Poor Candidate Experience I was called in after a screen quickly after applying, however it was an odd experience trying to schedule. The hiring manager was very quick and responsive after our call to move forward, however then delayed the process and communication to make that happen. It took three follow ups spread out over two weeks on my end to get any confirmation with no clarity on why. While that was a yellow flag, I proceeded to my commitment to interview as the role on paper appeared to be a perfect fit. Tip: If you are warm (interested with reservations) on a candidate it is important to still communicate. Should they later become hotter for you, you will likely become colder to them. The onsite interview was with this same person and her direct manager. Each were about 45 minutes, mostly conversational sharing details about the newness of team. There was no rigor to the interview questions, alarming me if I was even appropriately assessed for the role. While I did not get an offer, this style would not have given me the confidence that I was properly vetted to be set up for success. I found it bizarre that they indicated that I would be a good fit as they did not insight-fully learn anything beyond the surface details of my resume. My largest gripe about this process was that I never heard back, even after a timely thank you note to follow up. It’s been two weeks now, the job description is no longer posted, and I was left hanging. They may have decided to move in a different direction with another candidate or to even cancel the job. It’s business, that is fine, but what is not is their lack of professionalism to close the loop– especially to an HR professional who understands that candidates are recruiting customers holding the viral experience to influence others through places like this on glass door. They did not need to tell me why I wasn’t selected but they should have at least told me I wasn’t selected, especially after I followed up. For the sake of those reading this, my hope is that the recruiter they do hire will have the utmost respect for candidate experience to drive processes to reverse this experience for others. For now this is a bad start for a new team. Advise to recruiting – Consider candidate experience, it will help you close those quality candidates that could be having better experiences at your competitors. I have run candidate experience surveys that suggests that all things considered equal (role, compensation), the candidate will accept the role which they had a better experience confirming that interviewers have an enormous impact on the actual acquisition of talent. Just like life, the golden rule should apply to treat others the way you would yourself expect to be treated.