Interview #1: The first interview was intended to be a brief 20-minute video screen and the interviewer did not show up. The interviewer later emailed and apologized, requesting a new date and time to meet. Interview #2: The interviewer showed up a few minutes late to the meeting, was shuffling papers and seemed flustered/disorganized. The interviewer was not only unprepared for the meeting but seemed totally disinterested in being there and overwhelmed. It was so uncomfortable. It did not take long to understand that working in this unprofessional and disharmonious environment would not be suitable. If these two experiences reflect the company's organizational processes as well as their culture, this is a major red flag.

This process consisted of two rounds. The first round was with HR and the final round was with the hiring managers. This is where it gets interesting. When the interviewers joined the final interview, they did not introduce themselves. They immediately discussed how the conversation would flow. This was red flag number 1. As we continued, i was told that each consultant would be assigned 4-5 projects and they leave the project once the product is deployed. This showed me the quality of their change management program if they don’t stay long enough to measure adoption. I asked about the process of capturing their lessons learned after a product is deployed and was informed that the CM team currently does not but the PM team does. The hiring manager stated that there were processes that she would like to establish but did not have enough time. After hearing this, I decided to ask about the Team Lead role. This would have given me the opportunity to grow the CM practice. However, I was told that she would have to check with the recruiter regarding the interview process for the Team Lead role. Keep in mind, she is the hiring manager. This experience showed me that they are just looking for people to take on projects and not someone who has the experience to mature the team.