Coalition for the Homeless interview questions

Thirty minute phone call. Chatted with two people on their team. They asked a series of questions. Very conversational. Asked about comfortability with working independent- suggesting their isn't much supervising.

I noticed quite a few red flags during the process that seemed to signal mismanagement. About two weeks after applying for the position, I received both a voicemail and an email from the Director of HR asking me to call. The interview was, oddly, with both the Director of Development and the Executive Director - this was a first interview for a midlevel development position. I was asked to bring a copy of my resume, a list of references, and a writing sample ("because they sometimes ask for a writing sample," I was told). When I arrived, I was brought to a conference room and given a paper application to fill out, which mostly asked for information that was already included on my resume, but also asked for my social security number and salary information for all my previous positions, both which I declined to give. Once I finished the redundant application, the HR Director came back and took the application along with my resume and reference list. After an exceptionally long wait, the ED and Development Director joined me. They had copies of my resume, and copies of my cover letter. Which they presumably printed themselves just as they could've done with my resume. I have to assume that that request was just a test to see if I could follow basic instructions. Not a sign of great management. The ED was rude from the moment they walked in the door. They asked questions for about 5 minutes, and most of his questions seemed to be trying to determine whether I was minimally qualified for the position (if anything, I'm overqualified). When I asked questions, I directed most of them to the Development Director, because at a first interview I'm generally trying to gain an understanding of the position itself and the team I'm going to be working with. He talked over her to answer questions several times. It was pretty clear that he was at the interview because he didn't trust his Director of Development to do her job. The interview ended when he asked me whether I had any further questions in a tone that very strongly suggested that I needed to answer "no." I withdrew my application from consideration shortly after leaving the interview. Maybe my impression was wrong, but the ED struck me as a micromanaging bully. I just left one badly managed organization; I have no desire to join another. I'd stay away.