As described in previous comments, AWS' interview process is a combination of technical phone screenings and a final onsite interview with 5-6 people from different areas, general presentation, and a whiteboarding session. As per NDA I signed, I can't list questions asked, but I'd recommend going over Storage, Security, Virtualization, Network, etc. 101s. In my opinion their process (for this SA role) is seriously flawed. Instead of conducting evaluations of real world Cloud/IT design scenarios, having sessions with existing AWS architects looking at common customer challenges/requirements and measuring how the candidates respond and deliver technical thought process and engineering, having NATURAL conversations with sales team members and SA managers to validate that the candidate has the personal, business, and soft skills and abilities, AWS conducts a very dreadful process of asking a bunch of behavioral questions whose responses are captured subjectively by people along the process. You'd seat with 5-6 people that final (onsite) day, and one by one in a production line fashion, they’d bring a list of situational/behavioral questions and would ask non-stop about 40-50 of these in a 5-6 hour timeframe. Even the lunch is an interview. At the end, when you're exhausted of talking and trying to recall past experiences to answer (genuinely) to these questions, wondering if it’s worth going through this lengthy process, you have the interview with the hiring manager asking 40% of previous questions with your brain at 50% of capacity. They highly regard their leadership principles, but when you'd ask them why the work for AWS and examples of how they deliver in such principles you get bogus and empty answers. AWS is a great technology company no doubt, but trying to find the best talent shouldn’t need such senseless interview process. They need to have real conversations; real evaluations putting people to the test in both technical and personal abilities, using a different approach than 50 scripted questions that are written down in paper (subjectively) by random people. What this does, is that great candidates with talent that are focused on delivering success to customers and AWS aren’t selected due to any misperception by any interviewer or for the candidate maybe not providing the best answer trying to remember a situation that happened months or years ago (trying to respond honestly) and less stellar candidates that are proficient in making stuff up on the fly are chosen and then need to leave the company soon due to poor results adding to AWS’ high turnover statistics. Which is interesting, if the fact that a great deal of people don’t spend more than 3 years with AWS is related to flaws not detected in the interview process, or just people disappointed about what they discovered once inside. My 2 cents. AWS, please fix your process. Talented candidates out there, have a real expectation before applying to AWS.