If there is selective pressure to increase resistance, resistance increases over time.
If there is not selective pressure to increase resistance... nothing. There is no pressure to change anything relating to resistance. It could increase. It could decrease. It could stay the same. There is no reason to expect anything in particular about it.
But for the most part, you want to interview as soon as they can and if they have multiple rounds (phone, meet a manager, meet the team) you want to do them as quickly as reasonably possible. They have a position open, they want to fill it, if they hire you quickly, there will be no more competition. They don't want to interview any more people than they have to, so if you're right for the job, they'll hire you fairly quickly. If they aren't willing to schedule your interview fairly quickly, they aren't particularly motivated to fill the position (or have other candidates that they consider higher priority) and might not be worth your time.
When interviewing, remember that the interview is a two way street. Try to figure out what the job really is (the hr who posted position and phone screen people likely know much less about the actual job than the interviewers). If after finding out the details, you are genuinely interested in what they do and what you would do in the position, it'll keep the tone positive, even if you struggle. An underqualified, but motivated, candidate is much more interesting than a highly qualified but apathetic candidate.
Also, by keeping the interview as a conversation (trying to figure out if/how their questions relate to what they job is), you might get glimpses of feedback on how you're doing that you will almost certainly never get directly. This should help get you an idea of if it is going to be a good place to work or not.
If possible, show usages rather than tell qualifications. Rather than saying you can do X, tell a 10 second elevator pitch style story about how you've done it before. Try to have something to say about anything on your resume. They should come out confident that anything you claimed on it was actually you, not just "your team".
If they ask about something you are weak in, admit it, and try to see how they use it and try to offer related experience that shows you understand and are willing and able to learn it. They don't really expect to find a candidate that knows everything, but if you can demonstrate that you are familiar with the space enough to learn it, they'll be more willing to give you a pass.
If you totally fail at the interview but are genuinely interested and show the ability to learn it, you still have a chance. If you show disinterest or get defensive (rather than motivated) when challenged, they won't want to hire you.
If it isn't a good fit in your mind and you'd be looking for something better the day you start, be honest with yourself and them, thank them for their time and let them know that it isn't what you thought it was. A gracious interviewee who doesn't waste their time, may get called back if they have a position that better matches your interests (perhaps even if that interviewer moves to another company). If you accept a job and leave it fairly quickly, that's a big red flag and future employers will likely check that company for references.
Doubling the header size by switching from ipv4 to ipv6 would be significant for systems that nearly always run at 1200 baud half-duplex or slower and have significant packet loss.
If any of your pings actually routed over the RF link from some gateway, it is quite likely that you saturated the link and effectively DOSed anyone on the frequency of that link for miles. So while it looks like they aren't on the internet, it is because you knocked them off of it (and any HAMS attempting to use that frequency for any purpose would also have been DOSed).
It makes much more sense for everyone else to move to ipv6. The normal internet is many orders of magnitude faster and more reliable so leave ipv4 for the slower/higher loss protocols.
They skipped over a few steps of ICS. ICS starts with a single person playing all roles.
It prescribes a way to scale up and down the team in ways that streamlines the communication so everyone knows their role, nothing gets lost when people come in and out of the system and you don't have all hands conference calls and multiple people telling the customers multiple things or multiple people asking for status updates from each person.
There's a couple layers of economics involved here. There's supply/demand for employees/jobs. Fewer employees and more jobs mean higher wages. But there's also ROI. If you can sell a year of an engineer's work for $1M, the difference between $50k in comp and $100k in comp looks pretty minor compared to having them to produce that value and not.
Search for the video "Test Patterns". There's several different resolutions and framerates some with HDR too. That should help you figure out what you're getting.
If there is not selective pressure to increase resistance... nothing. There is no pressure to change anything relating to resistance. It could increase. It could decrease. It could stay the same. There is no reason to expect anything in particular about it.