Jeff Bezos' tricky interview question that could help you get job at Amazon and how to ace it

Landing a job at Amazon is often seen as one of the most challenging feats in the corporate world. The e-commerce giant, founded by Jeff Bezos in 1994, has grown from a modest online bookstore to a global technology powerhouse valued at over $1.8 trillion. Known for its relentless focus on innovation, customer obsession, and operational excellence, Amazon demands exceptional qualities from its employees. However, during its early years, Bezos used a particularly unconventional interview question to identify those who could thrive in Amazon’s fast-paced, high-pressure environment. From 1999 to 2006, Bezos famously asked candidates a deceptively simple yet deeply revealing question: ‘Are you a lucky person?’

This seemingly offbeat inquiry was not about superstition or fortune. Instead, it served as a powerful psychological tool for assessing a candidate’s mindset, humility, and attitude towards life’s challenges. Understanding why this question mattered, how it shaped Amazon’s early teams, and how to effectively respond can provide valuable insights for aspiring Amazon employees and leaders alike.


Why Jeff Bezos asked every Amazon candidate this simple ‘luck’ question

Jeff Bezos is known for his methodical approach to building teams, favoring individuals who embody a blend of optimism, humility, and self-reliance. According to Dan Rose, a former Amazon executive who worked closely with Bezos from 1999 to 2006, this ‘lucky’ question was a key part of Bezos’ hiring strategy during the company’s formative years. In a 2020 post on X, Rose explained that Bezos used this question to filter for people who ‘manifest success’—those who not only seize opportunities but also recognize the role of serendipity in their achievements.

The reasoning was straightforward yet profound. By asking candidates if they considered themselves lucky, Bezos aimed to identify those who acknowledged the unpredictability of life and valued the support, guidance, or chance encounters that helped shape their careers. It was a way of filtering out arrogance, entitlement, or a purely self-centered mindset. Bezos believed that people who see themselves as lucky are more likely to express gratitude, collaborate effectively, and remain resilient during challenging times.


Jeff Bezos’ ‘lucky’ question: The psychology behind Amazon’s hiring secret

The ‘lucky’ question is particularly insightful because it taps into a critical psychological trait: locus of control. This concept, popularized by psychologist Julian Rotter in the 1950s, refers to an individual’s belief about the extent to which they can control the events in their life. Those with an internal locus of control believe they are masters of their destiny, while those with an external locus of control attribute their success or failure to outside forces like luck or fate.

However, Bezos sought a balance. He wanted candidates who acknowledged their role in shaping outcomes but also recognized that timing, circumstances, and the support of others often play significant roles in success. This mindset aligns with Amazon’s culture of innovation and long-term thinking, where team efforts, not just individual brilliance, drive growth.


The one interview mistake Jeff Bezos wouldn’t tolerate

Answering this question incorrectly could be a dealbreaker. According to Rose, candidates who dismissed the idea of luck entirely or framed their success purely as a product of personal effort often failed to pass Bezos’ filter. Such responses, while seemingly confident, risked signaling arrogance or a lack of gratitude—traits Bezos found incompatible with Amazon’s collaborative culture.

For instance, a candidate who responds, ‘I’m not lucky, I’ve just worked extremely hard,’ might come across as dismissive of the countless variables that contribute to success, from mentorship to market timing. This perspective clashed with Bezos’ belief that success is rarely achieved in isolation.

To navigate this subtle yet significant pitfall, candidates should aim to balance confidence with humility. A more suitable response might be, ‘I consider myself lucky because I’ve had opportunities that allowed me to grow, but I’ve always worked hard to make the most of them.’ This approach acknowledges the influence of both personal effort and external factors, aligning more closely with Bezos’ philosophy.


How to nail Jeff Bezos’ tricky interview question

To stand out in an Amazon interview, it’s crucial to weave gratitude with initiative in your response. Bezos valued authenticity and emotional intelligence, traits that are often overlooked in more technical or performance-focused interviews.

An ideal answer might sound like:

‘I’ve been fortunate to have had mentors and colleagues who believed in me, but I’ve also worked relentlessly to seize those opportunities. I view luck as the intersection of preparation and timing, and I strive to stay ready for when those moments arise.’

This type of response demonstrates a balanced mindset, acknowledging both the unpredictable nature of life and the proactive attitude required to succeed at a fast-moving company like Amazon.


The cultural impact of Bezos’ approach

Bezos’ focus on hiring ‘lucky’ people reflects a broader cultural principle at Amazon: the importance of humility and a team-oriented mindset. This approach has helped shape Amazon’s reputation as a company that values long-term innovation over short-term wins.

A 2021 report on Bezos’ leadership style highlighted his preference for long-term thinkers who view themselves as part of a bigger picture. This perspective is crucial in a company where rapid decision-making, experimentation, and continuous learning are essential for survival.


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