The interview process lacked structure and clear direction. Despite being a small company, there was an attempt to operate like a large corporate organisation, without the supporting clarity or maturity. There was no clear definition of the role or the type of candidate they were looking for. Questions felt inconsistent and misaligned, suggesting limited internal alignment on hiring objectives. A major concern was that the CEO dominated the conversation, focusing heavily on why she was right for the role, rather than on understanding the candidate, their experience, or discussing how both sides could work together to create impact. There was little two-way dialogue, and minimal interest in how the candidate’s background could contribute to the company’s goals. With the CEO being relatively new, this resulted in a lack of strategic clarity, ownership, and direction throughout the interview. Instead of a collaborative discussion, the process felt one-sided and unfocused. Overall, the interview lacked leadership alignment, role clarity, and a genuine partnership mindset. Candidates may want to proceed with caution until the organisation gains clearer direction and a more candidate-centric approach.