> Amazon, it is not possible for a hiring manager to hire people they plan to fire. The choice is not theirs.
Speakig as someone who is an interviewer, your point means nothing. The interview process is tailored to get people in, but it's totally independent of the decisions to decimate teams.
Where managers step in is in the company's yearly performance review process, and those tend to be brutal. unlike the hiring process, that has higher-ups (L7 and up) involved in deciding who performed according to the manager's expectations.
> How? It's not their choice.
The choice of who gets in is irrelevant. It's the choice of who gets out that matters. The hiring process gets bodies on desks, and afterwards managers decimate them.
Getting the orange badge is a feat, and I've been to meetings where orange badges were quite blunt in stating new hires they were in the company when blue badges get in, and they will stay in the company when said blue badges get out. This is not new to anyone working in the company. What's the average tenure at Amazon? Less than two years?
Speakig as someone who is an interviewer, your point means nothing. The interview process is tailored to get people in, but it's totally independent of the decisions to decimate teams.
Where managers step in is in the company's yearly performance review process, and those tend to be brutal. unlike the hiring process, that has higher-ups (L7 and up) involved in deciding who performed according to the manager's expectations.
> How? It's not their choice.
The choice of who gets in is irrelevant. It's the choice of who gets out that matters. The hiring process gets bodies on desks, and afterwards managers decimate them.
Getting the orange badge is a feat, and I've been to meetings where orange badges were quite blunt in stating new hires they were in the company when blue badges get in, and they will stay in the company when said blue badges get out. This is not new to anyone working in the company. What's the average tenure at Amazon? Less than two years?