The process includes three stages: an initial 30-minute call with the recruiter, a one-hour interview with the Head of Business Development, and another hour-long conversation with the CEO. Overall, the interviews themselves are fairly straightforward, but pay close attention when the recruiter explains the compensation structure—it’s… unconventional, to say the least. Throughout the process, every person I spoke with seemed laser-focused on one thing: who I know and what accounts I could bring over. The emphasis was clearly on U.S.-based wholesale and distribution contacts, and less on your actual skillset or experience. Repeated questions like “What have you been doing with your time off?” and “Do you still have those contacts?” felt unnecessarily pointed—especially given the state of the job market and widespread layoffs. It was giving out of touch. They also made it very clear that the role requires being in the office five days a week and being available for late-night calls (11pm!) to accommodate China-based stakeholders. I advanced to the final round, only to be completely ghosted afterward. Based on what I’ve read about their sales team culture, though… I think I dodged a bullet.