Really brought in the big guns on this one. Did a ton of research beforehand that ended up being a complete waste of time. Your typical situation/behavior-based questions. Do they want a good interviewer or do they want someone who has the background, skills, & qualifications for the position? Anyone can answer questions using the STAR method. Also, while I'm at it, the whole applicant tracking system is flawed. For the love of God, what do you have to do to get a hiring mgr to view a resume w/ their own eyes vs. an entry-level, recent college grad and/or key word system? Anyways, interview didn't go the smoothest, but I've had worse that resulted in offers. Sent ty email and mailed ty note right away. Also, tried to alleviate reservations by attaching press releases, references (including from VP level), awards, certifications, yada, yada. Of course she probably doesn't realize what it takes to break into the industry, stay in the industry, and be successful in the industry - let alone the call points which consist of educating high-profile cardiologists and electrophysiologists (who typically go to school longer than her age). FU email a week later (attached presentation) and received the thanks, but no thanks generic automated email rejection letter a day later. Replied for constructive feedback, which I doubt she could ever provide, and has not responded. To think I used to interview distributors for these types of positions...