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.
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.