Aetna Utilization Management RN interview questions

I was contacted via email by two separate talent acquisition recruiters for 2 separate UM RN positions. The first interview lasted for 1 hour and was successful until they told me I needed to live within 2 hours driving distance from an Aetna location (a requisite not listed on the job posting, and apparently this was not the position I originally applied for I found out later). When I said I didn't know if I did they said eventually they would find out. When I pressed for them to check while we were on the phone, they determined I did not live within 2 hours of a location, and apologized for their poor screening process and essentially hung up. The next day I was contacted by a different recruiter to schedule another interview for another UM RN role. When I asked if I needed to live within 2 hours of an Aetna office, the response was no. However, when I started the phone interview, the person thought I lived in Seattle, Washington, not Burlington, Vermont. She stated most people who say they will not have issues working west coast hours that live on the east coast usually do. They cut the interview short by half an hour and I received a rejection via email within an hour. There are two problems with Aetna here: the first is that their talent acquisition officers are either not processing living locations properly or are not aware of the requirements of the positions they are in charge of recruiting. The second is the hiring managers themselves - they obviously didn't review such vital information that would impact hiring someone before agreeing to an interview. Their actions reveal location discrimination, as I had the qualities needed to perform the job. "Aetna is a well oiled machine". These are the words that were spoken to me by one the second the interviewers. The experience I incurred both times with their hiring teams' lack of knowledge and then discrimination because of it, suggests otherwise.