interview process has tech and people management, tech design is usually a complex design including distributed system and people management is usually tell about a time question that will be related to the team and how to address the operations.

Terse and dismissive, I didn't get the feeling the interviewer wanted me to succeed. The questions were very much focussed on my past experience rather than my qualities as a manager.

Got pinged by a recruiter on LinkedIn while exploring new roles. Started with the usual recruiter screen - past experience, leadership roles, and a bit on motivation for the switch. Amazon LPs started showing up even here. Next was a video call with the hiring manager + engineer. Focus was a mix of system design, people management, and leadership. Got a distributed caching design question, some deep dives into managing low performers, coaching team members, and how responsibilities get delegated. Heavy focus on “Hire & Develop the Best.” Did a couple Prepfully mocks beforehand - super helpful for structuring LP stories. Then came a writing assignment - 1-pager on a past achievement. They’re checking for clarity, ownership, and team-first mindset. Kept it sharp and gave credit where due. Final round was onsite - 5 back-to-back interviews covering system design, performance management, hiring, cross-team collaboration, and behavioral stuff. Expect detailed follow-ups, especially around how tough decisions were made, hiring in competitive markets, or when things didn’t go as planned. LPs show up in every convo - ownership, frugality, bias for action, all of it. Prep focused mostly on LP-aligned stories, people leadership, and scalable systems. Mocks helped simulate the real scene. Stayed real, leaned on actual experiences, and it clicked.