TLDR: Despite messaging around teamwork and values, parts of the interview process revealed confirmation bias and ego-driven risk framing that future candidates should be aware of. The interview process included multiple rounds with product leadership, customer success, and cross-functional partners. The hiring manager and product leadership were thoughtful, transparent, and aligned on the problems the role is meant to solve. The customer success interview, in particular, felt open, collaborative, and grounded in real operational needs. However, several of the later cross-functional interviews did not feel like neutral evaluations. In those conversations, the interviewers appeared to anchor early on assumptions about the candidate’s background and seniority, and much of the discussion focused on repeatedly stress-testing those assumptions rather than exploring actual experience, examples, or problem-solving approach. Questions became increasingly confirmation-seeking, which made it difficult to demonstrate fit on the role’s real responsibilities.