I was recently invited to interview for a senior leadership position at Spectrum.Life and, unfortunately, the experience was deeply disappointing from start to finish—especially for a company that positions itself at the forefront of health, wellbeing, and innovation. The process lacked clarity, structure, and respect for the candidate’s time. After multiple rounds of interviews and a presentation that required significant preparation, I received no meaningful feedback at any stage. The communication was inconsistent, with vague direction, repetitive questioning, and very little indication of where I stood throughout. For a role at this level, I expected professionalism, transparency, and at least a baseline level of candidate care—none of which was present. These felt disconnected not only from my CV and presentation, but from each other—suggesting that interviewers either hadn’t reviewed my materials or were not aligned on what the role required. Each conversation felt like starting from scratch, and despite being told my experience could bring “a fresh perspective,” the process seemed unable to engage with that idea constructively. The final disappointment was receiving a generic rejection email—with no proper feedback or context—after investing weeks of preparation and time. For a senior-level position, this is both disheartening and unfair. At the very least, companies should offer candidates closure in the form of specific, respectful feedback. For an organisation focused on engagement and wellbeing, Spectrum.Life should take this as an opportunity to re-examine the candidate experience it offers—particularly at leadership level. Clearer communication, internal alignment, and more thoughtful handling of candidate efforts would go a long way toward creating a process that reflects the values the company promotes externally.