I recently interviewed for an upper-level position with UNFI in a Directors role. This consisted of an initial phone screen, a one-on-one teams meeting with the department head and a panel interview with Operational and HR leadership personnel. During the interviews everyone was very forthcoming, pleasant and professional. They did a nice job of describing the business and where things stood departmentally and what the future goals were. I believed things went very well and there was a mutual fit. I am not sure if there was one more level of interview after this or not. My last interview occurred on a Thursday or Friday. I was told I would hear something the early part of the next week, and that they had a couple of more people to interview. About 10 days went by and I heard nothing. I did reach out to the original recruiter who set up the phone screen to inquire about next steps and/or my status and received no response. It has not been over three weeks, and I have heard nothing. Not being selected for a job you really felt was a good fit and that you really wanted is common and I have no issues with a potential employer choosing another candidate. Its quite possible there was a better candidate than me. What I take issue with is the lack of follow-up and frankly, lack of professional courtesy by their HR/Recruitment departments and processes. If you have a candidate that has gone through three interviews for a Directors level role which clearly they would have spent time preparing for and carving out time in their schedule to take the interview, the very least you could do is send a cookie cutter denial. I am not even expecting a personalized message of a couple of sentences. IMHO this was a bad job by UNFI. It may be a great company for all I know, but you need to clean up your recruitment and interview processes as and book end them properly. Not doing so screams amateur hour operation.

Easy chat with recruiter then hiring VP and 1 other Was told I’d hear back soon on potential next steps - then nothing… I believe they call it ‘ghosting’ where you get interviewed, the position remains open and no one ever contacts you back at least to inform you of status even if it isn’t that they want to progress No way to treat potential employees _ speaks volumes about the companies culture

After the screening interview. Structured interview process. Working off of the job competencies. Usually done in two person teams and two to three interviews. Because of schedules, the process can take some time.