The interview consisted of a prilminary phone screen (approximately one month after submitting an online application), which if conducted successfully resulted in panel interview at the position domicile. The phone screen & interview were both conducted with the utmost professionalism. The interview panel was in the middle of some time sensitive activities during my interview, but was (in my opinion) genuinely vested in finding the right candidate for the position. If I were to point out one area of improvement for United's interview process, it would be extending the courtesy of the, "TBNT" in a timely fashion or in my case, at all. Recruiting in the inflight sector can be tough. Millions of applicants would kill for any job in this proffesion. That being said, it would seem that after initial screening, phone interviews and cross country positive space tickets to interview a candidate in person, you'd at least reach out to extend the courtrsey of saying thanks for meeting with us. United has struggled for almost a decade with employee relations that have crippled their name amongst legecy carriers. It would be a great idea for UA to focus on initial employment processes. There are a great many ways to change a company, but none more effective then hiring the right people. And whether a candidate is right or wrong aligning your processes with core values is a sure fire way of maintaining a great name in the industry.