Contradictory feedback from recent interviews

I've made it to the advanced stages of interviewing for two AR/VR Unity software companies I liked and felt were a perfect fit. The first one put me through a two month interview loop (with weekly status updates), with a final 3.5-hour Virtual (Teams) round divided into 30- to 45-minute interviews with 5 separate individuals, including the CEO who took my Teams call while on an Uber to the airport (which should have been a dead giveaway). I thought I did okay, with only a couple minor slip-ups on the Unity questions, but they ended up not selecting me. Although I answered all their technical questions and gave them the floor for most of their respective portions of the call (often leaving me with only 5 mins left for my questions), part of the feedback I got was that I did most of the talking but also was too excited about the job and asked too many questions. The recruiter was nice enough to phone me to say I didn't get the job instead of rejecting me via email, which I appreciated. Still, I was devastated, as you can imagine after two months of false hope. Never again. Applying that feedback to my next 1-hour Virtual interview 3 weeks later at another XR company I was hyped about, I only asked maybe 9 questions this time, all of which have always been relatively safe for me to ask. I heard back from HR after a week saying they were moving forward with other candidates. This time, the feedback was that I should have had more questions for the interviewers to show curiosity and interest! What the heck? This is confusing because after answering all their questions, I did indeed limit myself to asking my standard set of 9-10 questions I always ask at the end of each interview. Both interviewers introduced themselves at the beginning and spoke briefly about their respective roles. Did they mean I didn't ask enough personal questions? (e.g. What do you guys like to do outside of work? What's your favorite part about working here? etc.) With a one hour time limit, I spent maybe 25 minutes briefly screensharing 5 Unity projects, a short debugging demo in my IDE, then answering whatever questions they had about said projects because I I wanted to be considerate of their interviewing schedule. The main interviewer even suggested I should have a "Powerpoint that tells the story of who you are, how you work (your process - how you get from concept to final). the roles and responsibilities you had in previous jobs, showcase your creativity, explain your motivations, indicate how fast your work, and talk about what you think is exciting in the field." My website conveys that out pretty concisely. Do I really just stink at interviewing and never knew about it? Are my questions actually not ideal at all? The feedback feels like they were just looking for any tiny reason to reject me. Do I even stand a chance against all the recently laid off folks from FAANG and other game companies? Anyway, here are my standard questions I've been asking for years. 1. If you are allowed to say, who is your biggest client or market? 2. What SDK do you guys currently use for multiplayer? 3. What do you guys use to track your DAUs, bug reports, and overall analytics? 4. How many other Unity developers are there at the moment? 5. Have you guys had to perform any layoffs or staff reductions recently? 6. What do you guys use for your backend? 7. Do you guys have formal Agile/Scrum/Kanban process? (e.g. story pointing, formal code reviews, 2-person PR approvals, etc. ) 8. As far as your source control process, what’s your Git branching methodology? Some companies follow GitFlow branching, etc. Master, develop, staging, production? 9. Would you say the company subscribes to a "No Difficult Employees Allowed" policy? 10. After everything we’ve discussed so far today, do you have any concerns about my ability to do the job? If not, then when can I expect a decision/start? Thank you for any answers you can provide.