Don't Get Down-Leveled or How to Tell a Good Story (From a Principal at Amazon)

Summary

This video script addresses the common issue of 'down leveling' in job interviews, where candidates may be offered a lower position than they believe they deserve. The speaker, a principal engineer with extensive interview experience, shares insights on why companies practice down leveling and offers strategies to avoid it. He emphasizes the importance of aligning one's narrative with the target company's expectations and using the STAR method to craft impactful stories that demonstrate one's capabilities without exaggeration or dishonesty.

Takeaways

• 🌐 Companies often have different leveling systems, which can lead to potential job offers at a lower level than expected.
• 🔄 It's important to accept a job offer at the right level to avoid the struggle for a promotion to reach the level you deserve.
• 💼 The speaker is a Principal Engineer with extensive experience in technical interviews and has conducted over 800 interviews for Amazon.
• 📉 Hiring at too high a level can have long-term negative consequences, including termination, which is why companies may employ 'down leveling' as a risk management strategy.
• 🤔 There are two cases to consider if you feel you've been down leveled: the company might have correctly assessed your level, or they might have made a mistake.
• 🔍 Researching company levels on sites like levels.fyi or Glassdoor can help understand the expectations and relative levels across companies.
• 📈 A strong behavioral interview component can help ensure you're not down leveled and can even save an interview if the technical parts were mediocre.
• 📊 Use the STAR method (Situation, Task, Action, Results) not as a story generator but as a 'linter' to ensure your stories have substance and a clear point.
• 📚 Start your story by anchoring it to your status and responsibilities, then introduce challenges and obstacles to demonstrate your capabilities at the targeted level.
• 🙅‍♂️ Avoid making up stories or describing villains; keep the narrative professional and focused on demonstrating your ability to overcome challenges.
• 🎯 The depth of the challenges in your stories should be commensurate with the level you're targeting, and the outcome should be positive but not overly perfect to maintain authenticity.

Q & A

Why might a company offer a job at a lower level than expected?

A company might offer a job at a lower level to hedge against risk, especially if there's ambiguity during the interview about the candidate's current operating level.

What is the term used for the situation where a job offer is made at a lower level than the candidate expects?

This situation is referred to as 'down leveling'.

How can a candidate determine if the level offered by a company is appropriate for their experience?

Candidates can use websites like levels.fyi or Glassdoor to get a sense of level expectations and how they compare across companies.

What is the role of a 'bar raiser' in the context of Amazon's hiring process?

A 'bar raiser' at Amazon is a senior employee who trains others on how to conduct technical interviews and run debriefs, ensuring the quality of the hiring process.

Why is it important for a candidate to accurately represent their level during the interview process?

Accurately representing one's level is crucial to avoid being mismatched with a role, which can lead to discomfort, poor performance, and potential termination.

What are the two types of questions typically asked during technical interviews?

Technical interviews usually consist of functional questions, which test technical knowledge, and behavioral questions, which assess past experiences and behaviors.

What can cause a candidate to be down leveled during the interview process?

Down leveling can occur if a candidate performs well in one area (either functional or behavioral) but not the other, creating an imbalance in the perceived level of expertise.

What is the STAR method and how is it typically used in interviews?

STAR stands for Situation, Task, Action, Results, and it is a method used to structure responses to behavioral interview questions, ensuring a clear narrative of past experiences.

Why is it suggested not to use the STAR method as a story generator in interviews?

The STAR method should not be used as a story generator because it focuses too much on what happened rather than developing the character of the candidate, which is important for showing fit with the company's needs.

What is the alternative story shape recommended in the script for interview responses?

The alternative story shape recommended is a simple U-shape, starting with the status and responsibilities, followed by challenges, and ending with an imperfect but positive success.

Why should candidates avoid making up stories or exaggerating their experiences during an interview?

Candidates should avoid fabrication because it can damage their credibility if they cannot answer follow-up questions or if the story is inconsistent with their actual experiences.

What should be the focus of a candidate's story when describing their experiences in an interview?

The focus should be on showing how the candidate's actions and responsibilities align with the level they are targeting, demonstrating their ability to handle challenges appropriate to that level.

How can candidates ensure their interview stories are authentic and not perceived as fluff?

Candidates can ensure authenticity by anchoring their stories on their actual status and responsibilities, describing real challenges, and avoiding the creation of villains or perfect outcomes.