The interview process started off reasonably and even positively. My first interview was with the person who would later become my direct supervisor. She was kind, supportive, and clearly cared about the position and my qualifications. That initial conversation left me feeling optimistic about the opportunity. However, things quickly took a turn. I was then scheduled to meet with every single director of the organization — even those I would not be working with directly or regularly. This created a needlessly stressful and prolonged interview process that felt more like a panel evaluation than a job interview. The final stage was an interview with the organization’s founder, Lynn Cuny. Instead of a professional conversation, I was subjected to an extended lecture about how humans are a stain on the planet, how I should feel ashamed simply for being human, and how the world would be better off without people — myself included — even if I was coming to help animals. It was not only demeaning, but also disconnected from constructive leadership or basic interview standards. Following that conversation, I was assigned to write a full-page reflection on what she had just lectured me about. The nature of the task and the tone of the conversation made me question whether this was an organization I could reasonably work for. In the end, I chose to accept the role because of my passion for animals and my desire to contribute to their care — but the interview experience left a lasting negative impression.