Athena (TX) Implementation Specialist interview questions

Pros: Initial interactions with the recruiter and the hiring manager were positive and professional. They presented the company well. The company operates in an important field of security technology. The hiring manager was transparent about the role regarding the high potential for travel, but only at times. But sometimes, it could be up to 50% of the time, performing deployments and support, additionally, you needed to fly out and do demos and sales efforts. However, the job description, doesn't mention any of this. I found this out in my 2nd rnd. Cons: Significant Role Discrepancy: The role evolved significantly through the interview process. Initially described as an "Implementation Specialist" (or "Client Support Specialist" per the written JD) focused on technical deployment (MDM, iPads, Macs, Vanta), it was later revealed (first by the hiring manager, then confirmed emphatically by the co-founder) to be more of a Sales Engineer role requiring product demos and an average of 50% weekly travel. This crucial information about this role being more sales focused and heavy travel every week was not in the original job description. Which just wastes everyone's time. Unprofessional Final Interview: The final interview with co-founder was highly unprofessional. She did not turn her camera on for the Zoom call (displaying a child's picture), started abruptly without introductions ("So what are you looking for?"), provided brief and dismissive answers to prepared questions, and conveyed a strong sense that my time and candidacy were not valued. Inconsistent Experience: The positive and professional nature of the first two interviews was completely overshadowed by the negative and unprofessional final interview with leadership. This inconsistency and the bait-and-switch feeling regarding the role's responsibilities were very disappointing. Advice to Management: Accurate Job Descriptions: Ensure job descriptions accurately reflect the role's title, primary duties (e.g., sales vs. technical support), and essential requirements like significant travel from the outset. Misleading descriptions waste everyone's time. Consistent Communication: Align internal understanding and communication about roles before interviewing candidates, so information shared is consistent across interviewers. Professionalism in Leadership: Co-founders and leaders set the tone. Ensure they conduct interviews professionally (camera on for video calls, respectful engagement) as their behavior heavily impacts candidate perception and the company's reputation. Interview Process: The process involved multiple rounds: an initial call with a recruiter, followed by an interview with the hiring manager, and finally an interview with a co-founder. While the first two stages were positive, the final stage was negative and revealed crucial discrepancies about the role. Leadership at the very top seems toxic.