I recently completed a three-stage interview process with SEMrush for a remote training and enablement role. The structure included: Initial HR screening Interview with the hiring manager Panel interview with the hiring manager, sales leadership, and members of the training team While the fully remote aspect of the role was appealing, the overall experience left me with mixed feelings. From the conversations I had, something about the team dynamic and company culture felt off, though it’s difficult to pinpoint exactly why. I didn’t walk away with the level of enthusiasm I’d normally expect when a role and company are the right mutual fit. Another concern was compensation: the scope of responsibilities they outlined—particularly the strategic ownership they were seeking—did not align with the salary range they offered. Based on market value and industry standards, it felt significantly under-leveled. For the final panel interview, I was asked to create and deliver a detailed 90-minute strategic plan addressing gaps in their current enablement approach. They requested the full presentation in advance and asked to retain it afterward. The level of depth they expected, especially prior to joining the organization or having access to internal context, was unusually high. During the panel, many of the questions centered on very specific “tell me exactly when you did X” scenarios. For a consulting-focused enablement role, I intentionally kept my responses more strategic and adaptable, noting that training solutions are rarely one-size-fits-all and require discovery—not assumptions. I also asked clarifying questions, which is standard practice in advisory work. Overall, the experience reinforced two things for me: A strong interview process should be a two-way assessment of fit, not a free consulting request Compensation should match the level of ownership and expertise being asked for In the end, I wasn’t confident the role was aligned with my values, expectations, or experience level—and that clarity was useful in itself.