The interview process was relatively quick and well-organised, which I appreciated. However, I found there to be a significant disconnect between the advertised role and what was discussed throughout the interview process. One of the interview stages involved creating a 30-60-90 day plan focused on taking over a portfolio of existing accounts, including a number of at-risk customers. This immediately felt more aligned with account management or account executive responsibilities than a traditional onboarding role. The job description places a strong emphasis on onboarding, adoption, training, platform configuration, and helping new partners achieve value from the product. During the later interview stages, there was also considerable discussion around customer adoption and ensuring clients were making the most of the platform, which reinforced my understanding that this was primarily an onboarding-focused position. However, in the final interview, I was asked about my experience managing a book of accounts. Given that my background and CV are heavily focused on onboarding, training, customer enablement, and implementation rather than account ownership, this felt like a core requirement that should have been identified much earlier in the process. The feedback I ultimately received was that I was not selected because I lacked experience managing a book of accounts. While I completely respect that requirement if it is central to the role, it reinforced my concern that the position is much closer to an Account Executive or Account Manager role than an onboarding-focused role. My CV clearly demonstrated my experience in onboarding, training, adoption, and customer success activities, and I progressed through multiple interview stages despite not having traditional account ownership experience. Had the account management requirement been communicated more clearly from the outset, it would likely have saved both the company and myself a considerable amount of time. My overall impression is that the role contains a much larger account management and retention component than the title and job description suggest. Candidates with backgrounds in account management, customer success, or portfolio ownership may be a stronger fit than those coming from pure onboarding, implementation, or training roles. The compensation package of £30,000 plus £7,000 OTE also felt relatively modest given the apparent responsibility for managing existing accounts, driving retention, and working with customers who may already be at risk. Everyone I interacted with throughout the process was professional, and the recruitment process moved quickly. However, I believe the role would benefit from clearer positioning and more accurate expectations so candidates can better assess whether their experience aligns with what the company is ultimately seeking.