I participated in a multi-round interview process that spanned approximately 7–8 weeks (mid-February through early April), including a multi-hour timed assessment. The process lacked coordination and consistent communication. The assessment focused on abstract problem-solving and puzzles that did not appear directly relevant to the role. Despite this, assessment performance was later cited as a factor in the decision, which was confusing given prior feedback indicating alignment in thinking and approach. At the final stage, the decision appeared to rely on a single subjective opinion, with feedback that was vague and not tied to measurable skills or role expectations. After a significant time investment, the lack of clear, actionable feedback and follow-up reflected a lack of professionalism and respect for candidate time. Candidates evaluate organizations just as much as organizations evaluate candidates. Based on this experience, there were multiple points in the process that raised concerns about structure, consistency, and leadership approach.