I recently went through a frustrating hiring experience that raised several concerns. During my initial phone call, it felt like I was being talked out of the position rather than engaged in a conversation. I tried to explain the situation surrounding my missed call for the earlier job posting, highlighting issues with my phone that affected notifications. I understood the skepticism but felt it was important to clarify. However, by the third phone call, the tone had shifted significantly. I sensed a lack of respect, particularly with statements like, "You work for me, I do not work for you." In addition, a comment about Missouri being an at-will state felt like a veiled threat, which left me unsettled. I empathize with the hiring director, as it seems clear he is under a lot of pressure. I recognize I could have offered valuable contributions to the team, given my diverse experience and background working with children. Yet, it felt as if my assertiveness was perceived as demanding rather than a simple request for clarity. After our last interaction, I left a voicemail expressing my regret if I came across as demanding. I validated his feelings and apologized for any miscommunication. Even upon rereading my email, I felt the tone was more assertive than I intended, but it was disheartening to see how emotions influenced the situation. The power dynamics at play and the lack of accountability on his side contributed to my decision to withdraw from the process. Although I was verbally told I had the job and was prepared to sign the paperwork, the experience revealed an ongoing issue with victim mentality in the workplace. My goal in this position was to help relieve some of the pressure faced by the director while pursuing my education to become a therapist. Despite feeling close to securing the job, I decided to seek opportunities elsewhere. I acknowledge that emotional changes take time and effort, often lacking in many managerial roles. In closing, I genuinely hope the hiring director gets the support and relief he deserves, and I encourage him to actively work on his emotional awareness and intelligence—not just in theory but through meaningful experience. I wish him and the organization the best moving forward.