The interview process was clearly outlined at the start, including a detailed timeline and expectations for each stage. While the process itself was lengthy, I appreciated the initial transparency. After the phone interview, I was asked to complete a candidate exercise estimated to take two hours. I dedicated the time to complete it thoroughly. The stated timeline indicated I would hear back within a week; however, that deadline passed and was extended by another week due to internal delays. Notably, this extension aligned with the next round of interviews, which created the clear impression that my candidacy was being held while other candidates were prioritized. At the end of the additional week, I was informed that I would not be moving forward. While I respect that not every candidate will be selected, the most concerning aspect of this experience was the lack of feedback, particularly after requiring a time-intensive exercise. The rejection email explicitly stated that no feedback would be accommodated. “Unfortunately, we aren’t able to accommodate requests for feedback on why you are not advancing in the hiring process.” Requiring candidates to invest meaningful time without offering any level of feedback reflects poorly on the organization’s respect for candidate effort. At a minimum, candidates who complete assignments should receive brief, actionable feedback. Failing to do so signals a one-sided process where only the company’s time is valued. This approach undermines the overall candidate experience and is a missed opportunity to demonstrate professionalism, respect, and strong employer brand practices.