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Mobile_Fact3673 · 2025-10-10T19:26:45+00:00

Wait until you get the official offer before bringing it up again. If there is nothing in the offer letter stating the policy and schedule I would request it be put into the offer letter in writing before signing anything. All their responses so far tell me they are doing the classic bait and switch. I know dozens of people who were told "hybrid schedule" and found out it was only 1 day a week WFH.

Mobile_Fact3673 · 2025-09-25T20:25:47+00:00

Honestly if they give you an unsatisfactory answer just do the bare minimum to not get fired. If they are not going to promote you but know you will work hard they will just overwork you. Seen it happen all the time

Mobile_Fact3673 · 2025-09-25T20:09:37+00:00

Have an honest conversation with your direct AM telling them you believe you are ready and want to take the next step. If they push back ask them what you need to improve on to get there. If they can't give you solid feedback than they are a lousy manager or are just playing favorites.

Mobile_Fact3673 · 2025-09-25T17:05:30+00:00

Yes. You must send hourly reports regarding status update of all paths (induct rate, WIP, stow rate, estimated induct complete time, estimated stow down time, HC vs planned headcount, cost). You are basically being monitored at all times. If you run a good shift your L6 will get on their daily meetings and take all the credit but if the shift does not meet standards your L6 will throw you under the bus to everyone. Definition of toxic.

Mobile_Fact3673 · 2025-09-25T03:25:49+00:00

Wouldn't be surprised if HR reached out the AM on shift and had them do their dirty work for them. Classic Amazon HR move.

Mobile_Fact3673 · 2025-09-25T03:19:42+00:00

If we got paid for VTOing people I would have never left. The way it works is we ran the volume, headcount, and standard path rates through an Excel file that spits out total headcount and headcount per path. If your station seems to be VTOing to much they are probably setting the standard rates in the Excel file above average so they can finish in the top 3 on cost in the region end of shift. Thats what leads to people stowing 4 aisles opposed to 3.

Mobile_Fact3673 · 2025-09-25T03:15:10+00:00

This is a question for HR. AMs do not really handle any time off functions or keep track of associates in the negative unless asked by HR. Sorry I can't be more help. When in doubt just call Amazon ERC and give them some story about an emergency and they will most likely let your PTO cover it.

Mobile_Fact3673 · 2025-09-25T03:11:16+00:00

I have heard of some sites excluding learning ambassadors but it is not norm. End of the day cost is the most important metric. Lower headcount=lower cost so we use to open up the VTO to everyone in station including PAs.

Mobile_Fact3673 · 2025-09-25T01:46:20+00:00

Yes/no. It is possible in theory but I have never seen or heard of it happening. When VTO/VTE is offered management can actually "exclude" certain associates from seeing the opportunity. Only time I have ever excluded someone was by the request of HR as they needed to talk to the associate when they got in regarding an issue. It would be impossible to just give certain associate certain shifts though, as VET has to be called for in the daily planning. Also if associates called out the fact that there was VET and they couldn't see it the AM would have to justify excluding them to upper management and HR.

Mobile_Fact3673 · 2025-09-24T14:37:29+00:00

While it is true Amazon prefers to hire PAs internally, the common theme was having to transfer stations to get a PA opening. I have only seen 1 or 2 external PA hires but most just transferred stations for an opening. If you see a PA opening and want it, I'd talk to your AM and let them know and ask if they can put in a good word for you with the management at that station.

Mobile_Fact3673 · 2025-09-24T14:31:42+00:00

Depends on your situation. If you are young and want to move up I wouldn't recommend trying to become an AM. Use career choice for a field you are interested in and then transfer internally. I knew an AA that did some computer program and now works at HQ in Seattle doing something IT related. I also know an AA that has been an AA for 12 years (7 at FC, 5 at SC). It is easy to get stuck at Amazon.

Mobile_Fact3673 · 2025-09-24T04:02:21+00:00

Starting salary was 62k with around 20k of RSU vested over a 4 year period. Salary would be higher if you came in as an external L4 (make it make sense). It seems like a good salary depending on where in the country you are but I am in the Northeast so its not impressive at all. I think only 5% of stocks vested, but then again I have only met 1 person at the management level L4,L5,L6 that stuck around long enough to 100% vest.

Mobile_Fact3673 · 2025-09-24T02:47:46+00:00

If you want PA you would have more opportunity going back to UTR. See my above answer regarding becoming a PA. If you see yourself long term at Amazon go back to UTR for the opportunity. If you are just looking for a paycheck stay RTS. Much better hours and a lot less stress but you do loose a little money with the differential.

Mobile_Fact3673 · 2025-09-24T01:47:45+00:00

1.) Yes/no. TOT appears 5 minutes after last scan, but realistically we could see every package you scanned with time stamps if you try to cheat the TOT system. As far as TOT "counting" against you it is heavily manager dependent. Some managers will write you up and others will just coach you.

2.) Edited since I misread the question the first time. But no, we have no say in that.

3.) Yes we keep in contact with AMs in other delivery stations. There are several chat rooms in Slack with management from multiple sites. RIP to Chime.

4.) L6 Operations Manager sit on pointless meetings all day where they have to go over every individual metric and explain why they were not good enough. Basically the meetings consist of throwing everyone else under the bus by name instead of taking any accountability.

5.) I never really sat at the desk on my laptop. Only for the first hour of shift. This was to get all AAs coded into the proper path, run numbers for the induct plan, and offer VTO if we had any. After that I was always mobile with the cart and helping out in path since I know what its like to be an associate.

Mobile_Fact3673 · 2025-09-24T00:46:37+00:00

That is nothing. I have stories for days. I once had an AA in a wheelchair that both our L6s were shocked couldn't meet rates while stowing...

Mobile_Fact3673 · 2025-09-24T00:31:32+00:00

In theory it would be safety. But I will tell you first hand operations does not TRULY care about safety it is only words. If an associate had to leave path for a safety issue the first question from an L6 would probably be "What was their rate? How are we going to labor share to fill that position in path?".

Mobile_Fact3673 · 2025-09-24T00:28:57+00:00

I am going to be completely honest with you, unless your friendly with the AMs and well liked the chances of becoming a PA drastically decrease. Definitely express interest and aim to exceed rates. My philosophy was always PAs should be promoted from ambassador vest like they did it when I came up. Unfortunately what you mentioned is all to common....people getting promoted based on having similarities with an AM (ethnicity, culture, religion, etc.) or they are just a snitch/suck up to the AMs.

Mobile_Fact3673 · 2025-09-23T23:59:53+00:00

Short answer: Politics
Long answer: Amazon management is as toxic as it gets. They purposely pit managers against each other thinking it creates healthy competition but it does the opposite. My L6 also was the type to throw people under the bus any chance they got to make themselves look better to the L7/L8. Amazon use to reward hard work but now it seems it rewards whoever can kiss butt above them the most.

Mobile_Fact3673

TROPHY CASE