A phone interview with a recruiter followed by an in-person interview with the Director of Operations (DOO) ensued. The recruiter appeared disengaged from the company’s operations and the role’s specifics, leading me to believe they may be contracted. The recruiter’s responses to fundamental questions about the role were inadequate. Furthermore, I was unexpectedly required to interview with the DOO again (in person) after I'd already done a virtual interview with him, with an additional team member on the panel. Both the DOO and the Senior Area Manager had their cameras turned off. The interview commenced abruptly, with neither party introducing themselves. One concerning aspect was the DOO’s indirect inquiry about my age, suggesting that the individual currently in the role was too young for the position (red flag). The warehouse, which was rented, appeared disorganized with materials scattered throughout. Despite my efforts to understand the role and the company’s culture, I was ultimately rejected. After a follow up email, I received feedback from the recruiter almost a week after the interview, informing me that the company had decided to move on with a different candidate. I requested feedback, but I have not yet received it. It has been two weeks since the interview, and I have no expectation of receiving any further communication. Given the junior nature of the role, I believe I may have avoided a potentially challenging situation. The interview process primarily focused on behavioral assessments.