This process is the most unorganized level of interview that I have experienced within my entire career. After speak with a recruiter, I received no follow for 4 weeks. I only received a response when I reached out for the follow up, and even that took multiple attempts to receive a response. From the initial recruiter interview, it took 2.5 months to have another interview. I received great feedback from the interview and they wanted to pivot me to another position. I then receive an email saying they are no longer interested. This process is so unorganized and if this is how you treat candidates, then I can’t imaged how your core values correspond to you current workers.

I interviewed with this organization four separate interviews (interview 1, 2, in person tour, and 3), only to ultimately receive no communication (read:GHOSTING) at all regarding their decision. During the on-site visit to tour a facility; however, there appeared to be confusion among staff about which location I was supposed to visit and the staff member I was meeting was late and I had to wait 20 minutes for her to arrive a the Hampton location (I was interviewing for the Newport News location). During the tour, she openly complained about the conditions of their sites, describing them as dirty and dysfunctional, which was concerning to hear as a candidate. After investing significant time (MONTHS) in the process, I was told during my final interview — which included Divisional Vice President Brian Nelson, Regional Operations Director Ryan Yates, People Service Manager Meryl Meekings, and Clinical Services Manager Lisa Pinion — that I would hear back the following week. Unfortunately, I never received a decision, denial, or any follow-up communication. My subsequent follow-up attempts also went unanswered. Being completely ghosted after multiple interviews and assurances of a response was disappointing and unprofessional, especially given the level of senior leadership involved in the process. Candidates invest time, preparation, and professional energy into interviews, and at minimum deserve a clear and timely communication regarding hiring decisions. I hope the organization improves its candidate communication process moving forward.