The interview started off rocky with the interviewer joining the call 15 minutes late. The interviewer mentioned they usually conduct interviews with another colleague who typically leads the questioning. It seemed this change in routine might have impacted the flow of our conversation. The interviewer appeared somewhat disengaged and had to refer to an external list for questions, which led to some repetition of topics we had already covered. This made the interview feel less personalized and somewhat disorganized. One aspect of the interview that stood out was when I discussed my previous work experience, specifically regarding how we managed CSS within a strict design system. The interviewer seemed to have strong opinions against this method, which led to a somewhat uncomfortable exchange. While I appreciate differing perspectives, the manner in which the disagreement was expressed felt counterproductive to a constructive interview dialogue. Moreover, prior to the interview, the email instructions highlighted the importance of preparing for STAR (Situation, Task, Action, Result) questions, leading me to anticipate a structured dialogue focused on behavioral examples. However, none of the questions asked during the interview followed the STAR format. This discrepancy between the preparation guidance and the interview content added to the confusion and made me question the alignment between the recruitment communications and the actual interview process.