We delved into the organization's core values and the qualifications they seek for the position. Although I typically refrain from offering reviews, it's crucial for job seekers to grasp the essence of this company. During the interview, Co-Founder Bucky delved into my experience in billing and credentialing, requesting examples. A thorough review of my resume would have revealed my lack of expertise in these areas, which were not mentioned as requirements in the job description, nor would I have applied as my interest lies elsewhere. Within just three minutes, his disinterest became palpable through his body language. My recommendation is to meticulously scrutinize candidates' resumes before scheduling interviews and to craft job descriptions that precisely outline the role's prerequisites. Had I been aware, I wouldn't have pursued this position, especially considering the discrepancy with the job title "payer operations" nor did I have experience in ABA (Applied Behavioral Analysis) which again wasn't required for the role. Additionally, he mentioned they've been interviewing candidates with more credentialing and billing experience, which raises questions about why they continue to search. If you have already found candidates that meet the requirements, then select them instead of continuously interviewing. That is the problem with all these open roles, the hiring process is broken. Companies are looking for the perfect candidate that checks off all the boxes, but there is no perfect candidate – what happened to hiring for attitude and training for skill? Considering other reviews, it appears this company may lack clarity in their hiring process, which is concerning. I believe there was certainly a disconnect, particularly considering Bucky’s lack of experience in healthcare and understanding of payer operations. Just take additional time to thoroughly review the candidates' resumes before establishing an interview to ensure they meet the minimum qualifications.