I went through four rounds of interviews for an Executive Assistant/​ Marketing Program Coordinator role. Early in the process, the recruiter shared that although they had received a high volume of applicants, I was the only one at the time, who had the specific experience they were looking for. Naturally, I was optimistic about moving forward. The interviews were engaging, and I appreciated getting to know the team. But the overall process lacked structure and consistency. Interview steps were added midstream with no notice, and I had to follow up after nearly every round to find out what was next. Almost all communication from the recruiter came through the ATS system and was limited to asking for my availability. I only received one direct response to my emails during the entire process. There was no timeline provided, and by the end, it felt like I was managing the process myself. After meeting with four team members​,​ I was rejected a week later via a generic message sent through their ATS. It thanked me and mentioned they were going with a candidate who had “more recent experience specific to Marketing,” which contradicted the initial message from the recruiter that I was already the most aligned candidate. For a company that talks about structured systems and people-first values, this experience didn’t reflect that​ - at all. The disconnect between internal teams was clear, and the decision​ making felt ad hoc. More importantly, the human element was missing. Interviewing isn’t just about qualifications. It’s about respect, connection, and communication. When companies fail to show that, it leaves a lasting impression. Candidates are evaluating you just as much as you're evaluating them.