The process included three interview rounds over the course of about a month. While the fort two interviewers themselves were professional and the conversations were positive, the overall coordination and communication became inconsistent after the third interview with the Central Operations Manager. There was a heavy focus on reaching a specific former supervisor for a reference, even after multiple qualified professional references were provided and another former supervisor. This created unnecessary delays and placed the burden on the candidate to facilitate contact that was outside of their control. Following the final interview, communication slowed significantly from the central Ops Manager despite follow-ups. The process ultimately concluded with a generic rejection email sent over the weekend, which felt misaligned with the level of time and engagement expected from candidates. Feedback: Improving communication timelines, setting clearer expectations around reference requirements earlier in the process, and providing a more thoughtful close to the interview experience would significantly improve the candidate experience.