Imagine sitting across from Jeff Bezos, one of the most successful and wealthiest individuals on the planet. You’ve prepped for every standard interview question imaginable, polished your resume, and rehearsed your accomplishments. Then, he asks you something completely unexpected, something that seems to have nothing to do with your skills or experience.
According to a former Amazon executive who worked closely with him for years, this wasn’t just a hypothetical scenario. During Amazon’s crucial early growth period, Jeff Bezos had a go-to question that he reportedly posed to job candidates, especially for senior positions. It wasn’t a brainteaser or a technical challenge, but a surprisingly simple, almost philosophical inquiry.
This revealing question, shared by Dan Rose, who worked at Amazon from 1999 to 2006, cut straight to the heart of a candidate’s mindset. Rose, a long-time associate of Bezos, revealed on X in 2020 that during his time at the company, Bezos’s favorite interview question was, believe it or not, “Are you a lucky person?”
That’s right, Jeff Bezos, the man who built Amazon from a small online bookstore in his garage into a global technology powerhouse with a net worth exceeding $200 billion, wanted to know about your luck. This seemingly odd question was actually a powerful filter, designed to uncover key traits in potential employees that went far beyond what a resume could show.
Rose explained that this question was used as a way to identify individuals who possessed a crucial combination of optimism and humility. Bezos was looking for people who not only believed in their ability to succeed but also recognized that external factors and opportunities played a role in their journey.
The rationale behind this unusual approach was simple yet profound. Bezos, known for his methodical approach to building teams, believed that optimistic people were often a good proxy for leadership potential. Someone who sees themselves as lucky is more likely to approach challenges with a positive outlook.
Furthermore, the question was a test of humility. Acknowledging that luck played a part in one’s success signals a grounded perspective, a recognition that achievement isn’t solely the product of individual brilliance. This aligns with a team-oriented mindset, which is crucial in a collaborative environment like Amazon.
So, what was the “right” answer according to this hiring philosophy? Rose provided insight into the kind of response that resonated with Bezos. It wasn’t about claiming pure luck or denying any personal effort.
A strong answer, Rose suggested, would sound something like this, acknowledging both hard work and the role of fortune: “Yes, I’m the luckiest person on Earth. I’ve worked hard to get to this point in my career, but a lot of things also had to go right, and I’ve taken full advantage of my luck.”
This response, Rose noted, showcased a balanced perspective: a blend of optimism about one’s potential, humility in acknowledging external help or circumstances, and self-awareness in recognizing that one seized the opportunities presented by luck.
The question was designed as a conversation starter, not a simple yes or no query. It opened the door for follow-up questions that allowed interviewers to delve deeper into a candidate’s personality and character, moving beyond the standard interview script and exposing thinking patterns.
Rose emphasized that it was easy to filter out “false humility” or “humblebrags” in these follow-up discussions. The core idea was to see how candidates interpreted their journey to success, whether they were grounded and grateful or solely focused on their own perceived superiority.
Conversely, certain answers served as significant red flags. Rose identified responses that indicated mindsets incompatible with the culture Bezos was building. These were answers that lacked either optimism, humility, or both.
One example of a wrong answer was: “No, I’ve never felt lucky, but I’ve been able to overcome all the bad things that always happen to me.” This type of response, according to Rose, signals a victimhood mindset, focusing on negativity and challenges rather than opportunities.
Another problematic answer was: “No, I’ve never needed luck because I am better/smarter/stronger than everyone else.” Rose pointed out that this response indicates arrogance and a lack of humility, suggesting a purely self-centered view of success that wouldn’t fit well in a collaborative team setting.
Such answers, in Rose’s view, revealed underlying attitudes of self-centeredness or victimhood. They suggested a lack of the balanced perspective Bezos sought, along with a potential deficiency in emotional intelligence – traits that were seen as red flags during the hiring process.
This method taps into the psychological concept of locus of control, which concerns whether an individual believes they control their life’s events (internal locus) or if outside forces like luck or fate are in charge (external locus). Bezos sought a balance, wanting candidates who took ownership but also recognized the role of timing and external support.
The ‘lucky’ question, therefore, served as a powerful psychological tool for assessing a candidate’s mindset, humility, and attitude towards life’s challenges. It aimed to identify those who could thrive in Amazon’s fast-paced, high-pressure environment by seeing how they interpreted their past successes and potential future challenges.
This glimpse into Bezos’s hiring philosophy highlights the unconventional thinking that went into building Amazon’s early teams. While Amazon is now known for its meticulous and multi-stage recruitment strategies, often involving multiple interviews lasting hours, this core question reveals an early focus on character and mindset.
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