Have thoroughly studied PMI's PgMBOK, have been a PgM for years, so aside from the hypothetical scenarios, all of my answers were by the book. I even went as far as to watch/listen to some of the professional headhunters posted on YouTube for program managers. My honest opinion is that my answers were as near perfect as they could be. To assure that I understood the questions being asked, I paraphrased them before answering. With the big-wig, he looked at his watch a lot, and when I paraphrased back to him, he would then say, "that's not what I mean." With the people that followed the big-wig, I detected the normal skepticism, but as the interview went on, there was definite rapport, and I had the genuine impression that I was providing answers they wanted to hear, or was otherwise answering accurately and correctly. I tend to read body language well, and after looking up the big-wig on LinkedIn, I believe that I intimidated the big-wig, because I have a whole lot of credentials and academics than he has. The fact that he kept looking at his watch also told me he was anxious and wanted to be somewhere else, but he alone spent nearly two hours with me. Based on the interaction, I honestly believe that they (especially the big-wig), have no idea what a program manager is, so when they heard the by-the-book answers, they were clueless. When we addressed hypothetical situations, the people that followed the big-wig gave signs that they felt I knew my stuff. A friend had told me that they SERIOUSLY needed PgM's, which is why I applied in the first place. Unfortunately, when the big-wigs are intimidated by you, and they have no clue what a program manager even is... I seriously doubt they are meeting any need by hiring people that know their stuff, because they do not appear to be hiring competent folk. I studied the company before I interviewed, and I honestly think the company is really neat, and has a lot of potential. However, as long as they have that big-wig performing the interviews, I daresay they will not be hiring the best people they can. They should hire the best people possible and not be intimidated by them. Post interviews... Had zero feedback. Not even a thanks but no thanks. Made several calls and never heard back. Wrote several emails and never heard back. In my opinion, it is just a common courtesy to tell someone you are not interested, and just rude to not even bother to answer in any way. I mean, even canned emails saying they are going forward with a different candidate is something...they would not even go that far. My advice to them... seriously learn what a program manager is before you interview for one. If people in leadership roles are intimidated by candidates, then put some else in as an interviewer that can be more objective. And, as a BASIC courtesy, let people know if you are or are not moving forward...at least a canned email. My advice to potential interviewees... if you have lots of credentials (and they have the same big wigs making the decision and interviewing), dumb down your resume. And, just do not get your hopes up... and do not expect hearing anything at all if you do not get the job.