Oddly, the CEO of the company, Tom, served as the recruiting coordinator for this role, reviewing and filtering resumes, then scheduling interviews with Director-level team members. As part of this process, I was given several decks to review with very clear directions on how to prepare for the upcoming interview. Most importantly, I was advised to come prepared with questions. Among the decks provided the Client feedback survey from 2022; other decks like the one explaining benefits had very little to offer in terms of true insight. As any serious candidate would, I read all of the documentation and prepared a list of insightful questions from the documentation I was given, most notably, the Client survey, which offered true insight into the successes and challenges experienced by Blue Modus' clientele. The interview went well up until the point where it was time for me to present questions to the team. Not only were they taken aback by my questions, they seemed surprised that I had access to such information. One of the interviewers then revealed to me that they had no idea what information Tom (CEO) had shared with me, which explained their awkwardness and somewhat defensive posturing. In the end, my preparation - my following directions set forth by the CEO based on the information provided - worked against me and I lost the opportunity. I had a series of back-and-forth conversations with Tom, explaining that this experience was damning for both me and for Blue Modus because it was a process failure: his inability as a recruiting coordinator to convey to his interviewing team what was shared with me as a candidate ended up failing everyone involved in the process. Why was the CEO leading recruiting coordination activities, I'll never know, but what I do know is he did a very poor job of it and he had no reasonable explanation when I presented to him what was, in the end, a clear process failure.