I had positive interactions with most of the team members I met during the process—they all seemed talented and kind. However, my interview with the founder, Dan Snyder, raised concerns for me about the company’s culture. The interview began abruptly with the question, “How do you plan on being valuable to this company?” There was little effort to get to know me as a person or professional. I was told I would need to “work three times as hard as my peers” for a part-time, entry-level position paying $18 an hour. When I asked about creative freedom, I was informed that any personal projects would not be permitted, as “everything that is brought through these doors belongs to the company.” The tone of the interview felt more like an interrogation than a professional conversation, with rapid-fire questions and comments. At one point I was even asked if I had trouble focusing, which felt dismissive and unprofessional. After later speaking with mutual contacts, I learned that others had also experienced a similar dynamic with him. Later, I learned from his background that he previously worked in law enforcement, which might explain the very rigid and confrontational style he brought to the interview. While the broader Corridor team seems supportive and talented, my interaction with the founder made me feel undervalued and disposable. I would encourage potential applicants to carefully consider whether this culture aligns with their values before pursuing opportunities here.