I strongly encourage candidates to carefully consider this opportunity before proceeding. My first two interviews were very positive. The recruiter and the Director of Financial Operations were professional, respectful, and engaging. Unfortunately, my experience during the third interview was completely different. The third interview was conducted by the current Collections Manager. Rather than focusing on my qualifications, experience, and how I could contribute to the role, a significant portion of the conversation centered on challenging and criticizing past career decisions reflected on my resume. The interview felt more adversarial than collaborative. What was scheduled as a one-hour interview lasted approximately 2 hours and 15 minutes with very few breaks in the questioning. Many of the questions appeared repetitive and disconnected from the actual requirements of the role. Instead of a professional exchange intended to evaluate mutual fit, the discussion often felt competitive, defensive, and unnecessarily confrontational. I was particularly surprised by comments suggesting that the successful candidate would require at least a year of training to become effective in the position. Given that this was a Collections Manager role targeting experienced professionals, this raised concerns about the expectations and organizational structure surrounding the position. By the end of the interview, I felt exhausted and discouraged by the process. The experience left me with serious concerns about the management style involved and the overall candidate experience. As a result, I shared my feedback directly with both the recruiter and the Director of Financial Operations. No response received. While every candidate's experience may differ, I believe it is important for organizations to ensure that interview processes remain professional, respectful, and focused on assessing qualifications rather than creating an unnecessarily adversarial environment.