I was contacted by a recruiter via Linkedin and had a brief phone call with her several days after discussing my qualifications and experience. I was asked to send samples of my work. I then had a second interview with the communications manager I would be reporting to. She was very helpful and thorough in describing the role and what gaps needed to be filled in the current organization. I then explained my experience and how it related to the requirements of the role. I was then asked a somewhat vague question.... "How would you go about putting together a communications strategy and then measuring its success?" I explained this depends entirely on the target audience, the overall goal, etc. But I did provide a hypothetical scenario and explained tackling the process in that specific scenario. It would be much more helpful to see how a candidate thinks by asking them to come up with a strategy based on a specific issue. I was then asked," What new innovation will you bring to our communications team?" I explained I would utilize the power of video in executive communications, etc. I then followed up with the recruiter one week after the interview to inquire about the status, and she called me to explain that they they were going to more forward with other candidates. The recruiter did make an effort to explain to me why, which is appreciated. She told me that the manager thought I did not explain any of the projects I worked on, and that video is not innovative enough since its been around. Let me first say that the manager took half of the 30 minute call to explain the role and its creation ( which was very helpful). That left me 15 minutes to explain my experience, how it connects to the role, and then answer her questions. I spent the majority of those 15 minutes explaining, very specifically, all of the projects I created and launched successfully. She also had samples of my work, which I referenced throughout the call, multiple times. Regarding my answer to the innovation question, video communications is just starting to be utilized in many large corporations and while it is quite mainstream in our world today, using it INTERNALLY within an organization to communicate is not mainstream. Basically, I was fed two excuses as to why I could not move forward. Maybe the fact I had twice the amount of experience as the manager interviewing me was an issue. I find it highly unprofessional that the interviewing manager provided this as feedback, very well knowing that it was a dishonest representation of our interview. Indeed, I will be moving on.

A recruiter reached out to me via Indeed and requested a phone screening. I scheduled for a later date, yet 30 minutes before the set time, she cancelled without a reason and asked to reschedule, which I accommodated. When we finally spoke, the conversation went well and she provided extremely positive feedback--going as far as telling me she was going to pass my resume and our conversation details on to the hiring manager and she would be back in touch with me within 3-5 business days. Two weeks later and she has yet to contact me. Totally unprofessional. Apparently Indeed's mission to "To find people jobs" doesn't translate into respectful treatment of candidates.