Young Audiences/Arts for Learning interview questions

It was an friendly interviewer. They emailed and offered a phone or video interview via Google Meet. They asked standard questions that one would expect to be asked in an interview

The process began with a short email-based interview (in lieu of their typical phone interview which I had already completed for a different position). It was followed by an in-person group interview that did not include the hiring manager (CEO)--something I was not informed about prior to the interview. This was followed (on a different day) by an in-person interview with the hiring manager (CEO) and a same-day, on-site writing assessment. A positive was that in between the two interviews, I requested the salary range from HR and was given a prompt response. All aspects of the process were respectful until I met the hiring manager/CEO. Despite being brought to this point in the process, the CEO upon meeting me immediately questioned what she felt was the short-term nature of my previous jobs. (I have held several jobs for 1-2 years due to the standard cultural sector challenges of juggling multiple part-time jobs and trying to advance from low-paying jobs + the usual life experiences of moving for a spouse etc.) I politely explained my career progression and then the conversation fixated heavily on my reasons for leaving my most recent, previous role. I tried my best to give a respectful and appropriate amount of information about why I left this organization (which was an abusive, discriminatory, and toxic environment). The hiring manager continued to probe my motives and intentions while gaslighting me about my experience at this organization and implying I should have done more to make it work. It was a serious red flag about the organization and its possible treatment and expectations of its employees experiencing serious workplace issues. I stuck out the interview and the writing assessment, but the following day, I emailed the HR person to withdraw my application. A few days later, the HR person wrote back saying the hiring manager (CEO) had asked if I'd like to be considered for some upcoming short-term, summer roles. (After belittling my prior experiences for being too short term, and hearing me clearly state I was looking for something long term and full time, she still felt it was appropriate to recommend me for something short term at her organization!) I did not respond to this follow up; however, I still received not one, but two further emails from different staff members at the org inviting me to interview for two different short-term positions. At these points, I had no choice but to respond and decline these offers in order to end this miserable interaction, which from the final interview to the last unwelcome email, had spanned an entire month. I don't know whether they were simply tone deaf to my experience or determined to have the last word on my initial application, but either way, the experience as a whole included several boundary violations and compounded the trauma I had experienced in my previous role.