I applied online. Meeting with a DriveTime recruiter was scheduled and held approximately 1 week after application. The screening call lasted maybe 20 minutes. We talked briefly, niceties. After sharing some history of my most recent roles and assignments, I was asked what my expected "comp" number was. Yes, I shot high, but not out of range, in my humble, experienced thinking. Mistake. I knew once that cat was out of the bag the discussion was over, as the recruiter shared that the comp for the role in question was significantly less than the "max" number I had shared. "I'm obviously open to hearing more, and looking at possibilities." I received an email the following day advising that given my "comp" expectations, this wasn't the role for me. C'mon man. Seriously. Are you looking for the best ... or wasting time? Think outside the box. Get creative. Having a quick discussion with a recruiter is, to me, nothing more than an introduction. This wasn't even an introduction. It felt like a check the box to move this application along to the round file. I would have expected more back and forth, maybe more discussion up-the-line to better determine if there is, or was a fit; then figure out how to "make" that fit work. "Are you open to ...? With incentives, bonus(es), and all other ... can we make this work? Are you open to relocation,...?" DriveTime, think how to attract talent, how to onboard not just bodies, but the best, the most experienced, skilled, and talented. Dig deeper. You don't get there by skimming. That's a waste of everyone's time and energy. Dig deeper. Take the time to actually develop solutions vs. quick hits. Waste of everyone's time. After reading through Glassdoor interview comments related to DriveTime, not surprising my introduction to DriveTime recruiting went as it did. I was expecting more. Much more.