I interviewed with Bluetooth SIG for the Senior Brand Marketing Manager role for nine days spanning nearly six weeks - progressing from HR to the hiring manager, to five cross-functional leaders, completing a presentation assignment that took hours of weekend prep, presenting it in person to multiple executives, and concluding with a final conversation with the CMO. Throughout every step, my enthusiasm for the role was genuine. Even as I noticed several red flags in the process, I stayed committed because I believed in the mission and felt confident I could help drive positive internal change if hired. Unfortunately, that authenticity was not reciprocated. Despite HR's explicit promise in Interview #1 that Bluetooth SIG “does not ghost candidates,” that is exactly what happened. I was told to expect a decision by the end of the week after my final interview; instead, those red flags evolved into complete silence. Two full weeks went by without any update. I followed up with both HR and the hiring manager expressing continued interest, and neither ever responded or acknowledged me further. Not being selected is part of the hiring process...but ghosting a senior finalist after such an extensive, time-consuming, multi-stage interview process is unprofessional and unnecessary. What makes it especially troubling is the fact that this role was specifically for brand management. Interviews are a brand touchpoint that shapes perception and models organizational values. Bluetooth SIG’s handling of this process demonstrated a disconnect between the brand they project and the way they treat prospective leaders who invest deeply and in good faith. This experience suggests significant gaps in the organization’s accountability, communication, and alignment with its own stated values. Candidates deserve respect and closure, especially at this level. Bluetooth SIG failed to deliver either.