Before having further conversation or scheduling interview(s), you will have to sign a waiver which may or may not take you out of contention. Initial recruiter conversation was fine. However, the issue was with my interview with the hiring manager. She had trouble conveying the role and also what she was exactly looking for. What she wanted was not clear and specifically laid out in the position description. My feedback would be for her to have a discovery meeting with her team, figure out their pain points and then work in tandem with the recruiter to craft a position description based on that. Example being that the position states that she needs a content strategist who has instructional design experience in any industry. In reality, she needs does need that, but more specifically someone in B2B and has experience in software enablement. Which if laid out in her position description before, I probably wouldn't have applied. She also was fishing for questions and didn't really have a grasp for what she needed to ask that was specific to the role. Managers should know their role and their teams roles and should have questions surrounding that to better gauge fit. There wasn't a "walk me through a time when" question and that is..problematic. She asked me about a design process for creating instructional content and when I explained ADDIE, she seemed perplexed about it being a concept. Which let me know that she does not know much if anything at all about the instructional design process. It ended with her deciding that it was not a good fit, but to connect with her on LinkedIn so she could see the progress in my career. That alone made me decide to not apply in the future as it was weird. For optimal success in the interview process, ask the recruiter about the responsiblities before moving forward. It will save you a lot of time and potential effort.