The first interview was a screening, and it was simple, direct, and organized. I interviewed with Cassandra, while I did not get an offer, I believe she represented Carvana well. The one critique that I do have, which is not only for Carvana, but for a lot of start-ups, and mid-size companies is this, be a leader in people-engagement, and for people processes. Stop trying to copy other organization's culture, and processes. When tech companies imitate Google's culture, Amazon's culture, they place themselves to be followers, instead of innovators. Employee engagement processes that were created in 2006, which worked for millennials, will not work for Gen Z's and vice versa! Allow those experienced in Human Resources to give recommendations and suggestions that could shape the culture of the company that you are recruiting for. Receiving the same answers, when interviewing candidates, does not mean that it is the right answer. Food for thought. Recommendation for recruiters (note: I've recruited physicians, managers, directors (c-suite): When interviewing, I tend to stray away from the STAR method because I believe it doesn't always allow for candidates to give an authentic answer, but rather candidates tend to give answers that they believe recruiters or hiring managers want to hear in order to get hired. If the STAR method was always successful in hiring the best talent, then no organization that use the STAR method would have a high turnover rate or low employment engagement.