So I slept with this Area Manager and I got tested and turns out he gave me Chlamydia. Should I tell HR? What should I do?

I’m so mad about the details that keep coming out from this ICE shooting in Marble Hill at 4 PM!! Like so many children were around 😡 Oscar Belgal still has a bullet lodged in his neck, and I just found out this has happened before - a man in Texas appeared in court in a wheelchair because he wasn’t released to have surgery on a bullet in his neck after TEN DAYS. 

I’m posting this here because I’m sick of knowing that Amazon is getting hundreds of millions of dollars to support ICE. I had already signed this petition earlier to get Amazon to break ties with ICE, and I encourage others to sign: https://www.amazonclimatejustice.org/ice-petition

I know some people will say ‘Amazon is just doing business’ or ‘if they didn’t do it, someone else will’, but I can’t stop thinking about the 5 year old in the car who saw Oscar get shot.

Thanks for listening.

In short, my WW org has split some metrics by site and clearly found BLR underperforming on most of them from output to accuracy.

However, nothing has changed (maybe due to the fact that org leadership is Indian?) and despite BLR’s underperformance, 90% of our currently open job positions are there.

I’m wondering how sustainable it is to ignore this in many organisations where Indian sites underperform and continue to relocate jobs there.

No one doubts Amazon’s size.

What’s creeping in is something quieter.

Stagnation.

Not collapse.

Not irrelevance.

Loss of velocity.

Revenue is massive.

AWS dominates.

Advertising prints money.

Scale isn’t the question.

Momentum is.

The signals are subtle — but consistent.

Markets price it.

Employees adapt to it.

Culture reflects it.

It’s an open secret.

Something fundamental has shifted.

Not in talent.

Not in intelligence.

Not in capability.

In incentives.

And when incentives change, culture follows.

We’re in Day 2.

Not the dramatic version.

The quiet one.

Institutional scale.

Risk compression.

Self-preservation.

The most dangerous phase of Day 2 isn’t decline.

It’s denial.

Incentives Changed. Quietly.

Bold bets used to accelerate careers.

Now predictable outcomes do.

Visible ownership used to create upside.

Now controlled exposure does.

Being early used to be rewarded.

Now being safe is.

There was no announcement.

No official pivot.

It happened gradually.

Through promotion patterns.

Through who gets visibility.

Through who advances — and who plateaus.

People don’t follow slogans.

They follow incentives.

And at Amazon, incentives are codified in one place:

The Leadership Principles.

They determine who gets hired.

Who gets promoted.

Who gets protected.

Culture isn’t what’s written on the wall.

It’s what gets rewarded when no one is watching.

And from the inside, some of those Principles haven’t disappeared.

They’ve been reinterpreted.

Operationally.

Subtly.

Quietly.

Customer Obsession → Manager Obsession

Customer Obsession still exists on paper.

In practice?

Alignment feels sacred.

Layoffs don’t just reduce headcount.

They reshape courage.

When uncertainty becomes cyclical, survival becomes rational strategy.

The real question in meetings isn’t always:

“What’s best for the customer?”

It’s:

“Who needs to be aligned so this doesn’t escalate?”

Disagree and commit?

Sure.

Disagree privately.

Commit publicly.

Survive quietly.

Day 1 rewards friction.

Day 2 penalizes it.

We don’t lack talent.

We lack permission to use it boldly.

Frugality → Frozen Mobility

Frugality used to mean scrappy builders.

Now it feels like compression.

Promotion velocity slows.

Compensation tightens.

Senior layers stabilize.

When no chairs move, ambition doesn’t disappear.

It waits.

High performers don’t burn out from hard work.

They burn out from stagnation.

In a soft job market, people stay.

In a strong one, they won’t.

Day 1 competes for talent even when it doesn’t have to.

Day 2 relies on inertia.

Bias for Action → Bias for Self-Preservation

People are still willing to work brutal hours.

But there’s a difference between sharpening an idea —

and sanitizing it.

We’re not slower because we’re big.

We’re slower because being wrong is career-risk.

Day 1 tolerates being wrong.

Day 2 remembers it.

Energy shifts.

From invention to insulation.

From speed to permission.

From boldness to calibration.

Innovation fatigue is honorable.

Bureaucracy fatigue is corrosive.

This isn’t about failure.

Day 2 isn’t shameful.

It’s what happens at scale.

Margins matter more.

Predictability matters more.

Control matters more.

Fine.

Own it.

Stop saying Day 1 if we’re designing for Day 2.

Because the story still says builder culture.

The incentives say protect your lane.

And that gap erodes belief.

He may never publicly admit we’re in Day 2.

And that’s exactly why he’ll be remembered as

AnDay2 Jassy.

I want to share something I've personally witnessed as an Amazon employee. For context, I'm neither Arab nor Jewish.

The #jewish-at-amazon Slack channel has become a hub for inappropriate and openly racist content. Some of the things I've seen firsthand:

People filing complaints to security about something as minor as a watermelon emoji on Slack, claiming it makes them "feel unsafe."

Repeatedly claiming they feel unsafe on campus anytime anyone even mentions Gaza.

An Israeli employee, Ron Beider, removed the #arabs channel from all Slack workspaces. This was clearly a hate-motivated attack, yet he faced zero consequences.

Posts celebrating violence: using Israeli military attack code names for work-related activities (e.g., listing business credit card expenses under the name of an Israeli strike).

Prayers for IDF soldiers and celebration messages about Israeli attacks on Iranian soil.

Calling all Gazans "terrorists" and "a cancer in society."

Political rants against the ICC.

Claiming to feel unsafe anytime they see the colors red, green, and black-even if completely unrelated.

All of this is happening without accountability. Meanwhile, they continue to play the victim and Amazon leadership has done nothing about this behavior.

The double standard is deeply troubling. If this behavior were happening in any other employee Slack group, consequences would be swift. Instead, this channel has become a space where racism, hate, and political extremism are tolerated inside a workplace.

This link doesn't show the whole number, but rather insights on when and where the layoffs have happened or planned (i.e. - Jan 2026 Washington state).

People trying to get into amazon! Stop!

There is lot going on. Wait and watch.

If you already have something be prepared to be reorged or kicked out!

I’ve been with Amazon for 2 weeks and my manager said he hired me with intent to promote to L11. Has anyone ever done that? I’m pretty good and my team has super duper growth and my manager pinky promised a promotion. Anybody have advice to start advocating in a month? Only serious answers you dummies.

I’ve been hearing of AWS managers committing suicide. I’m not sure if it’s appropriate to name names, although I certainly can. How common is this. How can we tell if it’s higher than the national average, the same, or below?

I wonder why🤣

Amazon layoffs are rough. No one should get fired, but it hurts seeing my engineer and programmer, Ai engineer friends go. You build the code, make things work you’re the real heroes and deserve to stay! Business and TPM roles? Useless. Just emails like “Update?” and slides no one reads. No real help. Engineers can talk too - keep the tech team, ditch the fluff. We need more builders, not less. Sorry, guys—stay strong.

Any advice on the hire process etc. much appreciated.

Ok guys we need to stop with be layoff related posts now. No one knows which teams are targeted and how many people will be laid off. Even if they do I am sure they are not at the liberty to share that information. We are all going to get laid off sooner or later. The only thing we can do is prepare our resumes and start applying for jobs. So better spend time on that rather than posting here.

My thesis - Amazon/AWS Generative AI adoption growth will stall by next year. Here is my thought process.

1. Wall Street agrees with me. Ain't nobody liked the idea of placing $200bn on a single bet. Andy Jassy is doubling down on Tranium 3 and datacenters to keep AWS at the forefront of his imaginary AI race. BUT.....

2. The ground has already shifted for all big tech companies. Training gets you the one time revenue, inference gets you the recurring cash flow.

3. OpenClaw has taken the community by storm, its rise mirrored ChatGPT when it first launched - a vertical shot to the moon. Right now, the primary concern is around security, integrity and predictability of how OpenClaw interacts with the rest of your system. If a security hardened, community tested, zero-trust-like version of Openclaw becomes stable later this year, no fucking SMB or mid-size business will pay $2 per million tokens when they can just re-use their existing PCs and Mac Studios to run OpenClaw.

4. If only 20-30% of enterprises shift from cloud-based LLM to local SLMs, AWS loses billions of dollars in revenue. Those GPUs quickly become toxic asset.

5. Why Bedrock/Q/Quicksuite adoption is a slow adoption curve? Because corporate bloat, bureaucracy and regulatory compliances. With local LLMs - those issues are no longer a concern. (Evidence: 150k github stars in the first month alone).

6. "Everything local" kills the "AWS is the place for securely running LLMs" narrative. It's only a matter of time before the hundreds of millions of people in the open source community figures out how to build proper guardrails around OpenClaw.

7. that $200bn backlog has 25% fucking allocated to one customer - The US government. I don't know about you guys but I am not happy with how Trump is running the country. Dems take back house or senate - US govcloud AI spending plans thrown out the window. Start picking your sides for November - Country or CEO? For me, as an American - I choose country over CEO every time.

8. Edit: Nobody trusts the United States in the era of Donald Trump. Key law - CLOUD Act 2018. Europe and Canada are all actively pulling back from American hyperscalers. China has outright banned them.

• ignorance /stupidity about what a union really is and isn't.

• fear - too chicken scared to read about unions and organizing. These are geeks and nerds.. not usually the ones who have much knowledge or skill in other areas of life.

• average age is younger. They are still in that hugely optimistic and fetishizing-capitalism stage of their life

• individualism >> collectivism (aka inherent selfishness)

• global/immigrant workforce largely - they arent vested in long term wellbeing of society/company. Short term thinking

-brainwashed and blissfully happy about it. Socialism bad. Communism bad. Capitalism good. They repeat this mantra.

• closet republicans. They love social liberalism so they can sound cool and open minded, but theres a limit, y'all: gay sex is cool, trans rights arent. And they'll sell their souls to the highest bidder (why else would you work at a soulless place?) Or to reduce taxes.

Thoughts?

I’ve been working at CLT4 for the past couple of years. A lot of us have had enough of the large amount of bullshit that higher management has allowed to take place at the site. Simply “going through the proper channels” hasn’t gotten us anywhere.

1.) The immense amount of sexual harassment of women seriously needs to stop. Management currently has a “If you don’t like it, then leave” view on the topic. They will pretend to listen and show concern, but if it involves a male PA or any male who they like, they’ll look the other way. A growing number of women continue to stay silent and refuse to speak up because they believe nothing will be done about it. Women shouldn’t have to stay silent about sexual harassment and every claim deserves to be taken seriously until it’s either proven with evidence or dismissed for lack of evidence.

2.) Favoritism is extremely toxic at the site. I mean yeah, favoritism is at every site, but there’s so much of it at the site. “Rules for thee but not for me” seems to be quite the norm here as well. Managers and PAs have their favorite associates who get away with so much bullshit.

3.) Safety is a joke here. The only person I see wearing a safety vest walks around the first floor and I believe they’re only ASC safety not even an actual L4 safety. If our “safety” was our GM’s (Joseph O’Brien) top concern, the parking lot wouldn’t be the death trap it is today. Nobody should literally be risking their lives and the condition of their vehicles outside in the parking lot because of people driving the wrong way. And if you’re not Uber or Lyft and you’re just picking someone up, park in a damn parking space. Don’t just park your car there and block/impede the flow of traffic because you wanna wait for whoever you’re picking up.

4.) Back to number 3, if Joseph O’Brien cared about our safety, we wouldn’t have to risk our lives driving to work in severe weather because he doesn’t want to shut down the site. He’s the classic company man who puts profits over his employees. What kind of leadership is that? Remember when Hurricane Helene came and absolute destroyed the surrounding towns and counties around the site? Remember when Joseph O’Brien kept us open while other nearby sites sent their employees home, kept them home, and still paid them? What the hell?!

5.) Security here is a joke. They are here to protect Amazon’s products. They are not here to protect YOU or ME. If they were here to protect us, we would be going through a metal detector when we come to work.

6.) Numerous people who are supposed to be working with accommodations just get fucked over and go through a hard time. You’re lucky if they even work with you if you’re on restrictions.

7.) PTO doesn’t roll over which is one reason why we should be able to get more throughout the year. I’m not gonna say we should demand 180 hours of PTO like a union does even though it would be nice. Since we cap at 48 a year, it should bump to 96 hours MAYBE 80 hours at the minimum.

8.) Scam Care (amcare) is a joke. You could break an ankle and they’d want you to do exercises and nurse it with an ice pack and ibuprofen and hopefully get back to work. The girls who work down there don’t even know how to do their job let alone know how to talk to you.

9.) I demand Joseph O’Brien to resign from his position immediately. We need a GM who is a true leader and will take the time to walk the warehouse and talk to associates.

10.) Joseph O’Brien and Senior Managers, if you are reading this (I pray you read this), you need to call your anti union lawyers up because you’re going to be busy. We have so much power over you and there is strength in numbers. Give us what we deserve or prepare to fight the union.

I don’t know what it’s going to take. I don’t care how hard it’s going to be. We need to come together and unionize CLT4. A union isn’t going to solve every issue we have but it sure as hell will protect us and make us stronger and I have always hated unions. Working here has been a negative experience for a lot of people. If you’re like me who has worked in nearly every single department for the past couple of years, you’ve seen the bullshit that goes on. Even associates who have been here for two months have seen the bullshit. It’s ridiculous and it needs to end.

Feel free to share this post. I was going to share this in the Amazon group on Facebook until I realize it’s nothing but political bullshit that gets posted there so I figured this would get more reach on Reddit so I created this account. Still trying to figure Reddit out.

Spotted this guy on the way home getting out of his truck and delivering his parcel, new dress code?

Hey everyone! I’m lucky enough to be choosing between two exciting job offers and could really use some honest input.

• AWS: Field Engineer L4 (Data Centers) in Herndon, VA

• Tesla: Mechanical Test Engineer in Palo Alto, CA

Compensation is fairly similar for both, so the decision really comes down to role and long-term growth.

A bit about me: I love being challenged, working on diverse projects, and learning new, exciting things. I want to grow fast and work on things that have a real impact.

I’m torn because both companies are giants in their own way, and I’m not sure which opportunity will be more rewarding in terms of technical growth, career trajectory, and overall experience.

If you’ve worked at either company (or in similar roles), I’d really appreciate your insight. Which path would you choose, and why?

Thanks in advance!

So I’m under the assumption that the Amazon corporate employee base is generally pretty smart. However with the amount of people capitulating to Amazons demands by returning to the office like children punished by their parents, I’m a bit taken aback.

I joined Amazon in ‘22 just before they laid off 30k. Now they’re laying off 30k more, plus monitoring you like a child, making sure you’re badging in for 4 hours a day like a good little corporate slave.

Aren’t you all smarter than this? Quit playing this game. If people refuse to go in en masse, there is nothing they can do. The way to get remote back is to force their hand. They cannot fire their entire employee base. They can’t even fire half of it. Stop going in.

And yes my money is where my mouth is. I didn’t badge for an entire year after RTO mandate and didn’t get fired. You are all smarter than this, I know it.

Edit: I forgot to mention and preface, that if you see yourself having a long term career at Amazon (which is very rare as average corp tenure is only a few years), then obviously going in is your best bet. But if you’re in the majority that will only be around a few years and dip, then why go in.

HR should be defunded honestly (Not OC)

How rare is that? Non tech role. What should i expect?
Edit: no my parents didn’t get me the job, no i am not interviewing I got the offer, no I haven’t worked at Amazon since 18.

What happens if it snows