The interview process with Onward Energy began like a standard hiring experience. I applied, received an initial email, completed a phone pre-screen, and was then invited for an in-person interview. I was also encouraged to apply by a current employee and family member, which helped move me forward in the process. The in-person interview, however, was where the experience diverged from what I would consider typical or productive. I arrived early and waited approximately 10–15 minutes, which I understood to be normal. I then met with the hiring manager and team lead, but the interview itself consisted of only two questions. After those questions, I was asked to wait while the hiring manager went to retrieve HR. When they returned, I was informed that based on my resume, I could not be hired for the position. I was then escorted to HR, where the conversation shifted toward discussing an internship opportunity instead. This was surprising, as the role was advertised as entry-level. While I do not yet have my accounting degree (I am completing it this year), I do have nearly a decade of professional experience in operations and logistics, including invoicing and accounts payable–related work that would reasonably be considered transferable skills for an entry-level accounting role. Overall, the experience felt abrupt and could have been handled more transparently earlier in the process. If certain educational requirements were non-negotiable, that information would have been helpful to clarify prior to scheduling an in-person interview. I appreciate the professionalism of the individuals involved, but the process itself felt inefficient and misaligned with the role’s stated level.