The recruiters and talent acquisition managers are nice at Houzz but don't shoot straight until the final 5 minutes of interview. Vaguely asking for metrics: It would've been much more appreciated if they were straightforward with what they are looking for. "Tell me some of your metrics. How did you perform at your job relative to your peers?" would have been much more helpful than the current line of questioning. I thoroughly prepared examples the night before for each of the STAR questions the recruiter provided me and only one of those questions were asked. Segmented sales force and application of previous work experience: Their sales team is segmented between appointment setters and closers. In my previous sales positions, my role encompassed both of these roles as well as account management. When I answered how to get through a sales slump with "set up more appointments," they qualified me as more of an appointment setter as opposed to a closer since I focused on the top of the sales funnel instead of the bottom. Final 5 minutes: In the final five minutes, the talent acquisition manager went from purely positive energy to cutting through the facade claiming my experience was short of the account executive role and better suited for the appointment setting role. Advice to interviewees: - Present metrics to recruiters and talent acquisition managers at the very beginning. They want to see them if they don't explicitly say it. - If you have a wider array of sales experience, focus on the portion of the sales funnel you'll be contributing to. This wasn't clear to me and it might not be for you. Clarify job responsibilities - Cut through the facade first. You have a bunch of interviews. They have a bunch of candidates. It can be a pleasant process while still being direct.