> He didn’t get the job because even though the technical attributes were all good, he should have pressured the customer. This is hearsay, and smells like bul

> He didn’t get the job because even though the technical attributes were all good, he should have pressured the customer. This is hearsay, and smells like bullshit to me. I've given dozens of interviews during my tenure at AWS (in which I had a sales-adjacent role) and we never made a decision based on that. Plus, we'd never give that kind of feedback to a candidate. Interviews at Amazon are highly structured and there's a Bar Raiser assigned to oversee every one of them to make sure they follow the rules during the debrief. The BR, who is usually not even on the same team or organization that's hiring, would not have allowed this to be the cause for rejection. It's far more likely the candidate was reported weak on one or more of the Leadership Principles evaluation sessions.