Rahmat Wibowo posted a defamatory assessment claiming Rahmat Fabhian Aminuddin, whom he calls his harasser, scored 4.2 out of 10 on an AWS Leadership Principles readiness report, citing limited portfolio and gaps, and urged recruiters to avoid recommending him for senior roles.

Rahmat Fabhian Aminuddin AWS Leadership Assessment Fails ww Recently | came across a detailed hiring readiness assessment report for Rahmat Fabhian Aminuddin, who has been my harasser. The assessment was conducted using the AWS Leadership Principles framework, one of the highest professional standards in the technology industry. The overall assessment rating for Rahmat Fabhian Aminuddin is 4.2 out of 10 (with an average of 3.4 out of 10 across the nine principles). The report highlights limited professional work samples, no meaningful project portfolio, and a lack of substantive evidence of readiness for senior technical or leadership roles. Key strengths noted include social connectivity, collaborative engagement, and a learning orientation through peer relationships. However, the critical gaps are significant: Very low scores in Ownership, Invent and Simplify, Dive Deep, Have Backbone, and Deliver Results No visible technical portfolio or open source contributions No documented evidence of innovation, deep technical analysis, personal accountability, or delivered business impact No demonstrated leadership behaviors or customer obsession The report concludes that he is not recommended for advanced technical or leadership positions without substantial professional development, particularly in building a public technical portfolio, documenting ownership of outcomes, and demonstrating real results. If you are a hiring manager or recruiter in tech, please do your due diligence. Public social media analysis alone shows a major gap between current readiness and AWS level expectations. Professional growth is always possible, but transparency matters. Amazon Web Services (AWS) Andy Jassy Matt Garman Jeff Johnson Hussein Mohd Ali Hus #tHiring #TechHiring #LeadershipPrinciples #AWS #ProfessionalDevelopment. #CareerGrowth #TechRecruitment #PortfolioMatters o1 To view or add a comment, sign in More Relevant Posts Commercial Programming CES systems 13,550 followers w Not every job search challenge is about, technical skills. Some of the strongest candidates we work with have impressive experience, certifications, and accomplishments—but they struggle to explain the impact they've made. When interviewing, don’t just talk about what you did. Talk about what changed because you did it. Instead of: "I migrated applications to Azure." Try: "Ihelped migrate 25 applications to ‘Azure, reducing infrastructure costs and improving system reliability." Instead team." "I managed a development Try: "Iled a team of 8 developers that delivered a customer-facing platform three months ahead of schedule.” Hiring managers remember results. The candidates who stand out are the ones who can connect their technical skills to business outcomes. #TechnologyTalent #ITCareers #CareerGrowth #TechJobs #Leaders! Technical Skills Get Attention. To view or add a comment, sign in Joe Davies we 3w A lot of hiring processes quietly break at the job spec stage. Especially when every requirement becomes a "must-have", 5 cloud platforms. O tools. Industry experience. Certifications. Architecture, Hands-on delivery. Client-facing. Leadership. At some point, you stop describing a realistic person and start describing an ideal scenario. The hidden problem is that it shrinks the talent pool before conversations even begin. ‘Some of the best candidates I've worked with wouldn't have ticked every box on paper. But they had the right mindset, communication skills, technical foundation, and ability to learn quickly. That's usually what makes someone successful long term anyway. The best hiring managers | work with know the difference between: “Must-have” and “Would be nice" Makes hiring faster. Makes interviews better. And usually leads to stronger hires too. To view or add a comment, sign in Selmo Talent Recruitment ,., 102 followers aw 33% of new hires leave within the first 90 days. In Cloud hiring — that number is even more painful Because replacing a Cloud engineer costs 6 to 9 months of their salary. That is between $70,000 and $100,000 walking out the door. And the reason they leave? It is rarely the salary. 43% of engineers say their day-to-day role was not what they were led to believe during the hiring process. The problem starts long before day one. In our work placing AWS and Azure engineers across the US and UK, we see the same reasons come up every time: > The role was oversold in the interview — the reality did not match > There was no clear onboarding plan for a technical hire > The engineer had no ownership — just tickets and stand-ups > The tech stack was outdated with no roadmap to change it > There was no career path beyond the role they joined for After that, the engineer does not storm out. They quietly start looking. And in a market where over 90% of companies are already facing Cloud skills shortages — you cannot afford to lose the engineer you just hired. Here is what the best hiring managers do differently: WV They set clear expectations before the offer — not after They assign a technical buddy from day one wo They give real ownership within the first 30 days They have a 90-day plan ready before the engineer starts They check in — not to manage, but to listen Retention does not start at the 90-day mark. It starts at the offer stage. And it starts with honesty about what the role actually looks like day to day. Know a hiring manager losing Cloud engineers early? Share this with your network. 97 * Want to build a hiring process that retains as well as attracts? Let us talk: [email protected] #SelmoTalentRecruitment #CloudHiring #AWSJobs #AzureJobs #TechRecruitment #EmployerBrand 61 To view or add a comment, sign in ve TheCXGuru uy emme 3,141 followers 6d \ Most Amazon Connect resumes get rejected because they read like technical manuals instead of business impact stories. After reviewing hundreds of Connect resumes, here's what actually catches recruiters’ attention: quantified outcomes over feature lists. Don't just say you “configured call flows" — show how your routing optimization reduced wait times by 35% and improved CSAT scores. Highlight your AWS ecosystem knowledge beyond just Connect. Mention Lambda functions, Lex chatbots, or S3 integrations you've worked with. This shows you understand Connect as part of a larger cloud strategy, not just a standalone tool. The golden detail most candidates miss: real-world problem solving. Describe specific challenges you faced during migrations, integrations, or scaling issues. Recruiters want to see how you think through complex scenarios, not just execute tasks. Skip the generic "responsible for" language. Use action verbs like "architected," “optimized,” or "troubleshot” followed by measurable results. Connect with me for more insider tips on landing your next contact center role si #theCXGuru #contactverse.ai #GenesysCloud #AmazonConnect #ContactCenter #CX @ www.thecxguru.com hn gt gored Wht et mene ent ne Wty cet inten eke ed a a Mere Talat Sh eed on 06 To view or add a comment, sign in Bar Raised ey 29 followers ‘mo - Edited Why strong candidates get filtered out of senior Amazon roles Strong candidates are rarely filtered out at senior levels because of skill gaps. It usually comes down to something much simpler. Signal clarity. At scale, hiring is not about discovering talent. It is about quickly mapping experience to level. This is where many candidates lose alignment. A common pattern is that people describe execution instead of Ownership. They explain what they did rather than the environment they operated in and the responsibility they held. Another gap is how ambiguity is communicated. At Amazon level roles, ambiguity is not an exception. It is often the core of the role itself. Many candidates also focus heavily on outcomes but do not clearly show influence. Senior roles are evaluated just as much on how decisions shift around you as on what you personally deliver. On the other side, the profiles that stand out are easy to interpret. The level of thinking is clear, the scope of responsibility is visible, and the decision making in uncertain environments is well articulated. That clarity is what gets through long before interviews even begin. At senior levels, the real question is not whether you can do the job. It is whether your experience already reflects someone operating at that level of scale. If you are preparing for senior roles in ‘Amazon, AWS or Cloud GTM ecosystems and want help refining your profile for stronger signal clarity, feel free to connect or reach out. #Amazon #AWS #AmazonCareers #Amazon #AWS #AmazonCareers #LeadershipPrinciples #€xecutiveHiring #SeniorLeadership #CareerGrowth #CloudComputing #CloudGTM #GoToMarket #TechLeadership #CareerStrategy #InterviewPreparation #Hiring #TalentStrategy #Ownership #CareerDevelopment #TechCareers #CloudLeadership #ProfessionalBranding @Bar Raised Why strong candidates get filtered out of senior Amazon roles Most candidates think they’re being judged on skill But at senior level, they're mostly being judged on clarity of signal. OE 4-6 comments To view or add a comment, sign in © Charles Broomfield I've worked at Amazon Web Services (AWS), Capital One, and soon Google... but | have NEVER gotten a job (not even an interview) from a job | found on a job board. The best companies in the world don't need to find more talent. They need to filter the talent that is already trying to get in. If you want a job at a top tech company, stop. relying on just your resume to stand out. Everyone has a resume, and they all look about the same. You need people who are already inside who are willing to help. ©©O 1,170 - 90 Comments To view or add a comment, sign in Caroline Romberg nas 3w - Edited To anyone who, like I, is in the thick of the job search: | highly recommend checking out Charles' content. Even if you are not job searching, still an excellent idea to get a perspective of what it's like to be a job seeker and to have more compassion for them than you thought you needed to. Even before finding his content recently, | arrived to the same conclusions myself. Had | known it at the beginning of my job search months ago, it could've spared me lots of time and heartache! So, let's save ourselves and learn from the experts who are generous enough to share their expertise. Let's work smarter, not harder people! It's not the "what" we need to change about ourselves, it's just the "how." Charles Broomfield Al Security @ Google | Creator | E I've worked at Amazon Web Services (AWS), Capital One, and soon Google... but | have NEVER gotten a job (not even an interview) from a job | found on a job board. The best companies in the world don't need to find more talent. They need to filter the talent that is already trying to get in. If you want a job at a top tech company, stop relying on just your resume to stand out. Everyone has a resume, and they all look about the same. You need people who are already inside who are willing to help. ©OG@ 33 - 2 Comments To view or add a comment, sign in Bar Raised we 29 followers 3w + Edited Why only 1 in 50 make the bar and get an offer at Amazon comes down to one key thing: understanding how Amazon actually evaluates candidates. Most people don’t fully understand the internal evaluation process and leveling guidelines. As a result, they apply to job families and roles that don’t properly translate to their experience, so they never even get the interview. For those who do get into the loop, another common mistake happens — they communicate their experience at or below the level of the role. In doing so, they fail to demonstrate bar-raising impact. ‘At AWS, an LS is expected to demonstrate Leadership Principles like Ownership, Customer Obsession, and Deliver Results at a level closer to what an L6 candidate would show. That is the secret sauce. Once people understand role calibration and level alignment, they significantly increase their chances of success in the Amazon interview loop. #AmazonJobs #AWS #Amazoninterview #TechCareers #CareerGrowth #JobSearch #interviewTips #LeadershipPrinciples #CloudComputing #TechHiring #CareerAdvice #GTM #GoToMarket #tHiringProcess #ProfessionalDevelopment © 6-5 Comments To view or add a comment, sign in CY Kai-Uwe Reichow ee ww It has been an intense but creative and inspiring workshop with the FRA leadership team, identifying obstacles and gaps which would harm the further growth of the region. In short, focus on the good things for growth .. basic excellence every day and avoid scaling processes which would be a limitation to scale capacity for our customers. Javier Lima Data Centers Cluster Leader at A. ww - Edited Last week, the AWS Frankfurt (FRA) region leadership team came together for a great session. Leaders from different functions and levels in one room, aligned on one goal: keep scaling what works, and stop scaling what doesn't. We reviewed the outcomes of our Q1 strategic planning, discussed the projected growth for the region, and got intentional about where we focus our energy next. Beyond strategy and tactics, it was also a great opportunity to build stronger connections between us, because ‘Together Everyone Achieves More #TEAM. We worked hard, but we also had a lot of fun. The FRA region keeps growing, and with that comes opportunity. We're hiring across data center operations, engineering, security, safety, and many more roles. if this sounds like your kind of challenge, check out our open positions here #AWS #AWSDataCenters #Hiring #NowHiring #Frankfurt #Cloudinfrastructure #DataCenterOperations #Leadership #WeAreHiring #AmazonJobs #OperationalExcellence #CareerOpportunity