The interview process was excessively long, disorganized, and required a disproportionate investment of candidate time. The process, which took over 4 months, included more than a dozen interviews across multiple levels of the organization, including senior leadership and the CEO. On top of this, I was asked to complete a psychometric assessment and meet with a corporate psychologist, which felt excessive for the role and was not clearly explained in terms of how it influenced decision-making. Communication was inconsistent throughout. At times I was in contact with the recruiter multiple times per week, followed by extended periods of silence with no updates or clarity on status. This made the process difficult to navigate and unnecessarily drawn out. Near the end of the process, I was engaged in relocation-related discussions with the internal recruiter, including detailed questions about moving timelines and preparation, which strongly signaled an impending offer. I was then informed shortly after that I was not selected. Following this, I was told that although this role was not the right fit, a similar upcoming role would be a better match and that I would be considered specifically for it. Despite this direct follow-up, no further communication occurred. Overall, the process demanded a very high level of time and effort from candidates over several months, without a corresponding level of structure, transparency, or follow-through from the organization. The lack of closure after sustained engagement made the experience feel unnecessarily drawn out and inefficient. Additional recruiter outreach later suggested future opportunities would be shared, but this also did not result in any follow-up. Advice to Management / Recruiting Team: The hiring process needs to be significantly streamlined. More than a dozen interviews is not reasonable for most roles and creates unnecessary burden for candidates and internal teams. If a process requires this level of time investment, communication and decision-making should be far more structured, transparent, and timely. Candidate time should be treated as a finite resource, not something to be repeatedly extended without clear outcomes. Overall: While the company is well-regarded, the candidate experience reflected an inefficient and poorly managed hiring process that placed too much burden on candidates without clear communication or closure.