Recently, I interviewed with SuperAGI for what I believed was a Demand Generation role. However, without prior discussion or consent, I was slotted into a Performance Marketing interview—two roles with very different scopes. That was the first red flag. Other concerns arose during the process: • The interview was initially scheduled for Friday but got postponed to Saturday because the panel didn’t show up on time—suggesting a lack of professionalism and possibly a weekend working culture. • A 30-minute call stretched to 1 hour 15 minutes with no acknowledgment or apology for the overrun. • The interviewer seemed more focused on extracting internal data (company revenue, CAC, team size, etc.) rather than assessing my skills, making the conversation feel like a benchmarking exercise rather than a real interview. • I was directly asked about my salary, which is typically handled by HR—not an ethical approach. • There was no flexibility in the conversation flow. After 45 minutes of answering questions, I tried to ask about the role, but the interviewer refused to engage and postponed it to the end. • Towards the end, I realized there was a clear skill mismatch, and I communicated this. Yet, the interviewer continued probing for company data instead of wrapping up the discussion. • Overall, the vibe was negative, with a lack of respect for time and professional boundaries. On a positive note, the HR representative was professional and polite, which was the only redeeming aspect of the process.