My Interview Experience with Bad Hiring Managers – A Lesson in Red Flags

Job hunting is hard enough without having to navigate awkward, uncomfortable, and at times downright disheartening interviews. We’re often told to “learn from every experience” and “stay positive,” but some interviews just leave you feeling defeated and questioning the logic of hiring processes altogether.

This is a story of three separate interviews I had with three very different, but equally frustrating, hiring managers. Each one taught me something about the kind of company I don’t want to work for—and why it’s important to trust your gut when something feels off.

Interview #1: Penalized for Not Controlling the Uncontrollable

The first interview was one I initially felt confident about. On paper, I met all the job qualifications. I had relevant experience, the skills they were asking for, and a track record of being dependable and efficient in my past roles. I was ready to have a professional conversation and showcase my strengths.

Unfortunately, it didn’t quite go that way.

The hiring manager seemed uninterested from the start. After a quick run-through of my resume, they zeroed in on one detail: the number of accounts payable invoices I processed per month.

“You only handled 40 invoices a month?” they asked, raising an eyebrow.

“Yes,” I replied, “that was the volume at my last company. I handled them accurately, maintained excellent vendor relationships, and supported the month-end close process consistently.”

The hiring manager leaned back in their chair. “We’re looking for someone who’s managed around 500 invoices a month. That’s our typical workload.”

I tried to explain. “I understand. However, I’d like to point out that processing volume isn’t a direct measure of skill or efficiency. I worked with what was required at my company. I couldn’t exactly ask them to increase invoice volume just to pad my resume.”

But that was it for them. They weren’t interested in hearing more. In fact, they ended the interview shortly after and refused to allow me to speak with the second person I was scheduled to meet.

The message was loud and clear: You didn’t tick our arbitrary box, so you’re not worth our time.

I left that interview not feeling disappointed about losing the job, but frustrated that I was judged on something beyond my control. Processing more invoices doesn’t necessarily make someone better at their job—it just means the company had more paperwork. The lack of flexibility and understanding from the hiring manager spoke volumes about the work culture, and frankly, I was relieved to walk away.

Interview #2: A Lesson in Communication Barriers

The second interview was… confusing, to say the least.

This time, I was excited about the opportunity. The company had a decent reputation, and the job seemed like a good fit. I went into the interview optimistic.

Things started off well enough until towards the end of the interview where we got to ask questions. I asked what I thought was a simple, thoughtful question:
“Do you like process improvements?”

The hiring manager explained that if we think you’re the right candidate, we’ll bring you in for the next round.

Not the answer to my question. The hiring manager was like oh what is your question? I asked again, do you like process improvements?

Still no clear response. They looked unsure. “Uh, if we think you’re the right candidate, we’ll bring you in for the next round.”

Not the answer to my question.

So, I tried again. This time, I gave a detailed explanation – making workflows more efficient, reducing unnecessary steps, automating manual tasks and an example of how I had improved a past process by reducing manual data entry and increasing invoice turnaround time. I explained how these improvements not only saved time but also reduced the risk of error.

Finally, they responded:
“We don’t need any process improvements. Everything we do is fine.”

That was the moment I mentally checked out.

If a company isn’t open to improving processes or even acknowledging the concept, that’s a red flag. It tells me the team is more interested in maintaining the status quo than finding smarter, better ways to work. It also means innovation, creativity, and fresh thinking likely aren’t welcome there.

It was a disappointing realization, but at least I got my answer. That job was not for me.

Interview #3: The Thinly Veiled Insult

If the first two interviews were awkward or frustrating, the third one was downright demoralizing.

After 15 minutes of speaking with the hiring manager going over my resume and professional experience this hiring manager had a condescending tone. She immediately said to me, “We’re looking for someone with more experience.”

I was stunned. I had done my research. I met the job qualifications. I came prepared.

Still, I tried to keep things professional. “Can you clarify which areas of experience you feel I’m lacking? I’d love the opportunity to explain how my background aligns with the role.”

She shrugged. “Honestly, we need someone who’s done higher level work before. I don’t have time to train.”

Then came the kicker:
“Maybe we could offer you a lower-level, temporary position if something comes up. That might be a better fit.”

It was one of those moments where you smile politely while silently seething inside. Her words felt like an insult dressed up as a favor.

At that point, I knew I wasn’t getting the job. More importantly, I no longer wanted it.

If a hiring manager dismisses you without even giving you a fair chance to speak—and then offers a job below your skill level as a consolation prize—that’s not a team you want to join. That’s not a place where you’ll be respected, supported, or given opportunities to grow.

Lessons Learned: Red Flags Are Real

Looking back, these experiences—though incredibly frustrating at the time—taught me a lot about what to watch for during interviews. Just as companies are evaluating you, you should be evaluating them too.

Here are a few red flags I’ll be watching for in future interviews:

Overemphasis on Numbers Without Context
Judging someone purely on metrics without understanding the why behind them is narrow-minded and short-sighted. Good hiring managers ask thoughtful follow-ups—they don’t shut the door without listening.
Lack of Curiosity or Open-Mindedness
When a hiring manager can’t (or won’t) engage in a meaningful conversation about improving their work environment, it likely means they’re resistant to change—and that’s not an environment where I can thrive.
Dismissive or Condescending Behavior
If someone treats you like you’re not worth their time, believe them. That’s how they’ll treat you if you take the job.
No Opportunity for Dialogue
Interviews should be two-way conversations. If a manager won’t answer your questions or disregards your input, it’s a clear sign they don’t value collaboration.
Insults Disguised as “Opportunities”
Being told you’re only good enough for a lower-level role when you applied for something you’re fully qualified for? That’s not constructive—it’s insulting.

The Silver Lining

Not every interview ends with a job offer—and that’s okay. Some end with valuable insights about what kind of company culture, leadership, and values don’t align with yours. And while that doesn’t pay the bills, it does help you narrow your focus and build a clearer picture of what you truly want in your next role.

For me, these experiences reminded me to advocate for myself, to trust my instincts, and to keep moving forward—even when it feels like the job search is just a series of letdowns. The right opportunity will come, and when it does, it won’t require me to justify things I couldn’t control, explain the basics of process improvement, or accept a demotion just to be seen.

To anyone else dealing with frustrating interviews: hang in there. Every “no” is one step closer to a “yes” that actually respects your value.

And when you finally land that job where you’re appreciated, challenged, and supported—you’ll know it was worth the wait.