Rahmat Wibowo posted a mock hiring evaluation rating Rahmat Fabhian Aminuddin 3.2/10 and recommending 'DO NOT HIRE' for a Solutions Architect role, citing critical gaps in testing, security, and operational readiness, designed to sabotage the named individual's hiring prospects.

Don't Hire Rahmat Fabhian for Solutions Architect Role Ww Hiring Manager Summary ~ Solutions Architect Role Evaluation Candidate: Rahmat Fabhian Aminuddin Role Evaluated: Solutions Architect Assessment Standard: AWS Principal Engineer Level Overall Rating: 3.2/10 Recommendation: DO NOT HIRE for Solutions Architect Role Executive Summary Rahmat's CV Checker project was assessed against real-world Solutions Architect standards — the kind of role that requires designing mission-critical cloud architectures and advising CTOs and senior executives. While he shows foundational AWS knowledge and the ability to deliver end-to-end features, the evaluation revealed critical gaps in testing, security, monitoring, operational readiness, and architectural decision- making. These gaps would pose a significant risk to customer success and technical standards if placed in a Solutions Architect position. However, with proper mentorship, he has the potential to grow in a junior or mid-level engineering role. The Rating Breakdown (3.2/10): Testing & Quality Assurance: 0/10 (zero tests, zero test infrastructure) Security Practices: 2/10 (multiple critical vulnerabilities) Operational Readiness: 1/10 (no monitoring, logging, or alerting) SDLC & Deployment: 1.5/10 (no CI/CD, fully manual) Scalability Design: 2/10 (database anti- patterns that don't scale) This score doesn’t mean "bad engineer” — it means “not ready for the Solutions Architect level being hired for.” Looking for honest feedback and transparent hiring insights in the cloud space. What are your biggest red flags when evaluating architect-level candidates? Amazon Web Services (AWS) Andy Jassy Matt Garman Jeff Johnson Hussein Mohd Ali Huajia Ma #AWS #SolutionsArchitect #CloudArchitecture #TechHiring #AWSCloud #CloudComputing #SoftwareEngineering #Hiringinsights #CareerDevelopment #Recruiting #TechRecruitment #IndonesianTech ©© 2-2.Comments é Nur Muhammad A. mw Cloud—infra, DevSecOps, and Al | Bach. ini bukannya cuma personal project? dan juga udah lama, maybe masih dalam tahap belajar? S Like . © Reply To view or add a comment, sign in More Relevant Posts ©) Nobleéight Solutions nsoeee 17 followers Most companies don’t struggle to find resumes. They struggle to find candidates who are actually ready to deliver. In high-demand Cloud, Data, and DevOps roles, speed matters — but so does capability. At NobleEight Solutions, we focus on talent who can contribute from day one. Because hiring should accelerate growth, not delay it. #CloudEngineering #DataEngineering #DevOps #TechHiring #ITStaffing #CloudConsulting o1 To view or add a comment, sign in @ Scott Daly ae 20 Arecurring conversation we're having with clients right now: “We need a top-tier Senior Software Engineer...” Requirements: 8+ years of experience Cloud-native architecture Microservices DevOps exposure Leadership capability Stakeholder management Alintegration exposure Immediate availability Budget: > Mid-tevel salary. There's currently a real mismatch in parts of the market between hiring expectations and compensation. The challenge isn’t that great. Engineers don't exist. The challenge is that exceptional Engineers know their value. The best candidates are still receiving multiple approaches weekly and companies that move decisively with realistic packages are securing the talent. Meanwhile: Long interview processes Budget hesitation “Wait and see” hiring Endless CV reviews ..are costing organisations the people they actually want. The market has shifted, but top talent still commands top value. #SoftwareEngineering #TechHiring #EngineeringJobs #HiringManagers #DigitalTransformation #Recruitment #TechTalent #WoodfordGrayGroup © 4-1. comment To view or add a comment, sign in 2 Rajendra Jora ae ww Hiring managers, delivery managers, vendors, prime vendors, and recruiters need ‘to remember one important point: “= The H1B program was originally created for skilled and specialized workers. In today’s technology landscape, enterprise systems are becoming increasingly complex: C#.NET and Azure cloud platforms Java and distributed backend systems Python-based Al and data engineering solutions Angular and React front-end ecosystems Kubernetes, AKS, OpenShift, AWS architectures Al, LLM, and Agentic Al platforms These technologies require: ¥ strong engineering fundamentals v architecture understanding ¥ production troubleshooting capability vv cloud-native experience ¥ scalability and performance thinking Not just keyword matching. The industry sometimes becomes overly focused on: rate negotiation resume keywords quick submissions interview clearing strategies But real enterprise delivery depends on: © genuine technical capability © problem-solving ability © engineering ownership = long-term system thinking Askilled engineer is not just someone who. can answer interview questions. A skilled engineer is someone who can: debug production systems design scalable solutions understand distributed architectures optimize performance maintain reliability under pressure As technologies evolve toward Al, LLMs, cloud-native systems, and Agentic Al architectures, the importance of strong engineering talent becomes even more critical. The discussion should not only be: “who is available at lower cost?” It should also be: © "Who can actually build and sustain complex enterprise systems successfully?” Because in the long run: V strong engineering creates stability v good architecture reduces operational cost skilled talent drives innovation Technology stacks may change over time. But genuine engineering capability always matters. #H1B #SoftwareEngineering #DotNet #CSharp #Azure #Java #Python #Angular #ReactJS #AWS #Kubernetes #AKS- #OpenShift #CloudComputing #Al #LLM. #AgenticAl #TechHiring #SystemDesign #Microservices #EngineeringMindset #iTIndustry To view or add a comment, sign in ( " McLean Goulding Tojar oe! w ‘Something | keep seeing in every cloud brief | work on right now: Companies aren't just hiring cloud engineers anymore. They're hiring cloud engineers who can talk to finance, advise product teams, and write documentation that non-technical stakeholders actually understand. The technical bar was already high. Now the communication bar has caught up. Here's what's driving it > 78% of IT decision-makers now use cloud as their primary infrastructure strategy (Qubit Labs, 2026). It's not a back-office function, it's core business ~ Multi-cloud is everywhere on paper, but only ~9% of orgs have real hands-on multi- cloud expertise (Qubit Labs, 2026). The gap between strategy and execution is massive > New hybrid roles are emerging fast: Cloud Al Architects, MLOps Engineers, DevSecOps. Skills that didn't exist as job titles 3 years ago (Research.com, 2026) What this means for hiring: generic cloud CVs are getting harder to place. The candidates landing roles are the ones who can bridge infrastructure and business outcomes. If you're building a cloud team in 2026 or looking for your next move, I'd love to hear what you're seeing on your side. #CloudComputing #TechHiring #Cloudinfrastructure #TechTalent #Recruitment To view or add a comment, sign in Diverse Lynx we M® 156,725 totowers ww Market Insight Friday Contract-to-Hire has become the preferred staffing model in 2026, particularly for cloud engineers, data scientists, DevOps specialists, and cybersecurity analysts in fast-moving project environments. Companies get to evaluate fit before committing. Candidates get to evaluate culture. And critical projects keep moving. The organizations building diverse contract pipelines now are the ones with the most flexibility heading into H2. #ContractHiring #1TStaffing #DiverseLynx #TechTalent #CloudHiring To view or add a comment, sign in Chahat Goyal _ tw Hiring for Senior Architects / Distributed Systems Architects One thing I've realized after multiple architecture interviews recently: Companies are no longer looking for candidates who can simply define Kafka, microservices, scalability, or AWS services. They are looking for architects who understand the WHY behind architecture decisions. Why ECS over EKS? Why eventual consistency here? Why asyne communication? Why active-active instead of active-passive? Why distributed cache? What tradeoffs did you make? The strongest candidates are not the ones who memorized concepts. They are the ones who can deeply explain their current architecture, production challenges, scalability decisions, failure handling, and system tradeoffs. If your experience is limited to: 3 “worked on microservices” (3 “We used Kafka” GA "we deployed on AWS” without understanding the reasoning behind those decisions, senior architecture interviews are becoming extremely difficult. Currently hiring for architects who: Think in systems Understand distributed architecture deeply Can defend technical decisions Have handled scale, resiliency & production scenarios Know the “why”, not just the "what" If this sounds like you, let's connect. 7 #Hiring #Architect #SystemDesign ‘#DistributedSystems #AWS. #Microservices #Scalability #CloudArchitecture #TechHiring 61 To view or add a comment, sign in Guy Martineau wee ww Enterprise cloud infrastructure and platform engineering talent that can truly operate at scale remains one of the most valuable assets in today's technology market. Professionals capable of driving automation, reliability, modernization, and high- availability architecture across AWS, Kubernetes, and Al infrastructure environments are increasingly becoming strategic differentiators for organizations. This is the type of technical talent that creates real operational impact. — Guy Martineau President / Managing Director PMJOBS.US 2 PMJOBS.US 161 followers ww PMJOBS.US is currently representing an exceptional Senior Cloud Infrastructure & Platform Engineering professional available for: v Contract v Contract-to-Hire V Permanent Placement This is a highly marketable modern infrastructure engineering candidate with deep expertise across: + AWS & Azure Cloud Architecture + Kubernetes & Container Platforms + Infrastructure-as-Code (Terraform | CloudFormation / AWS CDK) + CI/CD & Automation + Site Reliability Engineering (SRE) + Al/LLM Infrastructure Enablement + Multi-Region High Availability Environments + Cloud Security & Network Architecture Key highlights include: v 10+ years of enterprise infrastructure experience Vv Proven track record of zero outages across critical environments V Reduced deployment effort by 50% through automation initiatives Supported high-volume, mission-critical production systems v Strong blend of hands-on technical depth and operational leadership This individual is not just a DevOps engineer — this is a true cloud infrastructure and platform engineering professional capable of driving reliability, scalability, modernization, and operational excellence. If your organization is investing in: + Al infrastructure + Platform engineering + Cloud modernization + Infrastructure automation + Kubernetes scaling + High-availability production environments this is the type of talent worth speaking with. “, [email protected] & 740.292.1208 #CloudEngineering #PlatformEngineering #DevOps #SRE #AWS #Kubernetes #Terraform #Alinfrastructure #LLM #CloudArchitecture #InfrastructureAutomation #TechRecruiting #OpenToWork #Hiring #PMJOBSUS #PMJOBS.US © 2-1 Comment To view or add a comment, sign in ©) Noblegight Solutions Nesesont 17 followers Cloud and Data hiring is evolving rapidly. Organizations today are not just looking for certifications — they're looking for engineers who can solve real business problems in production environments. The gap between “available talent” and “deployment-ready talent” is growing. That's why specialized hiring matters. NobleEight Solutions is focused exclusively on Cloud, Data, and DevOps talent — helping businesses hire with more confidence and less guesswork. #CloudComputing #DataEngineering #tHiring #Digital Transformation #DevOps 62 To view or add a comment, sign in Shreya Agale ey 3w One thing that often weakens technically strong DevOps resumes is unclear contribution visibility. Many profiles mention statements like: + "Worked on Kubernetes” + "Handled CI/CD pipelines” + "Worked on cloud infrastructure” —but during profile evaluation, one important question still remains: What exactly did the candidate contribute? For example: + Was the candidate involved in deployment automation? + Infrastructure provisioning? + Monitoring setup? + Scaling improvements? + Troubleshooting production issues? + Optimizing release workflows? This distinction matters because hiring discussions are usually influenced not only by project names or technologies — but by clarity around ownership and implementation. Even a technically smaller project can fee! more credible when the contribution is clearly visible. Because in DevOps-oriented hiring, teams are often trying to understand: + practical exposure + operational responsibility + problem-solving involvement + and implementation depth within real workflows The technology stack creates initial attention But contribution clarity is often what helps a profile feel technically convincing. #DevOps #SRE #TechHiring #CloudComputing #infrastructure #Recruitment Cr To view or add a comment, sign in CareerXperts Consulting OX ti25217fotowers 6d Hiring decisions are becoming harder. Not because talent is scarce. Because the cost of getting it wrong is higher than ever. That's one reason Contract-to-Hire is gaining attention across engineering teams. It gives companies and candidates the opportunity to evaluate technical capability, delivery consistency, collaboration style, and cultural fit through actual work before making a long- term commitment. At CareerXperts Consulting, we help organizations build engineering teams through Contract-to-Hire engagements across DevOps, Backend Engineering, Frontend Engineering, Python, Java, QA, UI Engineering, Data Analytics, SFMC, Senior Engineering, and Engineering Leadership roles. From talent sourcing and technical screening to compliance, workforce management, and conversion planning, we help companies build specialized engineering capability with confidence. “ Write to us at [email protected] #ContractToHire #C2H #EngineeringHiring #TechHiring #DevOps #BackendEngineering #FrontendEngineering #PythonDeveloper #JavaDeveloper #QAEngineering