I recently interviewed for a role with this organization, which consisted of two rounds. While the process included a deep dive into company culture and values, the materials provided were focused more on the organization rather than the role itself, leaving key details about the position unclear. During the interview process, it became evident that there was limited preparation from the hiring team, as key materials were not reviewed in advance. Additionally, the structure of the interview relied heavily on behavioral-based questions, which left no time for candidates to ask questions and assess whether the role was a mutual fit. While behavioral questions can be useful, not every candidate can immediately recall past instances under pressure, so providing these types of questions in advance would allow for more thoughtful responses and a more productive discussion. Ultimately, there seemed to be misalignment on the position itself, as the role was later relisted under a different title. While the effort to share company information was appreciated, the lack of clarity on the role, insufficient preparation from the hiring team, and the rigid interview format made this a frustrating and unproductive experience.