It was Amazon so the expectations were high, but the compensation was comparable to any other warehousing work. I was afforded a lot of opportunity by showing initiative and learning, but again the expectations were always increasing.
It is a very intense mentally and physically, but if you can get through the initial growing pains it is rewarding. Amazon really needs to overhaul training & development for new hire AM's.
I was supposed to work in a fulfillment center this past summer but due to COVID-19, the internship ended up being online. I have received a return offer and plan to take it.
Based on what I gathered from the internship, the company really demands you to buy into the culture and the working hours are super long. But the career growth opportunities are there, and there aren't many entry-level jobs where you can have the responsibility of leading and managing 100+ people.
Was this review helpful? There are plenty of opportunities to advance if so inclined. Luck of the draw due to constant shuffling and transferring of personnel.
Was this review helpful? Run very far from this company they make promises they will Never keep, too much politics, cliques and sexism to get promoted in this place. Was this review helpful? This is a great job as long as you don't move up past a L3.
Once you get into salary management, you're expected to work constantly. Was this review helpful? The job description was completely inaccurate.
As an Area Manager, you are basically worked to death and have no work/life balance. The compensation is good however the fact that you are just babysitting warehouse associates all day does not make up for it.
Now, I will say this if you work in one of their 4-story FCs, you will lose weight because all you do is climb up and down stairs all day and rarely eat because you're so busy running around like a chicken with your head cut off. Another thing, keep in mind, you are going in as salaried (L4 and above), you make decent money, HOWEVER, you will be working crazy overtime with NO pay at all.
They want associates to be safe and what not, but other than that, they want you to be “fun and encouraging” slave driver. If you are not comfortable with that, then I HIGHLY recommend you reconsider the journey are going to embark on if you choose to work here.
Body aches, stress, unpaid overtime Was this review helpful? It’s a good job I really liked the people and the culture.
Was this review helpful? Got the job straight of college and opportunities are endless if you work you butt off! You work endless hours and feel like the days are super long.
The job itself isn't had but for someone who is coming in straight out of college or with no Amazon knowledge it will be a challenge and it will all depend on how your management team and peers help you and tutor you. AWS has a commanding ownership of the cloud, and Amazon itself appears to be systematically destroying -or remaking- the entire retail industry.
All of this success is built on the backs of hundreds of thousands of warehouse workers, as well as an army of engineers, marketers, salespeople and operations experts in Seattle. Those headquarters workers are paid well, which is a good thing, but their compensation is highly weighted to incentive stock, which creates risk for both the employee and Amazon as a whole.
As Amazon continues their success, and the economy gathers strength, the stock price has risen accordingly. A typical Amazon compensation structure relies on stock (specifically, RSS) more than any other large tech company.
A package for an engineer or a management role in Seattle would look somewhat like this (*my estimates based on PayScale, Glassdoor, and discussions with Amazon employees): Employees that leave voluntarily during that time, of which there are a LOT, have to give back some of their starting bonus as well, lowering their total compensation significantly.
Those that stay face a different challenge: the stock price continues to rise (because it ALWAYS seems to rise, although that is not guaranteed), and by the time the third year rolls around the employees stock is worth double or triple what they thought it would be, and there's no way they can every find comparable compensation and leave. They call this problem Golden Handcuffs ”, and it is a huge struggle for many in trying to decide when to leave.
If you just received a new stock grant, it’s important to keep track of your new asset with a comprehensive vesting schedule. Personal Capital ’s free vesting schedule creator will even keep track of the company’s stock price, so you can see the fluctuations over time automatically.
Enter your grant information into Personal Capital’s vesting schedule creator Once you submit the details of your grant, you’ll see a full vesting schedule over time.
On Monday, analysts at Moneys Crest Hard raised their price target on Amazon shares 25% to a Wall Street-high $3,500 from $2,800. The firm's analysts doubt that the recent spike in coronavirus cases will hurt the company.
Showing 1–6 of 6Feb 28, 2018Current Product Management in Seattle, Washington Teleperformance Bonus is great here Lots of overtime during peak so it's actually 16% of pay which during peak is about 110 hours every 2 weeks (about) so not only is there a 16% VCP, but it's 16% of a 30% increase in hours at time and a half.
And I've heard from some people who've been there a couple of years that at max payout it can easily be upwards of $800. So if you add it all up.roughly $2600 in pay, plus $400 in VCP is $3000 for the month of December.
May 15, 2015Current Warehouse Associate in Moreno Valley, California performance bonus is 4 percent per month. Also, they rate too high with complete disregard to long term health well-being of employees.
These product managers might work on very tech-centric projects, like Amazon .com's search or discovery functionality or leading the development of its Prime Music software. Amazon requires that candidates have their BS and BA, in addition to 5+ years of business/partnership development or partner marketing experience.
Amazon has a bunch of lawyers on staff who do things like form the company's patent strategy and solve intellectual property issues. “The ideal candidate will become embedded with the builders of our newest technologies, while helping shape the products and services as they come to market,” Amazon writes in one job posting.
Amazon salary negotiation is unique because they use a one-of-a-kind structure for their compensation packages, and they are very focused on both attracting and retaining top talent for a long time. The key question to ask about an Amazon job offer is “How much can this offer be improved through negotiation?” In my experience coaching software developers through Amazon salary negotiations, the answer varies from “somewhat” to “a lot”.
The trick is that you have to be willing to consider non-salary options and think deeply about how long you actually want to work at Amazon because their job offers are structured to increase in value over time, specifically after your second year as an employee. The bottom line is that if you have a job offer from Amazon in a technical role, you likely have room to negotiate, and may have significant opportunities to increase your pay over the next several years if you’re willing to be a little creative.
Once you actually get through the Amazon interview gauntlet, you may receive a job offer. The vast majority of the equity is paid out in years three and four, so there’s a pretty big incentive to stick around.
As with most job offers, this is the stable, predictable component that you can use to pay your mortgage or car payment. You can’t know what company performance might look like in the future, so it’s hard to estimate how much of a bonus you’ll get or what your RSS will be worth when they vest.
Amazon tends to pay competitive base salaries up to a point (see below). The unique thing about Amazon job offers is that they typically cap base salary at somewhere around $165–175k depending on division and geographic location.
If you run into the base salary cap, they’ll start adding equity and sign-on bonuses to improve the offer. More senior roles can command very large sign-on bonuses and RSU grants while offering a relatively modest base salary (when compared to some other big tech firms).
I like to think of the sign-on bonus as a way to help bridge the gap between your first paycheck and your first RSU vesting date, and Amazon does this more or less explicitly to help compensate for the steep vesting schedule they use for equity (RSS) (see below). And that’s especially true once you cross the base salary cap since they will begin adding a lot more equity.
Bottom line: Ask your recruiter what strings are attached to your sign-on bonus so you don’t encounter any nasty surprises if you leave before the end of Year 2. Let’s pause for a moment to talk about Amazon ’s unique equity vesting schedule.
It’s easiest if we start by looking at a typical equity vesting schedule, then we’ll loop back to Amazon. There’s typically a one-year cliff, which means nothing is paid out until you’ve been there for a year, then there are regular payouts after that.
But the basic idea is that once you’ve been there for a year, you start getting equity payouts at regular intervals. The optimistic reading on this is that it’s a way to incentivize good employees to stick around longer, so they get the bulk of their equity payouts.
The cynical reading of this is that it gives Amazon time to churn poorly-performing employees out of the company before they vest the bulk of their equity. Like the other big tech firms, Amazon sees equity as a very big carrot to entice top talent to join their team and stick around, so they tend to be pretty flexible on equity.
Do not tell them your salary expectations because you will essentially be guessing what they might pay someone with your skillet and experience to do the job they need done. You’re much better off seeing what they offer, spending some time with it to understand what your actual pay will look like over the next few years, and negotiating from there.
It’s important to know up front if you can expect a move on base salary or if you’re really just going to negotiate equity and sign-on bonus. Once you counter on base salary, they will often adjust the job offer in multiple dimensions, so it’s important to do the math to figure out what your annual compensation will be if they adjust base salary, sign-on bonus and/or equity.
Do the math for each year’s compensation based on their offer so you can see how your pay will change as sign-on bonuses are paid out and equity vesting ramps up later on. I've never negotiated an extra dollar for myself in any job offer or raise, and I had tried a couple of times before.
There's a lot of anxiety and it can feel like there's deadlines and urgency to making decisions and communicating back, even if it's not necessarily the case. With Josh, there was a lot of strategic planning around how to time responses properly and when to take a phone call versus send an email.
I considered just handling it myself, but decided I would rather work with an experienced coach and expert with whom I could discuss all aspects of the positions and corresponding offers. Josh is very approachable and knowledgeable about the entire process and was able to provide possible next steps that were very accurate.
He made himself available for calls and was very quick responding to emails with thorough, specific guidance on what to write or say at each stage in the negotiations. Josh took time to research specific questions related to both positions and the intricacies of the salary and total compensation discussions for both companies.
Josh added value by making me confident when performing salary negotiations and showing me how to take the right steps in the process.