The first approach was via phone call, which turned out to be an unannounced interview. General questions, without trick or technical questions that allow us to verify if the candidate has the necessary skills for the position. Lack of criteria to select candidates, perhaps because those who are recruiting do not always have the necessary skills in the area for which they are recruiting. The second phase of the interview with the CEO, with a very vague presentation about the company and again lack of technical questions, practical challenges, or trick questions, would allow a better assessment of the candidate's competence and the veracity of the two answers.