Amazon Leadership Principles - Complete Guide for Interview Preparation 2025

Amazon Leadership Principles - Complete Guide

Amazon’s 16 Leadership Principles are central to every interview and hiring decision. Every interviewer is a gatekeeper for these principles, and even technical rounds include behavioral questions that assess your alignment with Amazon’s culture.

Critical for Amazon Interviews

Amazon evaluates candidates based on both technical skills AND alignment with Leadership Principles. You must prepare 1-2 STAR stories for each of the 16 principles. Every answer is probed for depth, learning, and impact.

What You’ll Learn:

• Detailed explanation of all 16 Amazon Leadership Principles
• Example interview questions for each principle
• How to prepare STAR stories (Situation, Task, Action, Result)
• Strategies to demonstrate alignment with Amazon’s culture
• Common mistakes to avoid

Amazon Placement Papers

Access complete Amazon placement papers guide with eligibility, process, and preparation strategy.

View Complete Guide →

Amazon Interview Experience

Read real Amazon interview experiences and learn how Leadership Principles are assessed.

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Amazon Technical Questions

Practice Amazon technical questions with detailed solutions.

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Understanding Amazon Leadership Principles

Amazon’s Leadership Principles guide how Amazonians work, make decisions, and interact with customers. For candidates, these principles are evaluated in every interview round through behavioral questions, technical discussions, and scenario-based assessments.

Key Points:

• Every interviewer evaluates Leadership Principles - not just HR or behavioral rounds
• Prepare STAR stories - Situation, Task, Action, Result format for each principle
• Expect follow-up questions - Interviewers probe for depth, learning, and impact
• Demonstrate alignment - Show how you embody these principles in your work

The 16 Amazon Leadership Principles

1. Customer Obsession

What It Means: Leaders start with the customer and work backwards. They work vigorously to earn and keep customer trust. Although leaders pay attention to competitors, they obsess over customers.

For Candidates:

• Show examples of prioritizing customer needs over internal convenience
• Demonstrate understanding of customer impact in technical decisions
• Share stories where you went above and beyond for users/customers

Example Interview Questions:

• “Tell me about a time you went above and beyond for a customer or user.”
• “Describe a situation where you had to choose between customer satisfaction and meeting a deadline. What did you do?”
• “Give an example of a time you received negative customer feedback. How did you handle it?”
• “Tell me about a feature or product you built that was directly driven by customer needs.”

STAR Story Framework:

• Situation: Customer-facing issue or need
• Task: Your responsibility to address it
• Action: Specific steps you took (customer research, prioritization, implementation)
• Result: Measurable impact on customer satisfaction, retention, or experience

Tips:

• Focus on customer impact, not just technical achievements
• Show how you measured success (metrics, feedback, retention)
• Demonstrate empathy and understanding of customer needs

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2. Ownership

What It Means: Leaders are owners. They think long term and don’t sacrifice long-term value for short-term results. They act on behalf of the entire company, beyond just their own team. They never say “that’s not my job.”

For Candidates:

• Show examples of taking responsibility beyond your defined role
• Demonstrate long-term thinking and company-wide perspective
• Share stories where you fixed problems without being asked

Example Interview Questions:

• “Describe a situation where you took ownership of a project or problem that wasn’t originally your responsibility.”
• “Tell me about a time you fixed a critical bug or issue under pressure.”
• “Give an example of a time you made a decision that benefited the company long-term, even if it wasn’t the easiest short-term solution.”
• “Describe a situation where you had to step up and lead when there was no clear leader.”

STAR Story Framework:

• Situation: Problem or opportunity that needed attention
• Task: Why it mattered and what needed to be done
• Action: How you took ownership (initiative, coordination, execution)
• Result: Impact on team, product, or company

Tips:

• Show initiative - you didn’t wait to be asked
• Demonstrate thinking beyond your immediate scope
• Highlight long-term impact over short-term gains

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3. Invent and Simplify

What It Means: Leaders expect and require innovation and invention from their teams and always find ways to simplify. They are externally aware, look for new ideas from everywhere, and are not limited by “not invented here.” As we do new things, we accept that we may be misunderstood for long periods of time.

For Candidates:

• Show examples of simplifying complex processes or systems
• Demonstrate innovation and creative problem-solving
• Share stories where you found better ways to do things

Example Interview Questions:

• “Share an example where you simplified a complex process or system.”
• “Tell me about a time you invented or created something new to solve a problem.”
• “Describe a situation where you found a simpler solution when others were overcomplicating things.”
• “Give an example of a time you learned from another team or company and applied it to your work.”

STAR Story Framework:

• Situation: Complex problem or inefficient process
• Task: Need to improve or simplify
• Action: Your approach to innovation or simplification (research, design, implementation)
• Result: Measurable improvement (time saved, complexity reduced, efficiency gained)

Tips:

• Show both innovation AND simplification
• Demonstrate learning from external sources
• Highlight measurable improvements

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4. Are Right, A Lot

What It Means: Leaders are right a lot. They have strong judgment and good instincts. They seek diverse perspectives and work to disconfirm their beliefs.

For Candidates:

• Show examples of making good decisions with incomplete information
• Demonstrate seeking diverse perspectives before deciding
• Share stories where your judgment led to positive outcomes

Example Interview Questions:

• “Tell me about a time you made a decision with incomplete information. How did you ensure it was the right decision?”
• “Describe a situation where you had to make a judgment call that others disagreed with, but you were proven right.”
• “Give an example of a time you sought diverse perspectives before making an important decision.”
• “Tell me about a time you changed your mind based on new information or feedback.”

STAR Story Framework:

• Situation: Decision needed with uncertainty or disagreement
• Task: What needed to be decided and why it mattered
• Action: How you gathered information, analyzed, and decided
• Result: Outcome and what you learned

Tips:

• Show good judgment, not just being right
• Demonstrate seeking diverse perspectives
• Highlight learning and adapting when wrong

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5. Learn and Be Curious

What It Means: Leaders are never done learning and always seek to improve themselves. They are curious about new possibilities and act to explore them.

For Candidates:

• Show examples of quickly learning new technologies or domains
• Demonstrate curiosity and continuous learning
• Share stories where you explored new possibilities

Example Interview Questions:

• “Describe a situation where you had to learn a new technology or skill quickly.”
• “Tell me about a time you were curious about something and explored it, even though it wasn’t required.”
• “Give an example of a time you learned from a failure or mistake.”
• “Describe how you stay updated with technology trends and industry developments.”

STAR Story Framework:

• Situation: Need to learn something new or explore unknown territory
• Task: What you needed to learn and why
• Action: How you approached learning (research, practice, experimentation)
• Result: What you learned and how you applied it

Tips:

• Show proactive learning, not just required training
• Demonstrate curiosity beyond your immediate work
• Highlight application of learning to real problems

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6. Hire and Develop the Best

What It Means: Leaders raise the performance bar with every hire and promotion. They recognize exceptional talent and willingly move them throughout the organization. Leaders develop leaders and take seriously their role in coaching others.

For Candidates:

• Show examples of mentoring, coaching, or developing others
• Demonstrate recognizing and developing talent
• Share stories where you helped others grow

Example Interview Questions:

• “Tell me about a time you mentored or coached someone. What was the outcome?”
• “Describe a situation where you helped a teammate improve their skills or performance.”
• “Give an example of a time you recognized exceptional talent and helped develop it.”
• “Tell me about a time you had to give difficult feedback to help someone grow.”

STAR Story Framework:

• Situation: Someone who needed development or mentoring
• Task: Your role in helping them grow
• Action: Specific coaching, mentoring, or development activities
• Result: Their growth and impact on team/company

Tips:

• Focus on developing others, not just your own growth
• Show raising the bar, not just maintaining it
• Highlight measurable impact on others’ development

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7. Insist on the Highest Standards

What It Means: Leaders have relentlessly high standards—many people may think these standards are unreasonably high. Leaders are continually raising the bar and drive their teams to deliver high-quality products, services, and processes. Leaders ensure that defects do not get sent down the line and that problems are fixed so they stay fixed.

For Candidates:

• Show examples of maintaining high quality standards
• Demonstrate not accepting mediocrity
• Share stories where you fixed problems permanently

Example Interview Questions:

• “Tell me about a time you insisted on higher standards when others wanted to compromise on quality.”
• “Describe a situation where you found and fixed a problem that others had overlooked.”
• “Give an example of a time you prevented a defect or issue from reaching customers.”
• “Tell me about a time you raised the bar for your team or project.”

STAR Story Framework:

• Situation: Quality issue or low standards
• Task: Need to maintain or raise standards
• Action: How you insisted on quality (prevention, detection, fixing)
• Result: Impact on quality, customer experience, or team standards

Tips:

• Show high standards, not perfectionism
• Demonstrate preventing problems, not just fixing them
• Highlight raising the bar for others

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8. Think Big

What It Means: Thinking small is a self-fulfilling prophecy. Leaders create and communicate a bold direction that inspires results. They think differently and look around corners for ways to serve customers.

For Candidates:

• Show examples of thinking beyond immediate scope
• Demonstrate bold vision and big-picture thinking
• Share stories where you proposed ambitious solutions

Example Interview Questions:

• “Tell me about a time you proposed a big, ambitious idea that others thought was unrealistic.”
• “Describe a situation where you thought beyond the immediate problem to a larger solution.”
• “Give an example of a time you inspired others with a bold vision or direction.”
• “Tell me about a time you looked around corners to anticipate future needs.”

STAR Story Framework:

• Situation: Opportunity or problem that needed big thinking
• Task: Need for ambitious solution or vision
• Action: How you thought big (vision, communication, planning)
• Result: Impact or progress toward big goal

Tips:

• Show ambition, not just execution
• Demonstrate inspiring others with vision
• Highlight thinking beyond immediate scope

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9. Bias for Action

What It Means: Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk taking.

For Candidates:

• Show examples of making quick decisions and taking action
• Demonstrate comfort with calculated risks
• Share stories where speed mattered

Example Interview Questions:

• “Tell me about a time you made a quick decision with incomplete data. What was the outcome?”
• “Describe a situation where you took action quickly when others were still analyzing.”
• “Give an example of a time you took a calculated risk that paid off.”
• “Tell me about a time speed was critical and you delivered quickly.”

STAR Story Framework:

• Situation: Need for quick action or decision
• Task: What needed to be done and why speed mattered
• Action: How you acted quickly (decision-making, execution)
• Result: Outcome and what you learned

Tips:

• Show action, not just analysis
• Demonstrate calculated risk-taking, not recklessness
• Highlight speed and impact

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10. Frugality

What It Means: Accomplish more with less. Constraints breed resourcefulness, self-sufficiency, and invention. There are no extra points for growing headcount, budget size, or fixed expense.

For Candidates:

• Show examples of doing more with less resources
• Demonstrate resourcefulness and efficiency
• Share stories where constraints led to innovation

Example Interview Questions:

• “Tell me about a time you accomplished a goal with limited resources or budget.”
• “Describe a situation where constraints led you to find a more efficient solution.”
• “Give an example of a time you were resourceful to solve a problem.”
• “Tell me about a time you found a way to do something without increasing costs.”

STAR Story Framework:

• Situation: Constraint or limited resources
• Task: Goal that needed to be accomplished
• Action: How you were resourceful (innovation, efficiency, creativity)
• Result: What you accomplished with limited resources

Tips:

• Show resourcefulness, not just cost-cutting
• Demonstrate innovation from constraints
• Highlight efficiency and impact

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11. Earn Trust

What It Means: Leaders listen attentively, speak candidly, and treat others respectfully. They are vocally self-critical, even when doing so is awkward or embarrassing. Leaders do not believe their or their team’s body odor smells of perfume. They benchmark themselves and their teams against the best.

For Candidates:

• Show examples of being honest and self-critical
• Demonstrate listening and respecting others
• Share stories where you earned trust through transparency

Example Interview Questions:

• “Tell me about a time you had to deliver difficult news or feedback.”
• “Describe a situation where you admitted a mistake or were self-critical.”
• “Give an example of a time you earned someone’s trust through your actions.”
• “Tell me about a time you listened to feedback that was hard to hear.”

STAR Story Framework:

• Situation: Situation requiring trust or transparency
• Task: Need to build or maintain trust
• Action: How you earned trust (honesty, listening, respect)
• Result: Trust built and impact on relationships/work

Tips:

• Show self-awareness and self-criticism
• Demonstrate listening and respect
• Highlight transparency and honesty

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12. Dive Deep

What It Means: Leaders operate at all levels, stay connected to the details, audit frequently, and are skeptical when metrics and anecdotes differ. No task is beneath them.

For Candidates:

• Show examples of going deep into details
• Demonstrate understanding root causes
• Share stories where you found issues others missed

Example Interview Questions:

• “Tell me about a time you dove deep into a problem to find the root cause.”
• “Describe a situation where you found an issue that others had missed by looking at details.”
• “Give an example of a time you audited or reviewed something thoroughly.”
• “Tell me about a time metrics didn’t match reality and you investigated why.”

STAR Story Framework:

• Situation: Problem or discrepancy that needed investigation
• Task: Need to understand root cause or details
• Action: How you dove deep (investigation, analysis, auditing)
• Result: What you discovered and how it helped

Tips:

• Show attention to details, not just high-level thinking
• Demonstrate finding root causes, not just symptoms
• Highlight skepticism and verification

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13. Have Backbone; Disagree and Commit

What It Means: Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting. Leaders have conviction and are tenacious. They do not compromise for the sake of social cohesion. Once a decision is determined, they commit wholly.

For Candidates:

• Show examples of respectfully disagreeing and then committing
• Demonstrate conviction and tenacity
• Share stories where you challenged decisions appropriately

Example Interview Questions:

• “Tell me about a time you disagreed with a decision or direction. How did you handle it?”
• “Describe a situation where you had to challenge a senior person’s decision.”
• “Give an example of a time you committed to a decision you initially disagreed with.”
• “Tell me about a time you had backbone to stand up for what you believed was right.”

STAR Story Framework:

• Situation: Decision you disagreed with
• Task: Need to express disagreement appropriately
• Action: How you disagreed (respectfully, with data, conviction) and then committed
• Result: Outcome and what you learned

Tips:

• Show respectful disagreement, not just conflict
• Demonstrate commitment after decision is made
• Highlight conviction backed by data/reasoning

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14. Deliver Results

What It Means: Leaders focus on the key inputs for their business and deliver them with the right quality and in a timely fashion. Despite setbacks, they rise to the occasion and never settle.

For Candidates:

• Show examples of delivering results despite obstacles
• Demonstrate focus on key inputs and outcomes
• Share stories where you overcame setbacks to deliver

Example Interview Questions:

• “Tell me about a time you delivered results despite significant obstacles or setbacks.”
• “Describe a situation where you had to prioritize to deliver the most important results.”
• “Give an example of a time you didn’t settle for good enough and pushed for better results.”
• “Tell me about a time you rose to the occasion under pressure.”

STAR Story Framework:

• Situation: Challenge or goal that needed results
• Task: What needed to be delivered and why it mattered
• Action: How you delivered (focus, execution, overcoming obstacles)
• Result: Results achieved and impact

Tips:

• Show results, not just effort
• Demonstrate overcoming obstacles
• Highlight focus on key inputs and outcomes

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15. Strive to Be Earth’s Best Employer

What It Means: Leaders work every day to create a safer, more productive, higher performing, more diverse, and more just work environment. They lead with empathy, have fun at work, and make it easy for others to have fun. Leaders ask themselves: Are my fellow employees growing? Are they empowered? Are they ready for what’s next? Leaders have a vision for and commitment to their employees’ personal success, whether that be at Amazon or elsewhere.

For Candidates:

• Show examples of creating inclusive, supportive environments
• Demonstrate empathy and care for others
• Share stories where you helped others succeed

Example Interview Questions:

• “Tell me about a time you created a more inclusive or supportive environment for your team.”
• “Describe a situation where you helped someone grow or succeed.”
• “Give an example of a time you showed empathy to a teammate or colleague.”
• “Tell me about a time you made work more enjoyable or productive for others.”

STAR Story Framework:

• Situation: Environment or situation that needed improvement
• Task: Need to create better work environment
• Action: How you improved environment (inclusion, support, empathy)
• Result: Impact on team culture, productivity, or employee satisfaction

Tips:

• Show care for others’ success and growth
• Demonstrate creating inclusive environments
• Highlight empathy and making work better for others

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16. Success and Scale Bring Broad Responsibility

What It Means: We started in a garage, but we’re not there anymore. We are big, we impact the world, and we are far from perfect. We must be humble and thoughtful about even the secondary effects of our actions. Our local communities, planet, and future generations need us to be better every day. We must begin each day with a determination to make better, do better, and be better for our customers, our employees, our partners, and the world at large. And we must end every day knowing we can do even more tomorrow. Leaders create more than they consume and always leave things better than how they found them.

For Candidates:

• Show examples of thinking about broader impact
• Demonstrate responsibility beyond immediate work
• Share stories where you considered secondary effects

Example Interview Questions:

• “Tell me about a time you considered the broader impact of your work beyond immediate results.”
• “Describe a situation where you thought about how your actions affected others or the environment.”
• “Give an example of a time you left something better than you found it.”
• “Tell me about a time you created more value than you consumed.”

STAR Story Framework:

• Situation: Work or decision with broader implications
• Task: Need to consider broader responsibility
• Action: How you considered and addressed broader impact
• Result: Positive impact beyond immediate scope

Tips:

• Show thinking beyond immediate work
• Demonstrate responsibility and humility
• Highlight creating value and leaving things better

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How to Prepare STAR Stories for Leadership Principles

STAR Method Framework

Situation (S):

• Set the context (when, where, what)
• Be specific but concise
• Include relevant background

Task (T):

• What needed to be accomplished
• Your responsibility or role
• Why it mattered

Action (A):

• What YOU specifically did
• Focus on your actions, not team actions
• Include decision-making process
• Show Leadership Principles in action

Result (R):

• Measurable outcomes
• Impact on customers, team, or company
• What you learned
• Quantify when possible

Preparation Strategy

1. Create a Story Bank

   • Prepare 1-2 stories for each of the 16 principles
   • Total: 16-32 stories ready to use
   • Some stories can cover multiple principles

2. Practice Articulation

   • Practice telling stories out loud
   • Time yourself (2-3 minutes per story)
   • Get feedback from others

3. Prepare for Follow-ups

   • Interviewers will probe for depth
   • Be ready to explain:
     • What you learned
     • What you would do differently
     • How you measured success
     • Impact on others

4. Connect Stories to Principles

   • Clearly articulate which principle(s) your story demonstrates
   • Show alignment with Amazon’s values
   • Be authentic, not generic

Common Mistakes to Avoid

❌ Generic Answers: “I’m a team player” without specific examples ✅ Specific Stories: Detailed STAR stories with measurable results

❌ Only Technical Stories: Only talking about coding or technical work ✅ Mix of Technical and Behavioral: Show Leadership Principles in various contexts

❌ No Learning: Not showing what you learned or how you grew ✅ Show Growth: Demonstrate learning from experiences

❌ No Impact: Stories without measurable outcomes ✅ Quantify Results: Show impact with metrics, feedback, or outcomes

❌ Blame Others: Stories that blame teammates or circumstances ✅ Take Ownership: Show responsibility and accountability

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Interview Tips for Leadership Principles

During the Interview

1. Listen Carefully

   • Identify which principle(s) the question is assessing
   • Answer directly to that principle
   • Don’t force unrelated stories

2. Use STAR Method

   • Structure your answer clearly
   • Be specific and detailed
   • Focus on your actions

3. Show Depth

   • Expect follow-up questions
   • Be ready to dive deeper
   • Show learning and reflection

4. Demonstrate Alignment

   • Connect your values to Amazon’s principles
   • Show genuine alignment, not just memorization
   • Be authentic

After the Interview

1. Reflect on Questions

   • Note which principles were emphasized
   • Identify areas for improvement
   • Prepare better stories for next time

2. Follow Up

   • Send thank-you notes
   • Reference specific principles discussed
   • Show continued interest

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Practice Resources

Amazon Interview Experience

Read real interview experiences to see how Leadership Principles are assessed.

View Interview Experiences →

Amazon Placement Papers

Access complete Amazon placement papers guide.

View Complete Guide →

Amazon Technical Questions

Practice technical questions alongside Leadership Principles preparation.

View Technical Questions →

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Related Resources

Amazon Placement Paper Topics

• Amazon Placement Papers - Complete guide to Amazon placement papers
• Amazon Interview Experience - Real interview stories and tips
• Amazon Technical Questions - DSA problems and system design

Year-Specific Amazon Placement Papers

• Amazon Placement Papers 2024 - Previous year papers for practice
• Amazon Placement Papers 2025 - Latest papers with current patterns
• Amazon Placement Papers 2026 - Expected patterns and preparation

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Ready to master Amazon Leadership Principles? Prepare 1-2 STAR stories for each of the 16 principles. Practice articulating them clearly, and be ready for deep follow-up questions. Remember: every interviewer evaluates Leadership Principles, so prepare thoroughly.

Pro Tip: Create a story bank with 16-32 stories covering all principles. Practice telling them out loud, and be ready to connect your experiences to Amazon’s values. Authenticity and specific examples matter more than perfect stories.

Last updated: November 2025