The internal recruiter reached out to me just a couple of days after I applied for the role and asked me to take an online test as a pre-screening. The test must have gone well as the recruiter emailed me right after the test ended asking to schedule a phone interview. She mentioned during the phone interview that the hiring manager had seen my resume and was very interested in my experience. Also, I had done a similar role for another large company for five years and knew exactly what was involved once I read this role's requirements. But the recruiter made it out to be a far simpler role than I was pointing out to her. The right thing for her to have done was to connect me with the hiring manager, whence the manager and I could have discussed and compared examples of implementations from both our backgrounds as well as other nuances normally associated with migration projects. This would have been the best way to determine talent/fit. The compensation was set too low -- "mid-west number" as opposed to a "Boston hub number", where I live and where the role is physically located -- and our disagreement over it seems to have been the primary reason in the interview process coming to an abrupt end. The recruiter was pretty adamant about not budging from a "budget". That came across as a red flag. To become a more successful and profitable company, you need to hire the best people and not hire those who can be pigeon-holed into a number. That means recruiting must be driven by Customer Success factors and not the "numbers guy".