•It took three weeks to arrange the interview. The process was disorganized and frustrating. •The assigned interviewer openly admitted he was from a completely different team and had no knowledge of the role, job description, or the responsibilities of the position. He couldn’t speak to the team or the role itself. → This raised serious concerns: How can a company like Amazon not allocate a relevant team member or hiring manager to evaluate a senior-level security candidate? •The interviewer asked vague, hypothetical questions with no clear relevance to the role or to security engineering in general. •When I asked for clarification or the expected answer, he either said “there’s no right or wrong answer” or admitted he didn’t know the answer himself. •At times, it felt like questions were being randomly selected from a question bank, with no connection to the position or the technical domain. •When I asked what kind of answers he was looking for, he couldn’t explain the intent behind his questions or what a strong answer would look like. In some cases, he seemed unfamiliar with the tools I referenced. •The lack of role alignment in the questions made the evaluation feel irrelevant—how can unrelated questions, posed by someone unfamiliar with the position, determine whether a candidate is qualified or not? •Shouldn’t the interviewer be expected to have a clear understanding of the role and tailor questions based on the actual responsibilities and skills required?