Pros: ∙ Stakeholders were professional, knowledgeable, and engaging ∙ Interview conversations were substantive and interesting ∙ Hiring managers clearly cared about their teams and work Cons: ∙ External candidates appear to be evaluated as backup options while internal candidates are prioritized ∙ Communication breaks down significantly after initial interviews ∙ Long periods of silence (2+ months) without updates ∙ Lack of transparency about hiring priorities and timeline ∙ HR function demonstrates the very dysfunction it should be preventing Review: I interviewed with AXA twice over two years for similar roles in the HR function. Both processes followed a similar pattern, which is statistically significant. First time (2023): Multi-step process including final presentation to leadership. After the presentation, I was informed the offer went to an internal candidate, no feedback was offered. While disappointing, at least there was clear closure. Second time (2025): 90-minute interview with hiring manager was engaging and positive. Also, I learned the role had originally been intended for an internal candidate who declined it. After that: 74 days without communication despite a professional follow-up email. The recurring pattern suggests a culture where internal mobility is prioritized (which is reasonable) but external candidates aren’t treated with corresponding transparency or respect for their time. Then, a response message saying "hiring priorities have shifted, but we might be able to progress soon, etc etc…" What’s particularly concerning: This type of dysfunction is happening within the HR organization itself - the very function that should be setting the standard for candidate experience and professional communication. When HR can’t model the candidate care they presumably advocate for across the business, it raises questions about organizational culture and values alignment. Advice for candidates: ∙ Ask upfront if internal candidates are being considered ∙ Don’t pause other job searches while waiting ∙ Set boundaries on how long you’ll wait for communication The individuals I met were impressive, but the recruitment process needs significant improvement in communication and transparency. In both cases, I found opportunities elsewhere with companies that offered the growth I was seeking while treating candidates with respect.