Hearing office hours for team members felt weird when I read it. However, reading Alex's comment, I think that is a very good way to look at it.

I would however start by having recorded knowledge transfer sessions, upload them to the team's channel for future members, and taking Q/A at the end of each, this way you do it 1 time, and the rest of support can be an ad-hoc one.

Everything should be written in wiki, or readme files, I suggest you do all the onboarding tasks once at least to make sure they are clear, instructions are correct, and no hidden issues are there, this will reduce the back and forth, and save you a lot of time. (If this is done in the video sessions, that would be better).

SDE @ Amazon - www.anamazonsde.com

anamazonsde

After the onsite loop is finished, the interviewing team gathers to take the decision. This meeting has multiple parties involved:

- **The recruiter:** He is your defending partner inside the loop, he does his best to make sure you are hired if you deserve that.
- **The HM:** He is the manager that has a position open, he interviews you, and if he thinks you are a good candidate, it’s in his best interest to hire you as well.
- **The Bar Raiser:** He can be one of the technical interviewers, or a non-technical with just all-LP round, or even just an observer in the meeting without actually interviewing you, his job is to defend the company’s policy, and make sure to hire you only when you raise the bar for the company. This is the only person that has veto power to reject a person.
- **The interview team:** This includes all other SDEs that interviewed you.

The bar raiser starts by going around, taking any high level comments, then commencing with all the competencies that Amazon measures against. Every interviewer gets to show his feedback, gets asked on it, tries to convince the team with his decision.\
Prior to the meeting, every interviewer must input his feedback, that includes if he agrees with hiring you or not, then the bar raiser challenges each person to make sure the feedback is fair, and that the decision the interviewer chose is justified.

This is basically the summary of how it's done, but more details can be added if needed..

I think you should first decide, in case you have 2 offers, which one you would join, if that's the AWS, then you have your answer.

If you still want to explore both, you can reach reach out to the recruiter telling him you already have an offer and would like to accelerate the process.

The recruiter for amazon might not push the start date or decision deadline too far, but you should try.

I would avoid setting a start date, then eventually joining another place, it will be perceived negatively, as the team might stop their search once they hire you.

Congrats on securing the offer to join!\
Joining as L5 with 3 YOE means you will be at the very first stage of L5 bar, that means expectations will be of higher bar that what you are used to.

Still, to navigate the first few months there, be sure to look around and learn from everyone, don't be afraid to ask if you need anything, as long as you do your research as well, it will be taken negatively if you expect answers to everything and not lookup yourself and do some research before asking.

Amazon is a very big company, but teams are of sizes less than what you are used to, the challenging part is to cope with the knowledge scale, and getting used to all the tools, but your onboarding plan should be enough to get you past the first few months.