Although this anecdote is presented as something that actually happened, it feels like a straw-man premise. The VP "practically growled at me" and "found Anand

Although this anecdote is presented as something that actually happened, it feels like a straw-man premise. The VP "practically growled at me" and "found Anand's questions 'super annoying.'" "His assessment that Anand was a 'bad fit' was really code for 'I don't want to feel uncomfortable.'" This seems uncharitable, but if it really does describe the VP accurately as a cartoonish pointy haired boss, this isn't the article that's going to change his mind, even if the fairy tale did have a happy ending. I generally welcome questions in an interview, but not all questions are equal. Some may signal a lack of preparation, don't seem particularly relevant, or come across as canned, like something they read in an HBR article (just kidding). I'm no expert interviewer on either side of the table. If there's one nugget I'd take from this article, it's a challenge to "uncover capabilities, not just experience." How do I convey my own capabilities as a job seeker, or elicit them as a hiring manager? Incidentally, the "77% of all jobs ... require little to no creativity" link takes you to a marijuana podcast, as the Martin Prosperity Institute is apparently defunct. I believe the statistic refers to a footnote in this paper (co-authored by the author of the submitted article): https://tspace.library.utoronto.ca/handle/1807/80108 https://tspace.library.utoronto.ca/handle/1807/80108