Interview process was fairly straight-forward. I enjoyed the people that I met and the length of my process. I felt like I was assessed fairly and always kept in the loop.

So, as mentioned to the recruiter during my interview, I was not looking to leave my current company, but there is a concise list of companies that I would interview with, no matter what - Square is one of them. I took the call, and the initial screen went really well, then I was moved forward to a screen with a Tech Recruiter on the team. Thinking back, I don't know if there was anything that I necessarily bombed on. Still, I specifically remember the recruiter asking me, "what kind of things do you do to ensure a good candidate experience?" Answering, I probably gave some super generic answer. I admit, my brain was not firing on all cylinders that morning, or I needed more coffee, whatever. But, again, it wasn't like I completely bombed the interview either. Later that week, I was rejected via email, which is fine since I decided I wanted to stay at my current company anyway. However, I asked the recruiter for feedback via email since I (undoubtedly) know my interview skills are not the best. Ironic since I am a recruiter, I know, but that's rather here nor there. I have received absolutely nothing in response, not even an "as a company, we do not divulge any specific interview feedback to candidates." I would understand that, and I would move on with my life as normal. Personally, I think that is a horrible candidate experience, and I will not interview with them again because of this. No response is not the right call when it comes to interview feedback or candidate experience. Like, did you see my email and trash it? I don't get why you wouldn't at least tell me to get a life or something. Listen. I get it. You're busy. We're all busy. But, I always make it a point to get back to my candidates with some response. So, I guess that's my answer to your question of "how do I ensure a good candidate experience?" I close the loop with everyone that I can, and I make sure they aren't left in the dark. Simply put. Conclusion: Their company vision on candidate experience does not align with mine, so there is no long-term fit there. Fine. If candidate experience is so important to you, I challenge your team to practice what you preach. I'll leave it at that and hope you take this feedback constructively.