I recently interviewed for a mid-senior level position at this company and found the experience to be quite unusual. Candidates with minimal to no relevant experience were invited to interview for a role that clearly required a more advanced skill set. This led to a selection process that seemed misaligned with the role's requirements. Furthermore, the technical questions during the interview were extremely specific knowledge that would be difficult to possess unless one had previously worked at the company or in an identical environment. This approach felt less about assessing core competencies and more about testing familiarity with their internal systems. Additionally, when I asked detailed questions about the role and the team, the interviewers, who were senior members, struggled to provide clear or satisfactory answers. This raised concerns about internal communication and role clarity within the organization. Overall, the interview process felt disorganized and did not provide a transparent or fair evaluation of candidates' skills and potential. I believe there is room for significant improvement in aligning candidate selection with role requirements and in preparing interviewers to engage in more informative and constructive dialogues.