I recently interviewed for a Senior Manager role. The position required relocation to another state, which I was open to. However, I learned that relocation assistance is only offered to executives—a red flag for a role requiring geographic commitment. The interview process quickly escalated: multiple panel interviews, a senior executive meeting, and a full case study culminating in a 40-minute presentation I was expected to build from scratch—unpaid. If they liked it, I’d move on to the next interview. RED FLAG. When I raised concerns about the unpaid workload and time investment, the hiring manager became defensive and dismissive. The process felt exploitative, pushing candidate labor into consultant-level territory without compensation or respect for professional boundaries. I share this not out of bitterness, but to inform others: if you value your time, expertise, and professional integrity, proceed with caution. There are organizations that respect candidates as collaborators—not free labor.