The interview process was structured. It started with phone screen with a recruiter, which led to the interview with the hiring manager. I moved on in the process and was asked to pull together a “teachable point of you“ (TPOV) to present to panel interviewers. I was provided with examples as well as success metrics, which I made sure that I focused on. My presentation was focused on a complex business challenge, which also highlighted the solution I brought forward that demonstrated positive business results. While my resume highlighted my extensive people leadership experience, I did not put as much emphasis on this aspect as it was not noted in the success metrics. However, I was able to share numerous examples of my leadership capabilities during the actual interview. I was declined by the recruiter and was told the hiring manager was looking for a candidate with experience leading teams and decided to move forward with candidates who had people leadership experience. This was conflicting as my resume clearly outlined my experience in various director and manager level roles, as well as the number of direct reports I supported in each position. I was also able to share examples of my experience with the interview panel. Reflecting on the experience, one of the interviewers asked if my TPOV was focused on work I led “hands-on” or through a team. My response was both — hands on and leading contractors. This may have led to an incorrect assumption of my background, which i was able to clarify in the discussion. As feedback for Comcast, if you’re asking a candidate to invest additional time in pulling together a presentation, please make sure both the candidates and interviewers are clear on the success metrics. As well, behavioral questions would also help the interviewers better probe on specific competencies, skills and experiences that are critical for the role. This will lead to much better experiences for future candidates with clearly defined expectations and sought out outcomes.