Requesting a Promotion at Amazon

300 Amazon PMs applied. 4 senior roles available. My first internal promotion attempt at Amazon was a wake-up call. About how competitive these processes really are. Everyone has similar experience. Everyone knows the leadership principles. Everyone can talk about customer obsession and bias for action. The problem: Generic applications get lost in the noise. My initial approach was textbook terrible: "Demonstrated strong cross-functional leadership while delivering customer-focused solutions using data-driven decision making and maintaining high standards." Translation: "I did PM work." So did everyone else. The breakthrough: I stopped describing what I did and started explaining how I think. Instead of listing projects, 1/ I walked through my decision-making process on one complex initiative. 2/ How I identified the real problem wasn't what it seemed. 3/ Why I chose a counterintuitive approach. 4/ What I learned when my first hypothesis was wrong. The difference: Anyone can manage projects. Not everyone can navigate ambiguity with strategic judgment. Internal promotions aren't about proving competence. They're about proving irreplaceable value. Key insight: The more specific your thinking, the harder it is for others to replicate in their applications. Stop trying to check every leadership principle box. Start showing how you solve problems differently than your peers. What unique approach do you take that creates different results from others?

Both my promotion to Director and then again to VP at Amazon came partly because my peers were promoted before me. When a peer of yours is promoted, it creates an obvious opportunity for you to go next. Seize it - here is how. As a Senior Manager, I was in a software development role and I was paired with a business leader to run the broader team. He was promoted, and this gave me an obvious reason to push my boss for consideration. We had worked on the same product, shipped the same releases, etc. My manager at the time was frustrated, he said "X went and promoted your peer", X being my peer's manager on the business side. He did not agree with the promotion. Despite this, he could see that I now had a legitimate reason to "expect" a promotion. If the standards are the same and the other guy met the standards, then I did too. Years later, history repeated itself. A parallel organization promoted four Directors to VP all at the same time. Internally they clearly saw the issue of “if you promote one, all the others will be upset”, so they just promoted everyone at once. I was in another organization, but I worked closely with all four of these newly promoted Vice Presidents. So, the same argument applied. They were now all VPs, and I had worked on the same products and projects with the same results. My peers’ promotion would not have led to mine if my circumstances were not similar or if my work was not good; a peer moving up does not ensure that you will too. That said, a peer being promoted kicks the door open for you, so run through it! Managers are aware that when someone who seems similar to you is promoted, you will ask about it. Good! Use it. First, use the promotion to drive a discussion with your manager Second, look objectively at what your peer has that you may not, but also at what you have that they do not. I am sure my original manager would not have thought of me for promotion if my peer had not been promoted, so his promotion literally enabled mine. Who has been promoted near you recently that you can study and use as a lever for your own progression? For much more on how to set up your next promotion, take my class: https://buff.ly/45x84xA

Software Engineers: "I shipped those 5 important projects this year, my promotion is guaranteed!" Also Software Engineers after annual reviews: "Damn it, what more do they want from me?!" One of the most painful moments in your career is being passed over for a promotion you thought was in the bag. Most promotions don’t just “happen.” They need a strategy. If you’re serious about leveling up, avoid these 3 mistakes that almost guarantee your promotion chances will be 0%. 1. Thinking Hard Work Is Enough Mistake: You assume that shipping projects, hitting deadlines, and getting solid reviews is enough to get promoted. Reality: Doing great work is expected at your current level. Promotion is about impact beyond your role. Example: You might’ve led a project, but did you mentor others or influence multiple teams? Did your work impact the company strategy? What to Do Instead: - Review your company’s leveling framework to understand the expectations for the next role. - Start demonstrating next-level behaviors—guide teams, set long-term technical direction, and show strategic thinking. 2. Focusing Only on the Next Level and Neglecting Your Current Job Mistake: You go all-in on trying to show higher-level work and let your current responsibilities slip. Reality: Promotions happen when you show you’re ready for the next level but are nailing your current role. Example: A senior engineer shifted focus to an org-wide strategy but stopped coding and handling operations. He thought he was doing what was needed until his reviews tanked because he wasn’t meeting current expectations. What to Do Instead: - Balance growth, don’t stop shipping code or leading meetings. - Gradually reduce current tasks while taking on next-level projects to avoid creating performance gaps. 3. Underestimating the Role of Your Manager Mistake: You think your work speaks for itself and your manager will naturally advocate for your promotion. Reality: Your manager is the gatekeeper. If they’re not aligned with your growth, your promotion might never happen. Example: I had a friend at Amazon whose manager missed the deadline to start his promotion process, twice. He wasted 6-12 months waiting when he could’ve moved to a better team earlier. What to Do Instead: - Communicate your promotion goals early with your manager and get feedback. - If your manager isn’t supportive, don’t wait. Look for a team with a better sponsor who’ll actively help you grow. Promotions are not rewards for hard work, they’re proof that you’re already operating at the next level. If you’re not getting promoted, it’s likely because: 1. You’re stuck at your current level’s mindset. 2. You’ve neglected your current responsibilities. 3. Your manager isn’t on your side. Fix these 3 mistakes and it goes a long way.

Your manager just told you: "Congratulations on the promotion! Your new salary will be... exactly the same." Wait, what? Here's the brutal truth about promotion comp that no one talks about: Most promotions come with ZERO salary increase. I've seen this happen at Amazon, Meta, Google, everywhere. You get the fancy new title, same paycheck. But here's how to fight back: 1/ The "promotion packet" hack → Your manager won't build your case (they're too busy) → YOU need to create a document showing 6-12 months of next-level work → Include metrics, project outcomes, leadership examples 2/ The timing trick that actually works → Don't wait for the promotion to negotiate → Start doing L+1 work 6 months early → THEN ask: "I've been operating at Senior level for 6 months. Can we align my comp?" 3/ The level-skip strategy → Instead of L4 → L5, push for L4 → L6 → I helped a biotech client do exactly this: L1 → L3 in one move → Result: 40% salary increase instead of the standard 5% 4/ When companies say "promotions have fixed bumps" → Push for the TOP of that range → Ask: "Is there flexibility for exceptional performance?" → Reference your promotion packet as proof The Amazon reality check: → One client got promoted AND relocated. Expected a raise. → Got the same comp converted to local currency. Ouch. → But another client at Amazon used these tactics and secured a 25% increase with their L6 promotion. The difference? Preparation and proof. Your promotion isn't guaranteed money. But with the right strategy, it can be life-changing money. Have you ever gotten promoted with zero salary increase? How did you handle it? P.S. I'm hosting a free live workshop on Wednesday at 3:00 PM PST all about crafting a successful counteroffer. Details in the comments!

As a hiring manager at Amazon, I have seen many amazing women who stayed stuck in the same role for 4+ years. (Most of them were extremely talented.) They were ready to step into better roles. But no one showed them how to step into leadership. Here’s what kept them stuck: → They waited for “recognition” instead of asking for growth. → They thought doing more would eventually get noticed. → They avoided tough conversations about scope, promotion, and title. If you're not managing your career with intention, the system will manage it for you. Here's what you must do to progress in your career: 1. Stop waiting to be tapped. Start raising your hand. → Passive: “I’m happy to help with anything the team needs.” → Proactive: “I want to lead the next cross-functional project. Here’s how I’d approach it.” 2. Speak in business outcomes — not effort. → Generic: “I’ve been working really hard this year.” → Strategic: “The product rollout I led drove a 27% increase in customer retention across 3 regions.” 3. Ask for the title. Ask for the promotion. Ask for the next level. → Unclear: “I’m open to growth opportunities.” → Direct: “I’m operating at the next level. What would it take to formalize that with a promotion?” 4. Build relationships before you need them. → Missed opportunity: “I’ve never really worked with that VP.” → Career insurance: “I meet 1 new stakeholder every month — so when I need a sponsor, I already have trust.” 5. Document your wins, and share them. → Hidden impact: “It’s all in the team drive.” → Visible impact: “I maintain a monthly wins deck - and use it in every skip-level, 1:1, and review cycle.” One of my clients: → Spent 6 years in the same IC role. → Got promoted to Sr. Manager in under 4 months. → Added $70K to her total comp, by getting into another role without switching companies. Want to learn how? DM me "Career" to apply for The Fearless Hire - my strategic career accelerator for ambitious women. Get an exact roadmap that has helped 300+ women land senior roles in Amazon, Meta, eBay, and other companies. 

I’m a Software Engineer at Amazon Web Services (AWS) with over 6 years of experience. After years of job hopping, I finally stayed long enough to earn my first promotion — and it taught me more about growth than any job hop ever did. If I could talk to my younger self, or any engineer working toward their first promotion, here’s what I’d say: [1] Do your job — and do it well. Do what you say you’ll do, and when you say you'll do it by. Build a reputation for reliability. Being trusted is one of the most important qualities you can have — both as an engineer and as a human. [2] Earn trust before asking for it. Trust isn't something you can demand, it's something you build over time. Deliver on your promises, communicate openly and show up consistently for your team and customers. [3] Understand the bar. Most companies have a career framework. Read it. Map your work to it. Build a simple RAG (Red/Amber/Green) doc to track where you stand and review it with your manager. Clarity turns ambition into action. [4] Seek feedback, not validation. Ask engineers more senior than you to review your work and your growth plan. Feedback can sting, but it’s the fastest shortcut to leveling up. [5] Learn and be curious. Deeply understand your team’s systems, domain, and pain points. Become the person people turn to for answers. Promotions follow expertise. [6] Deliver results that matter. The biggest impact doesn’t always come from new shiny features — it comes from solving real business problems. Sometimes that means fixing what’s broken, automating what’s slow, or simplifying what’s confusing. Rise to the occasion and grab all opportunities with both hands. [7] Scale your impact. Mentor others. Improve onboarding docs. Automate something painful. Promotions often happen when your work starts multiplying other people’s effectiveness. Impact isn't always glamorous — but it's noticed. [8] State your intentions early. Work with your manager, not just for them. Share your goals and ask for honest feedback. Align on what success looks like together, and give them time to see the pattern of your growth. [9] Be patient, not passive. Promotions take time. Stay consistent. Keep learning. Don’t burn bridges or get frustrated by timing — just keep raising the bar. Be a professional. [10] Job hopping won’t always accelerate your career. It can teach you breadth, but deep growth comes from staying long enough to own systems, lead projects, and recover from failures. Stick around until your work leaves a mark. Getting promoted wasn’t about a lucky project or perfect timing — it was about finally playing the long game. If you’re chasing your first promotion: focus on impact, growth, and trust. The title will have no choice but to follow.

💡 𝗪𝗼𝗿𝗸𝗶𝗻𝗴 𝗵𝗮𝗿𝗱 𝗶𝘀 𝗻𝗼𝘁 𝗲𝗻𝗼𝘂𝗴𝗵. I’ve coached hundreds of people on career growth and promotions — and the ones who actually got promoted? They had a story. A clear one. Most people don’t. They can’t explain 𝘸𝘩𝘺 they should be promoted. Or they’ve got a story, but it’s vague — based on feelings, not facts. At Google, this was easier. There were job ladders, documentation, structure. You could say: “𝘎𝘰 𝘳𝘦𝘢𝘥 𝘵𝘩𝘪𝘴. 𝘏𝘦𝘳𝘦’𝘴 𝘵𝘩𝘦 𝘣𝘢𝘳.” In startups? Way messier. But the 𝘣𝘶𝘪𝘭𝘥𝘪𝘯𝘨 𝘣𝘭𝘰𝘤𝘬𝘴 are the same: 𝗜𝗺𝗽𝗮𝗰𝘁 What changed because of your work? • What did your team/project achieve? • What was 𝘺𝘰𝘶𝘳 contribution? 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 What made it hard? • Where did you stretch, solve, figure things out? 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 Not just about managing others. • How did you lead 𝘺𝘰𝘶𝘳𝘴𝘦𝘭𝘧? • Support the team? • Set a new standard? And here’s the thing: For every part of your story, someone’s going to ask: “𝗛𝗼𝘄 𝗱𝗼 𝗜 𝗸𝗻𝗼𝘄 𝘁𝗵𝗶𝘀 𝗶𝘀 𝘁𝗿𝘂𝗲?” That’s where the proof comes in — Metrics. Feedback. Docs. Code. Screenshots. Whatever makes it real. If you’re aiming for a promotion: • Write your narrative • Talk it through with your manager • Spot what’s missing • Use that to shape the work you do next Different companies use different language: Meta: 𝘴𝘤𝘰𝘱𝘦 𝘢𝘯𝘥 𝘥𝘦𝘱𝘵𝘩 Amazon: 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘱𝘳𝘪𝘯𝘤𝘪𝘱𝘭𝘦𝘴 Microsoft: 𝘪𝘮𝘱𝘢𝘤𝘵 𝘢𝘯𝘥 𝘣𝘳𝘪𝘯𝘨𝘪𝘯𝘨 𝘰𝘵𝘩𝘦𝘳𝘴 𝘢𝘭𝘰𝘯𝘨 But at the core? 𝗢𝘄𝗻 𝘆𝗼𝘂𝗿 𝗻𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲. It’s not just about getting promoted — it’s about knowing your worth and being able to show it. What’s your narrative right now? And what would make it stronger? 👉 If you’re into reflections like this on growth, leadership, and career clarity — feel free to follow me Mor Schlesinger for more.