Interview Process: The process included multiple interviews, a time-intensive skills assessment, and a request for five professional references. After contacting several references, I was left with the impression that I was the final candidate. There was no communication to indicate otherwise. The lack of transparency was frustrating. After my references were called, communication ceased. I later received a vague rejection email that provided no feedback or closure. It was disappointing, especially after investing significant time, effort, and emotional energy. During the interviews, senior staff even spoke down to their colleagues. One panelist openly demeaned the person who previously held the role, making inappropriate and condescending remarks. It was alarming. If this is how leadership speaks about former staff in front of candidates, it raises serious concerns about internal culture. Interview Cons: Skills test required with no feedback Multiple references contacted without clarity on candidate status No follow-up after final steps, just a generic rejection email Dismissive and impersonal tone throughout the final stages Panelist demeaned a former employee during the interview Advice to Candidates: Approach with caution. Be prepared to invest significant time and energy without transparency or respect in return. The experience was emotionally draining and inconsistent with the values one would expect from a mission-driven nonprofit. If internal culture is reflected in how they treat candidates, that should give a serious pause.