They do not have timely communication and follow-up. The firm does not show a great deal of professionalism, respect and consideration for everyone's time and energy involved. After either of the potential start dates failed to materialize, no one conscientiously came with an organized plan of action to actualize goals vs. the appearance of letting things sit or be forgotten. Person A and person B do not have clear communication nor manage expectations throughout the interview process. Person A, did not come off caring/considerate to ask candidates to invest their time, energy and their personal relationships on amp exercises and business plans if a written offer and employment compensation is unlikely to be given. She also failed to give the amp exercise in the beginning of the process if that what was needed to help improve the recruiting layout. Person B was unorganized. She should of had a more accurately organized calendar and timeline upfront which would have streamlined the process. A poor impression was given since there was not a more organized interview process, layout and format. Many things were not communicated upfront including an impromptu meeting with the higher-up person C. The higher-up person C, professed personal accountability in a interview meeting, but he did not demonstrate that personal accountability whether it relates to communicating how management helps impact employee success, training effectiveness, steps taken to address retention rates, processes implemented to help new advisors/clients, how the company supports employee success or company actions taken to decrease turnover. I also have been confused about being told by person C the negatives about the training program, such as the retention rates aren't that 60% high as the person b said (closer to 20%) and those stats may be outdated. Or the negative aspects of mentorship vs. the positives of it in a recruitment interview. Especially, when I communicated in my business plan that I wouldn't solely depend on mentorship. It's been perplexing I've been told Raymond James training program and mentorship is not the success that they advertised. And despite my production and sales achievements, there was hesitancy or pushback about me participating in a training program, in which I am more qualified and more experienced than many peers just getting into the business that participate in that training program. I also have found it strange the lack of planning execution and follow-up throughout the process. Especially if that program has been touted as premier and above the rest, not the same or worse in the industry. These experiences have lessened my confidence, and if any appearance, shown the lack of the firm's confidence in the training program opportunity. Lastly, I also found it strange for a company that touts focusing on diversity in recent news, after two diverse employees made decisions about a more than qualified diverse candidate, an undiverse third-party (old Caucasian male) abruptly intervened and countered their decisions about the apparently diverse training program's participation. I would hope that I am incorrect and that Raymond James is not a micro-management style vs the culture that was communicated on recruiting pages.