of paid vacation earned per year (after 6 years), with 160hr accumulation cap. 48 hrs/yr of personal/sick time with 72 hr cap where required by law, otherwise 'use or lose'. Want to take a paid 6 week sabbatical after years of dedicated service? Forget it - you'll burn all your PTO and still not have enough. Amazon subscribes to the 'open workspace' idea, so if you find having your co-workers on every side of you without partitions counterproductive you won't be happy here. You can request a set of headphones to block out the noise. Amazon has a mentor program, but it isn't well executed or promoted - more of an opt-in wild west sort of thing. I've seen other companies build and promote highly qualified employees through good mentorship and oversight - Amazon should do the same. Amazon has a very low top end cap on base salaries, preferring to pay employees in stock for tax reasons. This is nice when the stock does well, and supposedly the company will adjust payouts during annual reviews if the stock isn't doing well. Conversely, if the stock happens to be doing well during the review period then the company sees that as the equivalent of a pay raise, i.e. you won't get one. Thus an average employee and an exceptional one are rewarded equally.

Advice to Management

Fix the promotion/transfer/raise policies to incentivize motivated employees. Require mentors for L6 and above who are interested in long term leadership. Allow more workspace customization and flexibility, or, at least, partitions.