The recruiter reached out to me via LinkedIn, and the first conversation was fine. The second round was with HR, including someone who manages non-U.S. payroll but comes from an immigration law background. I’ve spent over 10 years in global payroll, hold a Certified Payroll Professional license, and have worked extensively with Big 4 firms. During the interview, there were disagreements on international payroll practices—such as the role of hypothetical taxes in tax equalization. I provided accurate information based on both my experience and widely accepted standards. However, I felt dismissed and talked down to, despite being certified in this field. It was uncomfortable and unprofessional to have my expertise questioned in that way. I was not invited to the next round, which in hindsight was for the best. The interaction raised concerns for me about the team’s openness to expert input and how payroll is managed there. Candidates with deep experience should be met with respect, not condescension.

*An interview with a recruiter which was refreshing, *The Panel Interview was easy, **Payroll test cases -tricky test case one was Project plan build, which was lengthy and detailed. Importantly, it seemed one panelist was not versed in the implementation process but was trying to learn from me as I was presenting. This did not sit well with me as it implied I was consulting for free.The follow-up questions on my presentation were very specific to the company rather than generic meaning I was providing a project road map without pay which is unfair to candidates who are not getting paid.