From the outset, the Talent Acquisition team was clear, organized, and transparent about the interview steps, who I would be meeting with, and the expected timeline for decisions. Communication was timely and expectations were well managed throughout the scheduling and follow-up process, which contributed to a smooth candidate experience. Most of my interviews were positive and conversational, and the team members came across as engaged, Questions were thoughtful and relevant, and they provided concrete examples of how they collaborate and support one another, One senior leadership interaction was “interesting” in a way that left me more cautious than excited about the role. Rather than focusing on vision, strategy, and how this position could add value, much of the conversation centered on dissatisfaction with the current workforce and other leaders in the organization. Throughout the 45‑minute discussion, the word control was used repeatedly—seven times by my count—which reinforced an image of a highly controlling, top‑down management style. The tone toward existing employees and fellow leaders felt notably negative, which was a red flag for culture and leadership for me.