It was a mixed experience, but overall a negative one. After submitting my application, I was asked to complete a Predictive Index (PI) test. Many candidates including myself find it a potential red flag because its inefficiency in assessing our true abilities. I still completed the test because I was genuinely interested in joining the company. The following day, I received emails inviting me to join Business Resource Groups (BRGs) and was informed this should be considered my first interaction with the company. At this point, I had not received any updates on my application. I replied to express my interest in the organization and its culture. Two weeks later, I was contacted by the manager of the team, who was kind and professional. However, after spending significant time preparing for the interview, responding to the BRG invitation emails, and completing the PI test, I received a generic rejection email with no feedback. This felt dismissive, given the effort I had invested. The lack of feedback left me to question what went wrong. Especially for minorities like myself, it can even lead to doubts about whether our background played a role even if it’s not the case. We invest so much time and energy into an application and interview, so why don’t you take just a little more time to give personalized, constructive feedback? I promise it will be beneficial for the organization as well because it can demonstrate your genuine respect to candidates and their professional development.