The job spec was vague and the job title meaningless. As some of the required experience seemed to match I submitted my CV via the Workday system and trusted that the hiring team could decide if I might fit what they were looking for. There was no screening call. I planned to ask about job content at the start of the interview to make sure this was a job I would be interested in. The Talent Acquisition person (TA) joined the virtual interview about 5 minutes late and the hiring manager was about 20 minutes late - both were supposed to attend from the start. Both apologised when they arrived but it gives a bad impression of their respect for others. I don’t know what was going on in their lives to cause this but if it’s that urgent / important then reschedule the interview. TA asked intrusive and personal questions which took me by surprise and I tried to answer as best I could. I felt very uncomfortable and upset throughout the interview – on reflection afterwards it felt like I had been subjected to gaslighting. In the moment I couldn’t think of a polite way to tell her how out of line I thought this was. These were questions that might be appropriate in a therapy session but not in a job interview. TA asked no questions that I recall about my skills or experience. When the hiring manager joined and asked a couple of questions, I made it clear that I wasn’t able to tell what the job was from the spec and why I had applied. It turned out the job wasn’t what I was looking for - I said as much and wished them good luck finding someone. TA still asked about salary expectations even though it was clear we were not going any further with this. A 5-minute screening call could have saved all of us wasting our time or failing that, the hiring manager showing up on time so I could clarify the job content. I emailed the hiring manager after the interview to feed back about how inappropriate I felt the questions had been. Advice to Roche. Put down the management-consultant Kool Aid and advertise jobs with a meaningful job title and a job spec that at least outlines what the person will do. Talking about foundational work, squads and chapters for most of the spec and giving vague hints about conducting clinical trials but not what role you would play in conducting them helps nobody. Rein in your Talent Acquisition team if they think it’s OK to ask inappropriate questions. It’s definitely not OK.