I want to preface my feedback by saying this isn't a "sour grapes" situation. I'm a seasoned marketer and having been on the hiring-side myself, I know a lot goes into the consideration process. You win some and you lose some. In the spirit of constructive feedback, I recommend the hiring team at EOS consider a few things as they look to scale their talent. It was a really seamless process in the beginning. I thought I was going to speak first to the hiring manager but went directly into a panel interview with 3 stakeholders. No big deal, I was glad to have a forum with the decision makers. At the end of the call, I was told by the hiring manager to give them “24-48 hours” to determine next steps. I sent my thank you's, received a reply back from one of the stakeholders which was nice. I waited about 3 business days and reached out to HR who said they were still in the consideration process and was hoping to know more by EOW. Hours later, I received an email from the hiring manager on the heels of the email from HR, saying they were still evaluating their pipeline and they will get back to me. Which brings me to some feedback. As a hiring manager, be certain about when you'll follow up with a candidate on next steps before you commit. It's okay to not know, but if you say, "Give us 24-48 hours" that's what a candidate will expect. So when they haven't heard anything they will likely check back. That was my case. Make sure you and HR are on the same page in terms of where things stand, in the event the candidate reaches out, so they’re not getting conflicting messages. If you’ve established an expectation with a candidate, just own it. You could say, “We thought we’d know the next steps sooner but we’re back to evaluating our pipeline.” Almost 3+ weeks later, I doubted I would receive any response and when I did, it wasn't from HR or the person I would be directly reporting to. Instead, it was a stakeholder who was part of the panel interview, which was odd. In general, I felt the process was a bit strung out, communication was inconsistent, and I didn't get the vibe that my time and effort was considered particularly valuable, especially as a senior level professional who had direct experience with their product. It went from highly organized in the beginning to fragmented and I think this could be easily prevented in the future by leveraging the operational rigor being promoted by EOS Worldwide.