I applied for a C-suite advisory role that seemed like a fit.

7 Comments

1. Barb HansenJanuary 15,2026 at 1:18PM UTC

   I think your concept of asking to postpone the interview to another day would be a great way to manage a similar situation in the future. In fact it shows great C-Suite management skills. I'm going to remember it if I'm ever in a similar situation.

2. GirlBossanova934974January 16,2026 at 2:30PM UTC

   This is precisely why many internal HR departments tell their internal clients to look elsewhere when filing roles. Elsewhere means staffing agencies. The internal client simply cannot be bothered to devote the time needed to fill the role and everyone's time is being wasted. This is the sign of someone who CANNOT delegate and lead. They want to do it themselves and they cannot be bothered to lead or train. A BIG PASS on this job.

3. Dr. Patty GrossJanuary 16,2026 at 3:08PM UTC

   If he was the hiring manager, he may be doing both his job and the advisory role, so while I agree with GirlBossanova... below, this could be the exact problem they are trying to hire someone to help mitigate. Asking if they wanted an outside perspective on the problem could have been an alternative if the "production issue" is in your wheelhouse and you feel comfortable "winging it." Since you don't know whether others have scheduled interviews, asking for an alternate/new time could put you out of the running. If that were truly an option, he might/should/could have suggested it.

4. AnonymousJanuary 17,2026 at 2:38PM UTC

   His behavior is a clear indication of how he would be to work with. You can and should absolutely ask to cancel an interview if you feel your time and energy is not appreciated. Those are your boundaries.

5. AnonymousJanuary 17,2026 at 5:23PM UTC

   I would have asked to reschedule. Production problems always take priority over anything else.

6. SPQJanuary 17,2026 at 5:44PM UTC

   Yes. It's professional and courteous.

   We always blame the other person for not doing something, but it takes a bigger person to say you understand his situation and offer to reschedule.

   It seems that he did not possess the etiquette or know-how to do so. Most people don't. Me and my husband have both encountered distracted hiring managers, either because they weren't interested or they were truly putting out fires. Sure, it makes these professionals look bad but give them the benefit of the doubt--they may just not possess the skills to end the conversation amicably.

   In any case, whether they are distracted or just plain rude and uninterested, it's a waste of time for all parties. What I've vowed to do going forward, is just call it. Even as a hiring manager and you know off the bat it's not going to work out--don't waste their time and don't waste yours. End the interview and thank them.

7. AnonymousJanuary 17,2026 at 6:05PM UTC

   Definitely not to ask for a postponement, he likely has a jam packed calendar and perhaps the recruiter pushed hard to fit you in so that they could advance you in the process because they felt so strongly that you fit the requirements. Don't give the recruiter any negative feedback about how you were handled by the Exec because that could burn a bridge. Let it go. I would send a follow up email to the Exec and the Recruiter thanking them for their time and consideration. Let the Exec know in the email that you send him that you are open to another conversation if/when time allows and less pressing time sensitive projects consume him. That would be a soft reference to his distracted behavior. Chances are at the level you are considering (C level roles) big decisions/production issues can often be distracting if there is a time crunch and if he is the final decision maker. Especially if it is customer facing. Let it go, be bigger than the fact that it was/is not all about you for him and see if a second conversation nets better results. Remember you are still the buyer in this exchange since they came after you. You can reject them at any time if they don't suit your needs but definitely go the process if you can. You could ask him in a second meeting if crunch time is a regular mode for working there. If it is and that doesn't align with your work style then the place is surely not for you. I would still circle back even if your interest is slim at this point, even if you are not a fit for them and they for you after you reassess then use what you gained from the connection because at that level the connections often reappear again and again and if you shut it down hard you may lose future opportunities to use those contacts.

   I once interviewed someone (I was head of Talent) who had a similar situation happen. We ended up going back to them when things got much more normal (post crunch) they worked for us for many years. Treat this as an opportunity no matter what.