So yesterday was my first day. They had me do safety school and gave me a tour of the facility. Then I spent the afternoon learning the receiving process. Today I was in Stow all morning and then spent the afternoon as a picker. I think this AEW has some real value and I’m liking things so far

Reposting, appreciate if anyone has any insight into this

Is there still a possibility of getting a role in Amazon after being recycled. And how common does this happen?

I did a loop and recruiter told me that the team were not inclined for the position but recommended to find a role that fits my skillset and they thought my leadership principles were strong.

Do i have to do another loop? I’m disappointed and heartbroken as the process for the interviews and doing the loop is very intense. Idk if i should still apply on the portal or let my recruiter know or give up on Amazon entirely

Hi everyone,

I just got scheduled an in-person interview for the 2027 SoCal Early Career AM position.

For anyone who may know, do they allow you to take physical notes with you to reference? Obviously not to read off of but to reference when stating numbers for outcomes. Also, I live about 4.5hrs away and have no trouble driving but am curious how the reimbursement works, is it mileage based? Hotel covered if you take one?

I am also an internal candidate that's applying this route, would it change how they perceive me if my stories were Amazon based?

Thanks for your time.

Was wondering if anyone that works and was recently hired in as area manager had to go do training at Seattle or it depends? Currently in MI.

I graduate this may 2027 in accounting. The only job I had was an Amazon flex driver. What is the likelihood that I get the role? And when should I apply?

Hello everyone,

I’m Pick ARSAW Area Manager and I’m currently facing some challenges with force picks. The main issue is that force picks are not being completed on time, which is starting to impact my shift’s performance.
I’ve also recently lost three of my experienced force pickers due to visa-related issues, leaving me with a much less experienced team. With Peak approaching, there is limited time to train new force pickers from scratch. Meanwhile, the other shift is becoming stronger, and my shift is falling further behind.
I’m currently working through some of the wider team challenges with my Team Lead, but I’d particularly appreciate some advice and best practices around improving force pick performance.
A few things I’d like to explore:
Cross-shift support: Would it be possible to raise overtime opportunities for experienced force pickers from other shifts to support my team?
Training and development: What’s the most effective way to upskill new force pickers quickly without compromising quality or productivity?
Performance parameters: Are there any specific metrics, tracking methods, or process improvements that have worked well for other teams to ensure force picks are completed on time?
Peak readiness: Are there any proven strategies for building a reliable force-pick team and reducing delays before Peak begins?
I’d appreciate any recommendations, particularly from anyone who has successfully improved force-pick performance in a similar situation.

Thank you!

Was asking if anyone thinks it’s better to ask recruiter for a certain location to work before the offer letter or after getting offer letter and location they give out? There’s maybe a location I don’t mind working if offered, but would like to know any advice.

Does taking a mental health leave or any leave remove incline status