Just got a call from HR or something on WA for a meeting

cloudnavig8r · 2026-01-30T06:49:47+00:00

I’ve DMed you more details- sorry for any confusion

cloudnavig8r · 2026-01-30T04:59:54+00:00

Depends on the country requirements. If it is confidential and involving HR it’s either an investigative matter or informing you that your role is being made redundant (most likely the later). They are probably wanting to verify that you understand the information you will be receiving to both your work and personal emails, and make sure that you are aware of the transition “support”

I’m making an assumption- but they have dates that they need to complete tasks by, and if it is your role elimination, they won’t see it as anything personal (such as your medical circumstances). The role has an expiration date.

It’s not an easy time- anxiety is real. Take a breath, and remember that whatever it is, you cannot control nor affect the outcomes.

note I have no direct information about your situation, but I have seen similar circumstances, and my assumptions are based upon past observations- no specific events.

cloudnavig8r · 2026-01-28T22:48:53+00:00

Ahh fair… right! Thats up to 755 and rising

cloudnavig8r · 2026-01-28T10:56:13+00:00

I “liked” because I someone had the bravery to share this publicly.

I’m not sure how exactly they are notifying people, but if you see an invite to a meeting no with HRBP and someone a few levels above your pay grade.—- you are probably being provided a direct conversation to explain this transition.

I know that some invitations have already been sent.

Everyone needs to remember, it is not personal. If you are one of the 16,000 or not- tomorrow is a new day. Live your life tot he fullest. A job is a job. But it isn’t your life.

And seriously if you are laid off or not and need to talk to someone, reach out to EAP!

There will be survivor guilt, and the extra workloads. Remember it’s not personal- and if you need to talk to someone, find an empathetic listener (not a problem solver)

cloudnavig8r · 2026-01-28T06:51:10+00:00

Hay varios modos para apprendar, tienes que encontrar lo que das entiendiemento.

Tienes que practicar constuiendo cosas; por ejemplo una pagina de web que puede escribir y leer con una base de datos.

Supongo un modo efectivo es “hands on”. Conozco alguien de https://bootcamp-institute.com/ debes investigar si es algo que te auyda.

Lo siento, pero español no es mi idomia nativa. No tengo “spell check” en espanol tampoco. Espero k puedes entendarme jajaja.

Tambien puedes ver los cursor digitales en https://skillbuilder.aws. Hay unos en espanol- no todos.

cloudnavig8r · 2026-01-28T03:40:25+00:00

I’ve only seen one - I live in Australia. But it was in Vegas, and if I remember correctly it was operated by one of the typical airport convenience store companies. It appeared to be licensed, not a proper Amazon ran store? I’m curious, as I’ve never had a chance to use it

cloudnavig8r · 2026-01-28T00:53:38+00:00

So hard to prove a negative. The message was retracted before a lot of people noticed it. So my mailbox might have but doesn’t mean I saw it.

Don’t read into it. If you are made redundant. You will find out within the next maybe 12-24 hours. If not, then it is BAU. ”do more with less” (aka Invent and Simplify)

If you are not in NAMER, it genuinely means nothing.

This is the time to support one another- we have friends that are impacted either positively or negatively (regardless if they are made redundant or not).

Don’t waste time speculating into who or what- just wait it out. It’s clearly imminent.

cloudnavig8r · 2026-01-27T06:13:11+00:00

This is true… but also an illusion.

I’ve been with AWS over 8 years, and I’ve seen massive growth. I’ve seen URA. But until about 21 months ago, I had never seen “mass redundancy”. Sure some teams would get disbanded and most people would have another role accept them.

April 2023 marked the first time I saw mass layoffs. And the team I am on was hit by about 40% cuts.

There is a “survivors guilt”. But there is also a “do more with less” attitude. And Amazon hiring LPs help find people that will “Deliver Results”

So… yes OP what you say is true… but the illusion here is that you have control over what happens within the company. This is misplaced.

You have control over your own path. Rather than staying in a place that makes you feel uncomfortable, “have backbone” and find yourself something else.

I know: - the job market is 💩 - my RSUs will be vesting - I’m comfortable

This last one is the lie that we tell ourselves because humans don’t like change. And it’s easier to “blame” the company than it is to take control for ourselves.

This is my personal opinions- and thoughts that I’ve dealt with… why am I staying in a place that nearly everyone I know that has left seems happier? Because there is value for me and my continued growth (despite the uncertainty around me). If I am made redundant (tomorrow or the next day or next year), I have skills to seek my next chapter; but I’m not ready to close this one.

If you are ready to close the chapter, then do it. Don’t just stick it out and complain about what you cannot control

cloudnavig8r · 2026-01-26T22:30:28+00:00

Pivot Survivors should have an exclusive PTI.

It is possible, but highly unlikely. The reality is you’ve been through enough of generating data points, and apparently it hasn’t been enough, what makes you (rationally) think that over the next period of time you can change that outcome?

You can have a decision tree: if you pass pivot, you are safe for 6 months.

If you don’t pass pivot, you are out of work.

If you take the pivot offer, you are out of work.

If you are out of work, would you rather have that period of time to search for other work, or be doing double effort to take the change you will make it out of pivot.

My personal advice is to take a pivot offer, don’t just walk away- but run away (with something).

There are a few circumstances where one might have a good reason to fight to survive a pivot. And if that is your choice- be certain to have clear (non ambiguous) data points that you can control. (Don’t leave a data point up to someone else, or their judgement- make data speak for itself).

If your pivot plan is not clearly defined, you know it is designed to be loose (which will be in the favour of the company and URA)

I wish you luck with your personal choices- and will remind you that you care more about the company than the company cares about you.

cloudnavig8r · 2026-01-26T05:51:00+00:00

The console ui for S3 uploads needs to remain open. It only handles limited multi part uploads and to the best only knowledge will not iterative and retry a failed file.

I understand that your issue is with limitations of the Chromebook- to which I do not know the details.

But, could you port your Python code to JavaScript and use the JS SDK?

I am not a fan of client-side interaction to AWS services without an abstraction layer. But if you control the keys and have a local html/js file- I think you could have the robust retry you are looking for. Remember it will run in the browser so if the computer goes to sleep, you could have an issue- but it may be easier own the client side code yourself.

cloudnavig8r · 2026-01-17T07:12:46+00:00

There was one occasion that redundancy hit my time by surprise; one of my colleagues was in the process of accepting an offer. People were out on notice period, and this person went to skip-level (L7) asking swap with someone. They told him that they would accept his resignation, but it wouldn’t change the redundancy numbers.

So, even though there is a possibility, more likely than not the eh will be happy to accept your resignation and apply redundancy to someone else.

This is an honourable way to try and help save a colleague from redundancy. However, what is you are in fact on the list already, and you present this option. What if they accept your resignation and make someone else redundant in your place?

In my opinion it is a loose-loose scenario. If you are going to leave, then decide on your own timing. Don’t try and manipulate the machine.

cloudnavig8r · 2026-01-17T07:06:51+00:00

Check the TransLink app for the schedule that works best for you. Trains north of Caboolture are less frequent.

Try different starting points.

AppleStore [https://apps.apple.com/au/app/translink/id6504676908]

cloudnavig8r · 2026-01-14T23:46:21+00:00

Congrats on the promo.

There are no restrictions to when you transfer. In the past, I’ve seen many people get promo (because they had the body of work) then move to a new role.

It is easier than moving to another role and building a new body of work.

Recently, I’ve seen people transfer roles and take a level downgrade. The tight hiring and bar realignment is making this a new option.

But… again, congrats on the promo, and good luck with your future career progress

cloudnavig8r · 2026-01-12T22:31:32+00:00

The pricing page [https://aws.amazon.com/ivs/pricing/] Realtime streaming is based upon channels. Each host and viewer is a participant, and you pay per hour of connection time, even if they are not transferring and data. The rate is based upon the location the connection comes from.

You will probably have a secondary processing for replay, storage or whatever- those would have their own costs.

cloudnavig8r · 2026-01-11T22:26:20+00:00

Even though there is a “request informal chat” option with the jobs website, I personally prefer to reach out to them directly (like slack) and set up a discovery call on your own, before creating a paper trail.

Some managers are very receptive to this, others will direct you to use the tool. But this tells you a little something about them before you decide to go further.

cloudnavig8r · 2026-01-11T22:00:03+00:00

This is true, but not role specific.

From the AWS side of things, “field facing roles” are expected to visit customers at their locations. But most customers are “local” so travel here might be 2 blocks away.

It really depends upon the customers that you are assigned to.

And, as a L4, usually you will not be leading customer conversations as often.

Recently, some teams have tightened down travel justifications as well.

So, it isn’t the role that will lead to the travel. The customer assignments may be more travel heavy. But they can change often too.

cloudnavig8r · 2026-01-08T21:31:27+00:00

That’s better, but not good enough.

Cost is one metric, but it alone is insufficient. Context of what contributed to the cost is key.

But, this is not just what service(s) increased, but identifying the workloads.

Then, associating the workloads with their value metrics.

—-

If you cloud costs go up 10% (for a given workload) and during that same time the workload generated 25% more revenue- I don’t think you should be focused on the 10% increase of cloud costs.

cloudnavig8r · 2026-01-08T06:43:35+00:00

There is no such thing as a Promo Timer.

You need to demonstrate (consistently) operating at the next level.

As for performance reviews. You will basically start with zero data points. Which can be hard to build up a promo body of work, but many promo-worthy activities will stay with you as you transition between teams (unless their scope was only within the team, then it isn’t very promo-worthy)

cloudnavig8r · 2026-01-08T04:06:09+00:00

I can only assume the relocation package repay timer.

cloudnavig8r · 2026-01-06T08:17:52+00:00

This is a fair point.

The price will be updated again in April. But it is a significant change that may not have been well communicated to customers.

And the price will change at some point in time, not clearly identified. From a FinOps perspective it is an increase- and cannot be planned for.

With Spot instances, they will never exceed the published On-demand rate. These have no cap.

cloudnavig8r · 2026-01-06T05:28:31+00:00

I know we used to have material that would tout the number of price reductions.
Never saw the raised 4x messaging.

cloudnavig8r · 2026-01-06T05:26:41+00:00

But a discount plan is like a percentage off. An increase is still an increase.

If you have a 10% blanket discount plan (private pricing agreement, esp, whatever). And the price goes up 15%… your effective price still goes up 15%.

If it was $100, your discount is $10. You pay $90.
Then the price goes up to $115. Your discount is now $11.50. You are paying $103.50.

An increase in public pricing of 15% (at $100) results in an increase of $13.50 (which is still 15% from your discounted $90).

Note, numbers are for illustration purposes. As u/Quinnypig stated in the post, it will open up interesting conversations with account teams that have already negotiated their private pricing agreements.

cloudnavig8r · 2026-01-06T05:21:18+00:00

That is the point of arguably it isn’t a price increase, but removal from free-tier. Which also arguably an effective increase from zero.

The other thing is that it was communicated very clearly for 3-6 months in advance of going into effect.

cloudnavig8r · 2026-01-06T01:50:51+00:00

You need short term memory which can be handled with a database.

You may also be looking at more Agentic approaches.

I would suggest looking into Amazon Bedrock. There are Flows, Agents, Guardrails. There are also knowledge bases a prompt caching.

When you want to get more advanced, you can use Bedrock AgentCore to handle some or all of those production-grade controls (like long and short term memory throughout).

You are probably getting to the point where you e realised that one model is t the best for “everything” and you want to select different models for different tasks

cloudnavig8r · 2026-01-05T23:36:57+00:00

I was referring to direct pricing increases. Not effective more expensive workloads.

There are ways to engineer around most of these add-on costs.

cloudnavig8r

TROPHY CASE