I am sharing feedback from my interview for the Contingent Workforce Compliance Program Manager role. The interviewer, a globally based leader, focused heavily on gaps in my employment history and repeatedly questioned whether I would be a flight risk for the role. These gaps were the result of a reduction in force and a COVID related layoff, both clearly explained. The discussion felt more like an interrogation than a two way conversation about my experience, qualifications, and skills developed over more than fifteen years in contingent workforce programs and compliance. There was limited opportunity to discuss accomplishments, program outcomes, or how my background aligned with the role. The tone and line of questioning made the experience uncomfortable and did not reflect a balanced or respectful interview process. It left the impression that assumptions were being made rather than qualifications being evaluated. Advice to Management Train interviewers to assess skills, experience, and role fit rather than fixating on employment gaps that stem from widely understood industry events. A more conversational and respectful approach would improve candidate experience and better surface qualified talent.