You ask them and see what they have to say about it.
An event like that is actually a kind of a bonus because you get to see how they handle that, do they think it was bad behavior or are they used to it and expect you to be used to it.
> You ask them and see what they have to say about it.
> An event like that is actually a kind of a bonus because you get to see how they handle that, do they think it was bad behavior or are they used to it and expect you to be used to it.
This is not good advice.
Don't squander your interview time on such HR nonsense. You're there to market yourself, it's a first impression type situation where you have the inquisitive attention of multiple stakeholders.
For all you know that guy who's already left the interview process is just a Scheme hater and has basically done everything within his power to obstruct a Scheme enthusiast from finding a job.
Voluntarily squandering more of your interview time on friction he created is not in your best interest, it's just empowering him.
If you later are concerned with offer in hand, you can always have that conversation before accepting. At least that way you've demonstrated an ability to prioritize your use of time appropriately and not simply react emotionally in the moment.
What are you talking about? What squander? Someone does something and you ask "What was that?" Let them say "That guy hates Scheme" or "We don't know, sorry about that.", or fail to.
This much is basic human respect you give to anyone in any context.
It's just another of myriad variables to weight when considering the opportunity vs. others. Maybe the bad interviewer data point just bumps up the minimum compensation you'd accept for that particular opportunity, assuming you even get an offer.
What's important here is you don't react to a bad interviewer unprofessionally by becoming a bad interviewee, producing a high probability of creating no offer at all.
Friction occurs in any professional setting, how you handle it is part of what you bring to the table as a potential employee. Keep your eye on the ball; pursuit of the best offer one can garner.
What you do with that offer is completely orthogonal. Even if you decide in the moment of that bad interviewer being a jerk that you'd never work for the company, there's no reason not to still kill it and discover what compensation you're walking away from. Plus it's just plain good practice at not empowering individuals to negatively affect your behavior/performance.
