Role was a new one, and seemed like an interesting blend of duties, though they were still defining the job duties and potential impact of the role. I initially contacted their RPO to express interest. Had to take a DISC profile and a "culture questionnaire" that was apparently written by the affiliated consulting company? This was where they lost me a bit - the "culture questionnaire" was invasive and asked about concepts that reached for information outside of the workplace. Also, the top of the form emphasizes "relational effectiveness" - with "fit" being the primary goal (HR - iykyk!). When I asked for clarification - as I came from a large organizational background and was concerned that this was some sort of test/ethics check - I was told they really want to know how I would fit and they want everyone to get along. Ok, it’s a smaller company and this role afforded opportunity to change that practice - so I continued in the process. First Round: with the “culture team” - this was more of an investigation into the aforementioned “culture questionnaire”, where they dug into my professional examples to ply personal details. They also asked if due to my DISC type, I would be too independent/oriented towards leading? Eventually, they kind of gave up, after writing down specific examples of people that influence me on LinkedIn. Rated: 4/10 Second Round: with actual HR team members, and they were lovely. Knowledgeable, upbeat and friendly. I apparently shared the same DISC type as the person moving out of the role? It was a friendly conversation and they seemed to be excited about adding a team member. Rated: 8/10 I followed up with the RPO, gave them feedback on the last interview as directed, thanked them and then bid it farewell - I certainly have the skills, but the culture focus was not a fit for me - and that is very important. A week later, I followed up to close the loop on my side and got an autogenerated rejection email. They record the interviews with an AI note-taker, but TN is a one-party recording state. Make sure you check the Leadership page and social media to get a good grasp on their idea of culture.