I was invited to a phone screen for a HR Culture and Learning role that was notably below my experience level, despite Deloitte having re-advertised similar positions at multiple seniorities for several months. During the conversation, it became clear that my background hadn’t been fully reviewed in advance. When I asked about being considered for the more senior version of the role—one that better aligned with my experience—the recruiter seemed unprepared to discuss it. Our conversation didn’t progress much beyond salary expectations, which were appropriate for the more senior role. When I asked how I might be considered for that level instead, I was told that candidates without prior consulting experience are not eligible for manager-level roles. While I understand firms often have structured pathways, this came across as a blanket rule that doesn’t account for broader industry experience. I have over a decade of cross-industry leadership and HR experience that I believe could bring significant value to clients. However, based on this interaction, it seems the firm prioritises traditional consulting backgrounds over transferable skills. This may limit access to strong talent from other industries. Deloitte continues to re-advertise multiple vacancies, and I genuinely wish them success in filling these roles. I would simply encourage more flexibility in recognising diverse experience, as consulting skills can be developed quickly, and a more open approach could broaden the talent pool. Some feedback for the recruiter would also have been nice to demonstrate and explore my experience but the conversation felt very robotic and scripted and she was unprepared for my questions.