Pros: The initial interview experience was positive. I spoke with multiple directors and the SVP, and there seemed to be genuine excitement about my qualifications and potential fit. I appreciated the time and depth of the conversations early in the process. Cons: Unfortunately, the process quickly unraveled. What began as a conversation for a Manager role evolved into an opportunity for an AVP position—which I was encouraged to pursue with assurances that the Manager role would remain available if AVP didn’t pan out. Those were direct words from senior leadership. After multiple interviews, a presentation, and months of engagement, I was ghosted repeatedly. Deadlines passed without communication. I received vague timelines that were never honored, and when I followed up professionally, I was either ignored or met with contradictory statements about what was promised. In the end, I was informed—after asking multiple times—that neither role was available. There was no apology, no accountability, and no closure. A senior leader claimed there was a “miscommunication,” despite very specific conversations and quotes. Advice to Management: If you tell a candidate “the role is yours” or “you’re the top choice,” honor that. If things change internally, communicate clearly and promptly. Candidates deserve transparency, especially when they are transparent with you. This kind of experience erodes trust and damages your employer brand more than you think.