Unclear hiring criteria for specialized role I am sharing feedback based on my interview experience for a Project Manager role focused on contingent workforce. The interview process involved multiple rounds and discussions that emphasized the importance of contingent workforce experience and local presence in San Francisco. Both were communicated as key requirements for the role. After completing the process, the role was filled by a candidate with no contingent workforce experience and who was not based locally, despite location being stated as a requirement during interviews. This outcome suggested that the stated criteria did not align with the actual hiring decision. It became clear that the team had a specific profile in mind that differed from the role description and interview messaging. Experienced, industry seasoned contingent workforce professionals did not appear to be the target profile, despite the role’s stated scope. The lack of alignment between job requirements, interview conversations, and final selection created confusion and diminished confidence in the process. Advice to Management Clarify the true hiring criteria upfront, align job descriptions with actual expectations, and be transparent about what type of background is prioritized. This would respect candidate time, improve trust, and strengthen the overall candidate experience.