The process consisted of two rounds. The first was a screening call with the recruiter, covering past experience, motivation for the role, and salary expectations. The second was a one-hour assessment call with the hiring manager, which focused on behavioral questions using the STAR method, commercial thinking, and how experience translates to the role's requirements around merchant performance and contribution margin. The recruiter was responsive and communicative throughout. Feedback after the rejection was specific and honest — noting strengths in hands-on ownership and adaptability, and identifying gaps in experience with complex enterprise-level partners. That level of detail is rare and genuinely useful. Overall a professional and respectful process, even if the outcome wasn't the one I was hoping for.