I went through the interview process and wanted to share some transparency for other candidates. The advertised pay range on the job posting was already on the lower end for a manager-level position in this space. However, once I got in front of the TA team, the actual compensation offered was even lower than what was listed, which, in my view, crosses into lowballing territory. Be aware that the case study is used as a convenient exit if you show any hesitation around compensation during early conversations. In my experience, pushback on pay seemed to move the goalposts on the technical evaluation rather than lead to a real negotiation. The broader issue: the advertised range does not appear to reflect what is actually on the table. Given current market conditions, it feels like a deliberate strategy rather than an oversight. Advice to candidates: Get a specific number confirmed before investing significant time in the process. Advice to management: Honest job postings build trust. Misrepresenting compensation wastes everyone's time.