The role was itself of genuine interest, and the recruiter communicated enthusiasm to fill the requisition, noting it had been previously filled by an internal candidate that did not work out. The process, however, raised some concerns. During the virtual interview, all questions were asked until the two-minute mark, at which point the interviewer stated they had a hard stop. This did not leave space for candidate questions, and only after asking was I offered an additional time slot. The second virtual call did not proceed as planned—the interviewer did not join, and I waited for half of the allotted time without communication about delays or rescheduling. Additionally, the role description included mentoring a junior team member but framed the position as being focused on “impact” rather than internal growth. This could be perceived as expecting a candidate to bring another employee up to speed on skills and competency without providing formal leadership accountability in the role. While the content of the questions reflected a structured process, the lack of time for dialogue and the missed follow-up created a poor first impression of the organization.