Providing my feedback to the leadership and hiring team at Haven based on an interview experience beginning Sept to Nov 2017 1. Communicate clearly the job requirements & experience - As a team, be clear about what you expect from candidates and actively communicate it during the interviews. After going through 13 rounds of interviews and realizing you have a change of mind and want someone with ERP enterprise experience demonstrates uncertainty of what you want. It is highly unprofessional and disrespectful to the person. 2. Review your compensation philosophy - You want to bring in top talent and the best of the best in the field, yet you are not willing to match it with compensation seems disingenuous. If you are looking to hire someone passionate about the mission and not for the pay, you should over emphasize the mission and future upside possibilities. You destroy any enthusiasm candidates have about the mission and respect for the team when you seem to be negotiating with yourself on comp even before presenting any offer. Not to mention that asking candidates about their comp will be unlawful soon. 3. Make hiring a priority - You claim this is the most important thing yet on multiple occasions, there was lack of any communication and follow up for 2 weeks. It is a contradiction on making hiring a critical function. Additionally, there is plenty of data that shows that having more interview rounds does NOT lead to better hiring outcomes. I hope the team reflects on the feedback and rethinks their approach. Hiring and being good at hiring is a competitive advantage in a highly competitive market. You can do better Haven.