tl;dr If a company is still a small company and is either incapable of or unconcerned with showing some basic humanity during the recruitment process, then that should tell one leagues about that company and how it functions day-to-day and what that company values. (late August) After being recruited for the role by an external source, I was on the fence but decided to give it a go because I like the idea of being able to play a role in helping to build a small or startup company. (mid-September) A first-round call was scheduled, which went exceptionally well. Which is to say: there was not only a seemingly solid professional connection but also a moment of "wow, I think this is a solid human being." I won't say that I was entirely wrong; but I absolutely was not entirely right about that assessment. Two further rounds of interviews were scheduled. These two interviews were pretty customary and rather run-of-the-mill. (October-mid October) A “final” interview round was scheduled with someone who kinda came out of nowhere, and who, during the interview, was too pre-occupied to focus and required another interview round a week and half later. The FIRST red flag was that the company has only been through Series A, which may or may not mean anything but the most recent major press is from 2019 and the site doesn't rank well (SEO). All together, it raises questions and concerns. The SECOND red flag was the gigantic gaps in communication. Startups are hectic, sure, but startups/young/small companies are also super hyper well- positioned to bring some humanity to the recruitment process. The THIRD red flag was, by the "fourth" interview round, the legitimate over-inclusion. If a job isn't in the area of neurosurgery or rocket science, then idiots generally can do it. The FOURTH red flag was the absolute RADIO SILENCE after a month and a half of interviews. All that said, I’m grateful and entirely relieved because all signs in this process indicated that this would have a been a NIGHTMARE of a job with a company that clearly hasn't found its footing. Also, another lesson learned: if a hiring manager TELLS you that he or she is empathetic and values emotional intelligence, then best not to believe him/her unless the person SHOWS it. Easiest way to do that in a situation like this is to keep candidates apprised (e.g., it takes the simplest quickest shortest email to do that) during a recruitment process which, in my case, turned out to be an absolute, utter, and frustrating waste of my time.