The interview process consisted of three steps. First was a 15-minute video screening with a recruiter. The second was an in-person interview with the showroom manager, who also introduced me to the team so they could get a sense of how I might fit into the workplace. The final interview was with the regional sales manager, which is typically conducted in person but may occasionally be virtual. My impression was that the hiring process placed significant emphasis on subjective factors, such as overall personality, interpersonal style, and perceived cultural fit, rather than solely on measurable qualifications or experience. At times, it felt like these subjective impressions carried more weight than objective criteria, making the process somewhat difficult to predict.