I was genuinely excited about this opportunity. The company operates in a promising market with a solid product and significant growth potential. I thoroughly prepared for the interview—reviewing the job description, researching the company’s goals, and even exploring their leadership history on LinkedIn. Unfortunately, the interview with the COO fell short of expectations. Rather than a conversation focused on evaluating my experience and skills, it felt more like a personality screening. The tone was dismissive, as if speaking with me was a favor rather than a professional discussion. It lacked the mutual respect that defines a strong employer-candidate interaction. What stood out during my research—and was reinforced by the interview—was the unusually high turnover among senior-level employees. A quick look at their LinkedIn page reveals a striking number of former employees in key positions who were no longer with the company. Combined with existing Glassdoor reviews, this appears to be a pattern, not an anomaly. In the end, the experience was enough for me to withdraw interest. Culture starts at the top, and unfortunately, this interview clarified why retention may be an ongoing issue.