Submitted through online job portal. First interview was a video interview, took about an hour. Mostly questions about "how you'd do" whatever, not really STAR based but adhoc. I had no negative impressions of the interview process. The problem came when they called to talk about an offer. They offered me the minimum number I asked for and said that I was missing one entry-level certification for the higher role that the manager talked about. According to the HR person their "policy" is to offer $15/hour for this role no matter what but they "made an exception" for me. That's gross underpayment, and I suspected they might do that (which is why I tested them with a "minimum" number). Put in perspective: I have over 20 years of various related experience, and I was making TWICE what this company was offering back in my early 20's. Here's the thing: I would have accepted the minimum if it were treated like the entry-level, fully remote role that it is. Meaning, you do a basic background check and the applicant, not the employer, sets the start date. Instead, they wanted me to wait 3 weeks to start for low pay AND another two weeks after starting to get the first check, which isn't going to work. Also, they wanted to drug screen, which while I'm straightedge and drug-free, the problem is that scheduling that is difficult during the pandemic, plus you have mask mandates and vaccine passports and all sorts of nonsense. That's more delay, it's moot when you're not in front of customers, and potentially illegal in certain states now. Then the I-9, done remotely, requires you find special notaries which takes more time. Just more delay. I wasn't willing to lock in and suffer extreme delays for high school level pay. What I asked was for them to consider a higher rate than my minimum asking ($5/hour higher would have been fine) and then I would be willing to work with them, and the guy started getting loud and insulting. There's a reason this company is having a hard time hiring people, multiple reasons. One, they don't pay people based on their value, they pay based on arbitrary flat rates that don't reflect the demands of the role. Two, their HR doesn't understand how to work with highly skilled applicants and respect them and their time.