The 1st round was phone screening, the 2nd round an interview on spot with another associate, the head of Sales and head of Operations. All seemed very friendly. A couple days after I receive a negative answer template including the wrong job title in reference. No constructive feedback provided, and when I asked for it, I was just ignored. While I understand that giving each candidate a personal feedback might be time-consuming, I trust it is also part of creating a positive candidate experience ( which was ABSOLUTELY NOT the case at fareharbor). Not to mention, highly valuable and way more appreciated than receiving a pre-made rejection template. It is common practice, at least it should be, for companies that dare consider themselves as inspiring leaders in their industry (also DEFINITELY not the case for Fareharbor). An advice to management would be to also improve their recrutment process, if they do wish to become leaders one day.