While I appreciated the chance to connect with the team, the interview structure could be improved for future candidates. The initial interview included three interviewers, but one had to leave after 30 minutes. While some of their initial questions were behavioral, most of the questions did not seem directly relevant to the position's responsibilities, or my past experience. The remaining 30 minutes of the call offered an opportunity for further discussion, however, the interviewers indicated that I had already addressed their questions and ended the call shortly thereafter. Given the allocated one-hour timeframe, I was surprised (and unimpressed) that a follow-up interview was requested to address additional questions. This raises a question: why were these crucial inquiries not addressed within the allocated hour, particularly by the hiring manager, whose silence was surprising considering their role as my potential supervisor? The interview process was, frankly, a disappointment. It felt like a series of irrelevant questions leading nowhere, ultimately resulting in a wasted investment of my time and, I presume, the interviewers' as well. To ensure a more efficient and candidate-centric interview process, I would suggest a more focused approach with questions directly aligned with the role's requirements. This would allow both parties to gain a deeper understanding of the fit.