recently went through a hiring interaction that highlighted gaps in role alignment and internal coordination. A brief JD was initially shared over email, which aligned with my background in Project/Program/Delivery Management. However, I subsequently received an application invite for an engineering-focused role on the company portal. After seeking clarification, I was advised to ignore the portal JD and proceed based on the initial communication. During the interview, it became clear that the expectation was for an Engineering Manager role, which was not aligned with my experience. This was despite clearly communicating my background multiple times during the process. This raises an important concern around whether profiles are being thoroughly reviewed before scheduling interviews, and whether there is adequate alignment between Talent Acquisition and hiring teams. At senior levels, such misalignment leads to inefficient use of time and impacts the overall candidate experience.

Question about delivery, people management, and stakeholder management. Multiple scenarios can occur in real life... and how to handle them... like if a client finds the product delivered is not usable... if a critical team member resigned.