The initial phone screening with HR is pleasant, professional, and efficient. And kudos to HR for having good intentions to hire a diverse team of smart and experienced candidates. Regrettably, the path to hell is paved with good intentions and HR appears neutered by existing process and personnel challenges. The next step is a one-on-one interview with the hiring manager. This particular position had been available since Sept 2018 when I interviewed in late January 2019. IMHO the lengthy unfilled opening has little to do with the quality of available candidates. By an order of magnitude, this was the most *unprofessional* in-person interview I have ever experienced, and I left the interview feeling as though I needed to shower. Interviewer was shockingly rude and aggressive throughout the interview. Was he testing for a reaction? Was he providing a realistic sample of what working in a hostile environment on a daily basis with a micromanager would be like? Was he annoyed that HR had asked him to interview a well-qualified candidate when he was used to running his own show without adult supervision? Was his bias for a “mini me” candidate showing? Some combo of these or more? Interviewer mentioned that he came from a primarily SMB and Retail background and had negligible experience with large enterprise/government sales. He also stated that he was impatient for results and obsessed with metrics (which I mentally translated to mean he was an admitted CRM/spreadsheet micromanager). Interviewer seemed to have little understanding of NDAs, nor respect for the same. He hammered me obsessively with detailed questions, then appeared annoyed when some answers had to be appropriately generic to avoid violating existing NDAs. Yet in an odd twist of irony and double standards, candidates must sign an NDA with this company just to sit for the interview. The expectation was clearly that I should violate the NDAs of others but honor theirs. Hiring manager also appeared to have less business maturity and technical proficiency, less overall cyber market landscape knowledge, and less extensive enterprise sales and enterprise sales management experience than I would typically expect of someone in that critical of a position at such a crucial growth phase for the company. Bottom line: Technology looks interesting, but flavors of products in this genre were first introduced back in the early 2000s. My personal advice to enterprise-level sales pros (especially diversity candidates like women) who are smart, competent, and experienced? Swipe left.