went through five interviews over a two-week period for what was ultimately a non-executive sales role. That level of interviewing felt excessive, especially given the lack of alignment throughout the process. There was clear confusion internally about the role itself. I was initially engaged for what was described as an outside/territory-based position, including travel. During subsequent interviews, I learned the role was actually inside sales, before later being redirected again to a different sales function. This lack of clarity made it difficult to understand what I was being evaluated for. While my earlier interviews were positive and professional, the final interview experience was notably different. The tone was more interrogative than conversational, with a heavy focus on verifying details rather than discussing fit, strategy, or performance. The interviewer appeared to be reviewing my LinkedIn profile during the conversation and cross-checking it against my resume in real time, which felt unprepared and, frankly, unprofessional at that stage of the process. After significant time investment across multiple rounds, the outcome was communicated via a generic rejection without meaningful context. Overall, the process felt disorganized, overly lengthy, and inconsistent. For a standard sales role, a more structured and aligned approach would improve both candidate experience and efficiency. Advice to Management: • Align internally on role expectations before engaging candidates • Streamline the interview process (five rounds is excessive for non-executive roles) • Ensure final interviews reflect the same professionalism as earlier stages • Respect candidates’ time with clearer communication throughout