I had the opportunity to interview with the University Talent Programs team, and overall, it was a positive experience. I enjoyed all of my conversations, however, my interactions with the hiring manager left me unsettled. During my initial video interview with the hiring manager, the questions asked didn't align with the job description or assess my qualifications for the role. Despite this, I attributed it to the informality of the conversation and an attempt to establish rapport. Moving forward to the onsite interview, which was scheduled to include a meeting with a team member and the hiring manager, I encountered further challenges. Unfortunately, the team member was unable to attend at the last minute due to illness. This situation could have been easily addressed with a virtual interview, sparing me the inconvenience of arranging my entire day and enduring hours of traffic for what ultimately amounted to a one-person meeting. To my dismay, the onsite interview with the hiring manager took an unexpected turn. Rather than focusing on my suitability for the position, I was presented with spelling questions, math problems, and puzzles. This approach left me feeling perplexed and undervalued, as it bore little relevance to the actual job requirements outlined in the description. There was a huge disconnect between the interview and job description. Despite my qualifications, I did not get the offer, probably for the best. Reflecting on the experience, it is evident that there is a clear need for the hiring manager to undergo training in effective interview techniques. Such practices should prioritize assessing candidates' abilities and aligning questions with the job description to ensure a fair and meaningful evaluation process.