SafetyMax interview questions

TLDR: Beware of this company and its disingenuous and antiquated interviewing practices that will result in wasted time and no offer. -- I was subject to a six-phase interviewing process including 1. A phone interview, 2. In-person interview with the Owner, 3. In-office interview with Operation manager and in-office exam, 4. At-home assessment, 5. Another call with the owner, and 6. A reference check that would finally result in an offer. I went through every single phase with flying colors, which was openly admitted to me by the Owner and his Ops Manager, They both told me and my references that I was great on paper and in person, I was perfect for the role, and that I was at the top of their list. However, in every interaction, they continuously attempted to talk me out of the position. Scrutinizing my experience and questioning my ability to get along with the Owner, I asked them both about this and inquired what about me was causing this pause, "It's not you. You're more than qualified, You're great! It's the owner I'm worried about" the Manager tells me before ending the call to say I will hear back with a formal offer. Ultimately, I received an impersonal and brief email saying I was not a fit and they would be moving on. During the process and now, it is clear that the Owner and his Manager are not on the same page regarding this role, their expectations, and their levels of involvement/oversight. The Owner has made bad hiring decisions before and is scared. He has a set picture of who/what he is looking for and will waste your time trying to convince himself to go with something new, but will ultimately stick to what is familiar/old. He is a micromanager who wants you to follow his process as he has outlined it, despite saying he wants someone who can grow the training program. He does not want a coordinator, he wants a sales person - but will tell you this is not sales. The Ops manager wants someone who is independent, can make adjustments necessary to succeed in the role, and someone who can coordinate - not sell. After a frank conversation with the Ops Manager, it became clear that there will be a constant push and pull for whoever is hired between the Owner and Manager. Do what the Owner says or do what the Manager says. They want someone who can check all of the Owner's antiquated boxes and will not rock the boat for the Manager. (i.e. just let the owner think he is in charge, let him say what he needs to say, and then do it the way we discussed.) At the end of the day, I agree that the right decision was made. This decision was the result of disjointed distrustful leadership, and clearly, not a team that anyone should want to be a part of.