I applied for a Recruiter position at Hearst, even though the compensation was significantly below market rate. I was genuinely excited about the opportunity due to its personal significance—my father founded two magazines during his career, and my half-sister launched a local newspaper. Joining Hearst felt like a meaningful way to honor their legacies. Unfortunately, the interview experience did not reflect the level of professionalism I had hoped for from such an iconic media institution. Two weeks after submitting my application, the Director of Talent (also the hiring manager) reached out—not to schedule an interview, but to send a list of behavioral interview questions via email. Typically, these types of questions are part of a live conversation, not a pre-screening task with no context. I replied asking what the rest of the interview process would entail, but I never received a response. It was disappointing to feel undervalued—not just in terms of compensation, but in how the process was handled. As a recruiting professional myself, I understand how important it is to provide candidates with a respectful, efficient, and transparent experience. Hearst has a remarkable legacy, and I sincerely hope its internal hiring practices evolve to reflect the values it projects. Candidates—especially those applying for roles within talent acquisition—deserve a process rooted in thoughtfulness and professionalism.