They reached back to after 4 weeks of me applying for the role .The posting was repeated few times as it seemed that no one filled the role for awhile and in the end I realised why. A "talent acquisition" coordinator reached out for a screening interview. It went ok but very sloppy and low energy guy. They are more into how much money you make and what you want for this role. He wasn't ready to disclose any range but I gave him one. A screening that starts with the salary questions first is not really interested in talent just to strike a deal and fill the role ASAP (embarrassing for a bank like TD). Two weeks later I went for an interview with the hiring manager and another program manager. The hiring manager was not really involved in the interview as it seemed that he has no clue about the job responsibilities or what it all about. After the interview I went to look up for him on LinkedIn and found out that this was a new role for him and his background wasn't aligned with this new role whatsoever. The other person was interviewing on his behalf and that raised a red flag for me. The role had a strong emphasis on Agile and DevOps so they bit on that hard on those topics. In the end I asked few questions related to their Agile flow and DevOps operations. I received some laughable responses and I realised that they have no clue what they are talking about and the posting was irrelevant to what they really need. I walked out in the end and that was enough to understand who they are. I just wasted my time... Do your self a favour and analyse the job responsibilities very careful as many of them are misaligned and just contain buzz words they can't explain. Prior to the interview research the interviewer on LinkedIn. You will be surprised about the learning. Look for other places who are serious about Agile and walk the talk.