Amazon Program Manager interview questions

This was for a program manager role in Sydney AUS. Overall good experience. 2 phone screens 1 week apart. Followed by an intensive onsite one on one interview with 5 Amazonians about 3 weeks after 2nd phone screen. (No technical test) Preparation instructions is a little misleading. (maybe by design) told multiple times to have two examples for each principle. Where as its probably better to prepare 5 complex in detail examples to the behavioral questions below, that show case a few principles each (Added below) this will help you prioritise your preparation. Bar raiser one on one is intense, they will pick you apart if you stumble on giving an example. (Again seems by design so make sure you use examples you remember very clearly and strongly and have "backbone") i would suggest holding 3 of your most complex and confident detailed examples for your hiring manager and the bar raiser. Be confident and ensure you wrap it up with a great ending story and your impact from a data perspective.( i.e Successfully achieved X with a increase of % over X period ) Remeber bar raisers have VETO power. Meaning if 4 other stakeholders approve and bar raiser doesn't, that is the decision. I was lucky to extract some feedback from the Amazon recruiter and was told i wa unsuccessful due to examples not complex enough and other stronger candidates.

First, a phone screening (normal). Then, a phone interview with the hiring manager. Then, a panel interview, which was expected. What wasn't expected, however, was 5 interviews for the panel. Keep in mind that this position is not a people manager position. Six 45-minute interviews for a non-managerial position is absurd. Three of these people had absolutely nothing to do with the job or even the department. On top of that, the ridiculous "tell me about a time when ..." questions. I supposed they're trying to standardize the process, but you can't standardize people. These questions are nonsense and if you've never had the experience they're looking for, you're stuck. There is something so arrogant about this process and the leadership principles ... "leaders are right ... a lot" Seriously?