I am sharing this based on multiple interview experiences with Eastridge Workforce Solutions. I interviewed for several roles over time and met with multiple senior leaders. Each process involved numerous rounds, shifting expectations, and repeated (what seemed like) assessments. The time commitment was significant relative to the scope and level of the roles discussed. In at least one case, an offer was extended at a compensation level well below market for the responsibilities and experience required. I am also aware of similar offers extended to other candidates at compensation levels that did not align with industry benchmarks. The combination of a drawn out interview process and below market offers created frustration and raised concerns about role leveling, compensation strategy, and candidate experience. Transparency around compensation ranges earlier in the process would save time for both candidates and the organization. Advice to Management Clarify role scope and compensation bands upfront, streamline interview steps, and align offers with current market benchmarks. Competitive compensation is essential to attract and retain experienced talent and to maintain industry credibility with candidates.