Quick Screening Call; the recruiter was a touch late and had back to back calls. While they were not familiar with the position area of expertise or the team dynamic, they were kind and considerate. The interview style was old school/journalistic, instead of conversational, where I was asked to essentially re-summarize my resume. The recruiter repeatedly reminded me that they had no background in the position's area of expertise and I would need to educate them on how my CV was relevant. While I was not selected, the recruiter sent me a follow-up outside the automated down-select response, which I appreciated and showed a solid level of empathy. I also found the recruiter's email response very timely and they did a great job of expectation management of when I might hear back from them. For improvement, I would recommend: 1) Recruiters work with hiring managers to learn why a CV was selected for screening and take the time to research the applicant: As a candidate, I hope that when I submit a resume, it is thoroughly read and considered before my call, and the recruiter has done their due diligence to justify why I should enter their candidate pool. In my experience, the recruiter was rushed and indicated they had never heard of my employer and continually asked me to explain my employer's industry, which led me to speculate that they had not taken the time to run a google search on the company name and/or company's industry. I was repeatedly asked to explain how I held multiple positions that overlapped (which is quite common in an FFP/T&M contracting-account world). 2) Help recruiters gain a basic technical understand of the position to reduce time needed for candidates educating them on how experience is relevant to a job requisition: My recruiter repeatedly stated they did not have any background in the position's area of expertise. Where one normally provides a cross-walk of their experience to align with the job-description, I had to repeatedly educate the recruiter on how the capabilities aligned, and why. I found this odd and observed that this took up 1/3 of the interview time. 3) Prepare recruiters to answer: 3.a) What does a high performing individual in this role look like? Why? 3.b) How does the position fit in to the current team? What hard- or soft-skills is the team seeking? 3.c) What are the team's current goals and how does this position contribute to them? 3.d) What are the supervisor's near-term and long-term expectations for the position?