I was initially contacted via LinkedIn by an H-E-B recruiter about what I believed was a Global Sourcing Manager position. I did not apply directly. Throughout the interview process, the role level was not clearly communicated. It wasn’t until after completing all four rounds of interviews and receiving the initial offer that I learned the position was actually Sourcing Manager I. After I raised concerns, the recruiter acknowledged the mistake and said the role was in fact Sourcing Manager II—still one level below my current position. The interview process included: 1. A phone screen with the recruiting manager 2. A video interview with a current Sourcing Manager 3. An in-person panel interview in San Antonio with two Sourcing Managers and a Director 4. A second in-person panel in San Antonio to present a case study Everyone I interacted with was friendly and professional, and the tone of the interviews was overall positive. That said, the offer process was disappointing. I was transparent about my compensation expectations early on. The initial offer came in 23% below target. After I declined, a revised offer was made—still 16% below target—which I also declined. The entire process lasted from mid-February to early April. After investing significant time, effort, and two trips to San Antonio, I was left feeling that my time and experience were not fully valued. The lack of transparency around the role and level, combined with a low offer, made the experience frustrating. I still believe H-E-B is a great company, and I would consider interviewing again—but only if the role scope, title, and compensation are clearly communicated from the beginning.