Was initially contacted via text message to schedule initial screening interview. After multiple issues and rescheduling (due to recruiter - Alex), finally scheduled and confirmed interview time/date. Interview went great, and was told I was a great candidate due to experience, etc. Was then outlined benefits and confirmed were in within my expectations. The was told I was going to be scheduled to meet the managing C-Level, with additional details regarding follow up interviews with some being on site. Was told to expect follow up with schedule first of the following week. First of following week received an automated and incomplete (broken html page) follow up email stating "we have decided to move forward". Rather unprofessional. I would have preferred a generic "we will follow up" instead of outlining next steps. Guess I can't complain as this is the status quo anymore.

The interview process followed a typical structure: initial screening with a recruiter, followed by a conversation with the hiring manager, and then a panel interview with three peer team members. The questions throughout were relevant and aligned with the responsibilities of the role, and I appreciated that the recruiter provided feedback at the end. Unfortunately, the final feedback was disappointing and frankly concerning. Despite coming well-prepared and leveraging years of experience leading large organizations, I was accused of using AI to answer interview questions. The rationale provided was my responses were “too perfect and I find it troubling that clear, structured, and informed answers were not seen as a strength, but for the hiring team a red flag. More problematic was the assertion that I failed to answer questions that I did, in fact, respond to in full. This inconsistency suggests either a breakdown in note-taking during the panel or a narrative being shaped to justify a hiring decision that had already been made. Accusations of dishonesty without any factual basis are not only unprofessional I would say they call into question the fairness and maturity of the interview process. If a company cannot distinguish between subject matter expertise and automation, it may lack the internal capability to evaluate senior talent effectively. Advice to senior candidates: If you are a high-performing leader with deep technical experience and executive-level communication skills, approach this process with caution. There’s a risk that your competence might be misinterpreted, especially if it doesn’t conform to certain expectations. This experience did not reflect a culture that embraces excellence or respects professional integrity.