They want to change how people talk about them online; how about starting with how your treat candidates coming in and interviewing. The process of this interview took an entire month in part b/c one of the interviewers was out sick due to the flu and had to reschedule. As any interviewee would; I showed empathy for the person; being out sick with the flu and needing to schedule our interview (keep empathy in mind) I had plenty of time to prepare. And prepare I did, I presented them with a short PPT that seemed to highlight and intrigue their interests, enough that they asked that I send them the presentation after the interview (DONE) only in BOX CLOUD, so I had control over the downloads and I could track if they opened it (never did open). Interview over: the 34 person showed me around the office, introduced me to team members -- positive right?? WRONG! Why bother, if they knew they were not interested?? A week passed since the interview -- I reached out to the person as a follow-up. -- no answer. No answer even when I sent them the documents from the presentation when they asked for them. They ghosted me -- even in my many attempts to stay engaged. While I am disappointed, I certainly respect if someone more qualified entered the picture. That said, isn't it a common professional courtesy to let a candidate know where s/he stands in the process, even if it's a difficult conversation? A rejection is disappointing but "ghosting" candidates should not be a part of the culture for a young company like BioTrust Nutrition. They made this a part of their culture. It was obvious from the interview that the person lacked leadership skills and empathy -- that wasn't my problem though.