I get the sense the people in the operations department kind of wound up in their positions and don't necessarily have any, training, much experience, and are still building their skills from scratch. Which doesn't make for a great big picture culture for employees when leaders are trying to sort things out as they go. The interview I had was spent with the interviewer telling me about the company, the trip they're going on later in the year, the team dynamic, her boss' management style, etc. Which is great because it's nice to get a feel for what the culture may be. I was asked 2 questions about myself and I was told what the whole interview process would look like. I was told I'd receive an email in a day or 2 to schedule the next step. A couple of days later I received a rejection email...which seemed weird since I was told the whole process, that I would schedule, and even that they'd pay me for a project. The 2 questions I was asked were not sufficient to gauge if I could do the job I was interviewing for and the whole process is poorly put together.  I left the interview knowing the interviewer and company knows nothing about me besides the lines on my resume / cover letter, but figured since they went over the process they liked what they saw and that maybe the first interview was super informal and they'd get more info down the line. So I'm not sure what criteria they used to determine I wasn't a fit. As a recruiter it's your job to ask the right questions to assess qualifications, skills, experience, etc. to secure proper talent. I can only hope they'll figure this out sooner rather than later.