The hiring process was exceedingly long, arduous, and overly demanding, requiring unreasonable, extensive research and data preparation that should have been scope for the actual role. It was challenging to interpret virtually, featuring several tense, recorded one-on-one interviews, further disrupted by senior management no-shows at scheduled times. The overall environment felt perfunctory, leading me to believe they already had an internal candidate and were proceeding only for elimination or backup. Disturbingly, the final interview was held virtually in a large group setting—a decent format for a sales role with no mention of an in-person component. This included demands for super deep dives into technology areas, which typically require an engineering resource to provide credible data, putting the sales candidate in the awkward position of potentially having to speculate or "make things up." Furthermore, I observed signs of significant bias: the team was lacking in racial diversity (composed solely of individuals identifying as white/Caucasian) and made negative remarks in 1:1 meetings that suggested underlying ageism and racial factors, specifically targeting candidates from certain technology company or backgrounds.