My interview with Haku started strong. I met directly with the CEO and COO, and the culture came across more positive than I anticipated. I was genuinely excited about the role, especially after being considered a second time. The turning point came when the CEO asked me to confirm why I reapplied and what specifically concerned me in the parental leave policy. I answered honestly — the one-year waiting period for maternity leave — and from that moment, the tone shifted. Despite being asked for my salary expectations and being told I’d receive a call the next day, no follow-up or closure ever came. The silence was especially disappointing given how far along the process was and how personal the conversations had become. It left me with the impression that pregnancy, or even the possibility of it, was viewed as a liability. This felt contradictory for a minority-owned company with a workforce that is more than half women and that outwardly promotes diversity. There were positives in the process, but if parental leave is going to be treated as a sticking point and communication ends without closure, candidates deserve to know that upfront. Aligning the candidate experience with the company’s stated values would make a big difference.