I applied specifically for the Sales Manager role in Philadelphia. After submitting my application, I learned the role was actually 1.5 hours from Philadelphia. I had previously spoken with a recruiter about an opportunity in the Pittsburgh area, so when I viewed the posting, I assumed the upcoming interview steps were tied to the position I applied for. After two interviews, I traveled more than an hour for an in-person meeting. It was only during that conversation that I learned I was not being considered for the Sales Manager role at all. I was also told there would be no relocation assistance. Later, when I expressed concerns about relocating, the recruiter informed me that a $5,000 relocation package is offered. That discrepancy, combined with unclear communication about my candidacy, made the process feel disorganized and uncomfortable. The overall experience left me questioning whether I was ever seriously considered. I completed multiple interviews, traveled long distances, responded promptly to emails that often went unanswered, and received last-minute requests for additional meetings. When I asked which community I would be assigned to—information critical to relocation—the Sales Director said placements are determined later and that this was the purpose of the in-person interview. The lack of transparency made it difficult to understand the role or expectations. My first scheduled Zoom interview with the Sales Director did not include him on the call, and several discussions shifted into roles unrelated to the one I applied for. It also became apparent that many hires come from outside the real estate industry, despite internal comments that some associates struggle with basic mortgage financing and contract knowledge. In the end, the process felt inconsistent, unclear, and unnecessarily time-consuming. The tone of the final message I received reinforced that disconnect. After several interviews, extensive travel, and repeated attempts to get clarity, the brief and generic rejection felt out of step with the level of commitment they expected. It also seemed to align with a broader pattern: an apparent preference for very junior, less-experienced candidates, even in situations where deeper real estate knowledge would clearly be beneficial. As someone with substantial industry experience, it often felt as though my background was a mismatch for what they were truly seeking, despite the initial outreach suggesting otherwise.