First, I had a phone screening with the recruiter. Then, after completing a payroll resolution exercise, I was invited to interview with the Director of People, the person to whom the position reports. The recruiter called me later that day to get my feedback on how the conversation went and confirm my interest. I was next invited to interview with the VP of Color Bar Operations, VP of People, and a tandem interview with the 2 HRBPs. I appreciated that I was given the opportunity to meet each member of the People Operations team. I reached out to the recruiter to get the emails of the people I was going to interview with so that I could send post-interview thank you emails, but he never responded. I followed up with him a week after my interviews to check if there had been any updates to the requisition, and again, I received no response. I found it bizarre that he had been so communicative with me up until that point in the interview process and was now unresponsive. I went on Glassdoor in search of clarification from other interview reviews about hiring timelines and communication only to find reviews dating back to 2018 that speak of the “ghosting” I was now experiencing. Clearly, even with so many negative reviews, the message still has not been received. To be so inconsiderate and unprofessional to ignore a candidate after moving so far in the interview process is unheard of. Frankly, it speaks volumes about you as a company—you don’t care. I never received a rejection email, but it has been 4 weeks since my last interview and I see the position is no longer posted. I can only assume it was filled. My message to you, Madison Reed: if you truly value your team members, your candidates should be treated with the same respect. Do not forget that the employee experience starts with the application process. The one that I had did not reflect kindly on you. My message to you, prospective candidate: don’t waste your time—there are better companies out there that actually walk the talk!