30 is standard. Short and sweet. Manager is made to give you unattainable goals such that you are out. Recommend taking the pay out and figure out your Amazon after life. There are other better things you can do for maybe better work life balance, pay, treatment and satisfaction.

I started as a new grad in July, this is what I've gathered. Every year Amazon stack ranks their employees of the same level against each other, TT = top tier, HV = High Value, and LE = Least Effective. This is done in a large meeting with all the managers at the org level (org is short for organization and an org is a set of teams that work in a similar domain, around 300 employees). There is a set percentage of employees that must go in each bucket, most importantly 10% every year MUST be labeled as LE. This bottom 10% is then put on "dev plan." This a precursor to PIP. With this plan, your manager will try to help you improve so you are no longer labeled as LE. From my understanding this plan is relatively realistic and completable. If you fail, you are put on PIP. PIP = "performance improvement plan." PIP is essentially just Amazon's way of firing you. Your manager will give you goals to reach during this PIP (which from my understanding are very difficult) and once you don't reach them, you get fired. Now the kicker is each org in Amazon has a URA (unregretted attrition) rate. This rate is a percentage of employees that get fired every year, this is done through the stack ranking process I mentioned earlier. Amazon's philosophy is that the "bar is always raising" meaning they trim the fat by removing who they think is the bottom tier employees to make room for new employees who "raise the bar." I've heard the URA rate being 5-6%. This means that 10% are put in LE every year and about half of those employees are fired. The cherry on top is that Amazon offers (at least for new grad) have their stock vesting schedule very backloaded. For example, my offer is $80k RSU's over 4 years, however the schedule is 5/15/40/40. Meaning I get 5% after completing my first year, 15% after completing my second, 40% after completing third, and the remaining 40% after completing the 4th year. The average tenure of Amazon SDE's is between 1-2 years, which is why they tend to backload the stock. Edit: See u/DarkFusionPresent 's reply below for more info from a more experience Amazon dev

4 weeks for focus is unusual. It's generally 6-8 weeks. Assume 6 weeks for PIP, and see if you can make it to your vesting date. If not, take FMLA. When in focus/PIP, it doesn't usually matter if you meet the expectations and complete the tasks. Your manager can always find a way to make you fail. The only thing that matters is if your manager wants you to pass focus/pip or not. Managers put about (2 x URA quota) of their team on focus. So they don't want to PIP them all, which means you have a good chance to get out of focus But once you're put on PIP, it means your manager most definitely wants you out; and he'll makes sure you fail most (all?) of the PIP tasks.

Recently, Amazon has decided to do further job cuts using the PIP approach. They have given % targets to each manager for all levels to move people to PIP hoping that a significant % wont sustain. The worst part is, they are asked to do it ruthlessly though they know that the employee has potential. The easiest pick is people who didnt meet their goals (even for a valid reason), who joined recently, on higher payscale, etc. The managers are asked to play it cheap. They are going down to any level to give irrelevant / stupid examples to justify the need for PIP. They are setting unachievable goals to kick you out. Didnt expect Amazon to do this. Only when you discuss with people in the org, you get to know that you are not alone... Shame on you Amazon! You were known to squeeze employees to a great extent and this is what you are doing in return