My interview with Relativity Space was one of the most disorganized and unprofessional experiences I’ve had in years. The interviewer was visibly distracted the entire time—answering emails while I was speaking. Instead of a real technical conversation, they had a junior engineer read scripted questions off a list, many of which he clearly didn’t understand. It felt like going through the motions rather than actually evaluating a candidate. If you’re going to interview experienced professionals, at least have someone in the room who is present and capable of engaging at that level. But the real issue was the role itself—which no one could explain. The job started in Los Angeles. Then it moved to Melbourne, Florida. Then Alabama. No rationale. No consistency. When I pressed for clarity, I got a rotating set of answers: it was posted, then deprioritized, then maybe a priority again—but no one seemed to know who owned it or why it existed in the first place. That’s not a hiring process—that’s chaos. The whole thing screams “ghost job”—a position that looks real externally but has no internal alignment, urgency, or even basic definition. It’s a waste of candidates’ time and reflects poorly on leadership and organizational discipline. For a company trying to position itself at the forefront of aerospace innovation, this level of dysfunction in something as fundamental as hiring is a serious red flag. If this is how they run interviews, I’d be very concerned about how they run programs.