The interview process felt unstructured and unprofessional. Instead of a recruiter screen, I was scheduled directly with the hiring manager, but the conversation lacked direction. The interviewer seemed unprepared and relied on me to lead the discussion. Basic conversational cues were met with minimal responses such “oh okay,” making it difficult to establish rapport. At one point, I was asked, “What separates a good candidate from a great candidate?” Which is a question typically posed by candidates rather than interviewers. When I later turned the question back, the response was a repetition of my own answer, indicating a lack of clear expectations for the role. Responses to my STAR-formatted answers were minimal, with little effort to probe deeper or clarify just the “oh okay.” A well-prepared interviewer should facilitate a thoughtful conversation, not just passively acknowledge answers. Additionally, I noticed distracting snoring in the background, which may have impacted engagement, but overall, there was a noticeable lack of leadership presence or confidence in assessing candidates. Given that this role is client-facing, I expected a more structured and engaging process. It’s concerning when hiring managers appear unprepared or disengaged, as this reflects on the company’s overall approach to talent acquisition. I encourage the company to provide better interview training for hiring managers to ensure a more professional and fair experience for candidates.