I was approached via Linkedin by a member of the Talent Acquisition team and asked if i would be interested in the opportunity and if id like to have an initial discussion. I replied that i would and provided all of my contact details. I received a reply and was asked if i would be available on the Friday, i replied confirming that i would be available and suggested a time. I didnt receive a response so made myself available for the call at the time i had suggested, having not heard from the Talent Team i wrote again two hours after the suggested time id given for the call and then three hours later got a response apologising for "missing the window" but enquiring if i would be available for the following Monday or Tuesday. I responded within 20 minutes and received a response on the Monday and we agreed a call at 10.30 on Tuesday. Four minutes before the call i received a linkedin message cancelling the call, but was asked if i was available later that day and i confirmed that i would be available after 5pm. No response from the recruiter thereafter! Two weeks later i write to the recruiter to understand if there is a wish to have a discussion about this role at which point im advised that the hiring manager has decided not to progress with my candidacy. I am quite clear that had i not written to the recruiter id never of heard from her again. If you are going to look to attract talent to Anaplan this isnt the way to do it but it would seem evident that a HR Leader is required and might i suggest the first order of business might be to review how your look to engage with external candidates, who actually haven't applied to your organisation. Despite the messages that followed after i made the effort to reconnect, all of which followed at a pace that was considerably faster than the prior four weeks extending sincere apologies they are futile. You then focus on trying to recover your brand with me and hope that i will consider Anaplan in the future, can i say you only get one chance to make a first impression with any candidate and if you follow the rule of 9, i will tell 9 people to avoid your company who in turn will share that feedback with 9 industry colleagues, in an industry sector that is extremely competitive and other organisations do talent acqusition better than you do. If this is how your engage with experienced HR candidates then i dread to think how you manage candidates for other roles in your organisation. Had i actually applied to your organisation because I wanted to work for you i might feel differently but you spend time and effort initially to find me, review my CV and you must have thought i was a good fit for the role and then you just dont engage me, a waste of your time and you wasted my time, the former is yours to with as you please the latter is precious to me and you should have represented your brand considerably better than you did. I trust this review will ensure candidates engage with better informed than i was.