I was invited to interview for a role at this company. During the process it became clear that the position was the result of a recent restructuring in which more than one role had been eliminated and a single replacement was being hired to absorb the combined responsibilities. This was visible in how the role was described and in how the team's current capacity was discussed. It was not a new role. It was a consolidated one, built on top of recent redundancies, with the expectation that one person would carry what had previously been distributed across more than one. A consolidated post-restructuring role advertised at a single headcount is a structural warning sign about working condition. It should be disclosed plainly to candidates rather than left to be pieced together during interviews. After the interview I received no further communication. No follow-up, no decision, no acknowledgment, no closure. For a company of this size, with a dedicated talent function, ghosting a candidate after a full interview is a basic failure of professional conduct. Future applicants should consider asking, before the first interview, whether the role is new or a consolidation of multiple eliminated roles, and what the working hours expectations are in practice.

All of my interviews went well, so I am biased to say that the interview process went smoothly. However, I often had to send HR multiple emails before they would respond with updates/scheduling/etc. I understand that they often can't do much until the interviewer's schedule is figured out, but AT LEAST respond to the potential employee letting them know that. It was very frustrating. Also, other companies that I have worked for have provided interviewer training classes, which I definitely believe my now managers could have used. I felt as though they were not very prepared or well versed in how to interview.