The interview process consisted of two interviews, approximately 2-3 weeks apart. The first interview was a technical phone screening where one of their managers gauged your experience and technical aptitude in the field. The second interview was approximately two hours long in which I interviewed in front of four different people in teams of two. Each interview, again, gauged your experience in various aspects of physical security. The interviewers certainly presented themselves professionally and represented their company well as an organization of respect, ethics, and values, as well as a positive corporate culture. I interviewed on a Monday and was supposed to have a decision by that Friday as to whether or not they would be extending me an offer. That Friday afternoon, I received a phone call from one of their talent acquisition people stating that the hiring committee needed an additional week to make a decision and that I would have a decision by the following Friday. I have since heard nothing and two phone calls requesting follow-up have not been returned. Ghosting a candidate and taking an inordinate amount of time to make a hiring decision not only chase good talent away, but also portray an organization as risk-averse and ineffectual. Additionally, with emphasis on the ghosting part, it portrays the organization as being counter to the ethics and values oversold in the interview.