Strong interviews, poor candidate experience: I was left hanging for weeks I was referred in mid-December 2025 for a People Ops role by a former manager. The first interview took place shortly before Christmas 2025 with the Head of Talent, followed by a second interview on Jan 5, 2026 with the VP of People. Both conversations felt positive and engaging, which made what happened next even more disappointing. After the second interview, there was complete silence for weeks. No update, no timeline, no next steps, despite multiple follow-ups. About a week later, I sent a polite email to the Head of Talent asking for an update: no response. Another week later, I followed up again and cc’d the VP of People: still no response. Only today, around a month later did I receive a rejection from a Talent Acquisition team member, saying how strong my interview performance was and that they would like to stay in touch for future roles. That’s hard to take seriously when candidates are ignored for weeks beforehand. I’m genuinely disappointed by how I was treated as a candidate. Regardless of whether the outcome is a yes or a no, leaving candidates in the dark after interviews for weeks is disrespectful and creates a negative impression of the company’s culture and ways of working. What I would expect from a professional process (and what good looks like to me): Clear expectations after each step: “We’ll get back to you by date X” and then follow through. Responding to candidate follow-ups within 48–72 hours, even if it’s just a short status update. Process transparency: who decides, what are the next steps, what is the timeline? A fallback when things slow down internally: proactively communicate delays instead of ghosting. I truly hope the company urgently reviews and improves its recruiting process. Great candidates aren’t won just through interesting roles but through respect, communication, and reliability.