Conversation started out well, given tour of facilities, and ushered into conference room. During conference room questioning I was asked to explain technical terms on my resume, I was asked a great deal about whether I was married and had kids and then he dug into personal questions about my life unrelated to engineering. I was handed a personality test and given 12 minutes to complete it. The interviewer was unaware of the content of my resume or what I studied in my master's degree program and seemed unprepared for interview. He took me on an office tour which was extremely quiet, messy and most associates seemed very timid as he approached. Cubical walls were very high and now windows were given to the majority of the employees. I politely attempted to introduce myself which was not offered by the president. I asked one new associate what he was working on and he stated, "I don't know, it is only my third week and I have been on my own". The president took my lead and offered to introduce himself to the new associate. I was given a tour of the manufacturing area which was extremely loud and filled primarily with Hispanic workers. None of the workers had ear or eye protection and there were many areas on the open floor surface littered with objects creating tripping hazards. I sat with a new graduate architecture associate and new employee, to witness his process of lighting analysis. He had no idea about codes such as IESNA, IECC or ASHRAE and neither did the president. He was unfamiliar with these codes and standards. The president sat with us and frequently stated that this is costing him too much in time and money. For several hours I watched the associate attempt to cut rectangles into the ceiling of a building model in Rhino sent to him from another firm in CAD. He shared his frustration in needing to change the CAD files to deal with Rhino and use trial and error to determine the daylighting on the work plane. During the conversation, the president and the associate googled daylighting software, the building energy codes I presented and competitors doing daylighting analysis. The president stated, "I don't market our services because I don't want to be too busy or be a potential liability if the new associates don't do their job right". Curious, I asked the president over lunch about this troubling statement, "Why don't you market the service of daylighting". Again he stated, "My partner is just not that into it anymore and wants to get out of that stuff". And, "If I advertise this service, I will have to hire and that costs me too much". Isn't the name of the company CPI Daylighting?????????? Also, if you are hiring, why not just hire individuals who have the skills in the first place? The president also indicated that he purposely contacted a competitor employee and questioned his ability to do and finish a daylighting analysis. He openly shared that his new employee takes too long and proceeded to talk negatively about him through our lunch. I excused myself to use the bathroom then returned and refused to sit down. We left the restaurant and I thankfully ended that event.