Misaligned Expectations and Poor Communication from Leadership
The interview process started off positively, but quickly became disorganized after the final round. I interviewed for a project management position and had productive initial conversations. However, after the final interview with the VP of Engineering, the experience went downhill:
• The final interview revealed the role had significantly broader responsibilities than originally described — including scope that seemed to demand an operational director or GM, not a PM.
• There was a notable disconnect between leadership’s expectations and the advertised compensation, which raised red flags.
• After my final interview in late October, I received no updates for 10+ days, then was told the team was “traveling until mid-November and unable to decide.”
• Just three days later, the position was reposted publicly — yet I still wasn’t given any clarity or closure.
• After multiple polite follow-ups, I finally received a generic rejection email on December 2 — more than six weeks after my final interview. Strangely, I also received a second rejection email later that same day, which appeared automated and made no reference to our previous communication. This disorganized and impersonal approach left a poor impression.
I understand not every interview leads to an offer, but clear, timely, and honest communication is the bare minimum in a professional hiring process — especially for senior-level roles.
💡 Advice to the company:
Reevaluate how your leadership team aligns role expectations with compensation, and improve your communication with candidates. Ghosting someone after final-round interviews is not a good look — especially when the role is reposted while the candidate is still “under consideration.”