Submitted an application 11/21/2023 and received an invitation for the initial recruiter video call within 2 weeks. The interview was with the lead talent consultant/recruiter. The video call was scheduled for about 20 minutes. The recruiter simply asked questions about my previous role where I was a senior account manager handling consumer directed accounts and had direct experience in the type of role the organization is hiring for. I had the opportunity to ask questions about the organization, the team, DEIB initiatives and how empathy is integrated into the organization as this is something that is part of the organization's values. The recruiter indicated that they were aiming for a start date of 1/8/2024. At the end of the call the recruiter indicated that I would receive two assessments to complete and indicated that "all finalist candidates at Businessolver are assessed, using these two tools, as a piece of the puzzle in determining fit in regard to culture and role. Furthermore, these assessments are utilized for future career development and coaching as you progress with our company this is part of the way they determine fit for team members." The two assessments were Caliper which is a combination of personality and problem solving questions; and you can utilize a pen, paper and calculator only to complete the assessment and StrengthsFinder which is a personality test that provides a list of your top 5 strengths. Upon completing the two assessments I was informed by the recruiter that she would "loop back with me as soon as she has had a chance to speak with the hiring manager." This was all done two weeks before Christmas and after not hearing back from the organization I reached out to the recruiter after 7 business days to inquire on any updates and noted that I totally understood that because of the time of year delays would be expected. I did not receive a response from the recruiter before the end of the year or since. It is obvious companies will not hire every candidate and that recruiters also have lots of things on their plate but if you have interviewed a candidate, made them go through multiple hours of assessments and indicated to them that you would get back to them upon meeting with the hiring manager, you should not be ghosting candidates. This is not a good reflection of the company and speaks volumes about the level of professionalism at the organization and respect or lack thereof for candidates and their time. At a minimum a standard rejection email would suffice. For an organization that has empathy as one of their main values and whose services are meant to help companies attract, engage and retain employees, they have a lot of work to do in their hiring practices.