The interview process is developed and managed by the departmental or divisional head, not by a central HR. With no central oversight, it can lead to a poor interview process. Over approximately 3 months, I had 4 interviews with different members in the office that would be reporting to me and with different colleagues across campus I'd be working with. I was also given a lengthy assignment. Communication was poor and delayed throughout (surely they were busy, but not an excuse for 3 months of dragging). Finally, I was offered the position pending reference checks. However, at that time I mentioned I needed to know the salary before they speak with my current employer. I explained all I was expecting was a lateral to small raise (for a lateral level position), citing I saw CU in my long term trajectory. At this time, I was told my salary at a much smaller university exceeded their budget. Later, I learned my salary was more comparable with the hiring manager and rather than communicate with me, she used my salary as leverage to get her own promotion. Great - agreed she deserved more. But stringing candidates along due to lack of organization and for personal gain is really not forming strong relationships with what would be strong candidates. I still hope to bring my skills to CU one day, but I would recommend their central HR monitor these dept/divisional level irresponsibilities that happen, esp for candidates at the upper level. It was a total time suck and could have been prevented up front through clear communication.

1 screening call with the hiring manager (zoom), 1 panel interview (also zoom) with the core team during which I presented a strategic plan I was asked to develop, and 1 in-person meeting with business school leadership. After all that... I never heard back. Not even a "we're moving forward with other candidates" email.