The interview process consisted of four rounds: An initial screening with HR A conversation with the hiring manager A team interview A final meeting with the branch president Everyone I spoke with was generally polite and professional. However, the process felt unstructured and overly lengthy, with several questions repeated across multiple interviews. There didn’t seem to be a cohesive plan guiding the progression. After the interviews, I received an offer—but was surprised to find a newly introduced travel requirement of over 10%, despite the role being clearly advertised as "Remote." Travel was never mentioned during any part of the interview process. While exceptional in-person meetings might be understandable, 5–6 weeks of travel annually felt excessive given the original job description. We ultimately agreed to part ways. The background check and reference process was quite invasive and inconsistent. Different HR representatives gave conflicting instructions on the types of references required. They also used a third-party service, Checkr, for background screening—a service that has had accuracy issues in the past. Overall, I would advise potential candidates to be cautious and ask detailed questions upfront. The experience raised several red flags that became clear only late in the process.