I applied for a District Manager role and received an interview request within 24 hours, which was a promising start. Unfortunately the interview itself was a disappointing experience that felt disorganized and at times accusatory. Rather than asking questions designed to evaluate my qualifications for the role, the recruiter focused on grilling me about my resume in a way that felt more like an interrogation than a professional conversation. She mentioned she had looked up my business and couldn't find much about it — the business closed in December 2025, which is clearly noted on my resume — but she didn't actually ask a follow up question, leaving me in the odd position of not knowing what she was looking for or how to respond. A significant portion of the conversation focused on a role from over a decade ago rather than my most recent and relevant experience. Standard recruiting practice typically involves asking a candidate to walk through their background before diving into specific questions — that didn't happen here. The interview ended with the recruiter stating that DM experience was a hard requirement. This was not listed anywhere in the job description. I also reviewed the LinkedIn profiles of current Tailored Brands District Managers and found that most did not hold DM titles prior to joining the company, which made this explanation feel inconsistent. I left the conversation feeling my time had been wasted and that the decision had been made before the interview began. I'd encourage the recruiting team to reflect on how candidates are treated during the process regardless of outcome — it reflects directly on the company's brand.