After applying, I heard back from the recruiter/hiring manager a few days later. From setting up my interview, to receiving a candidate info pack, everything was relatively quick and transparent in the beginning. During my first stage interview (virtual), we discussed more about the role, my skills, experience, and background working cross-collaboratively with stakeholders throughout various parts of the business. I quickly proceeded to a 2nd round interview (virtual) where I was to meet two members of the marketing team, Samantha and Marjolein. However, Marjolein never showed up and it was just Samantha and I. Samantha and I had a great conversation and mostly conversed about past EB campaigns I've worked on, how I work with other teams, etc. It was clear there was a lot of trust and autonomy to create, develop, and run the EB strategy as you see fit. A few days later, I found out I made it to the next round but at this point I had already finished the last stage with another company. I let the recruiter/hiring manager know and we quickly connected to go over the next steps. He mentioned there would be a case study assignment (uncompensated) to do and then present it in front of a panel (one individual being Marjolein). However, he was still waiting for the details to be worked out and would get back to me the next day. Unfortunately, I never heard back from him. I waited until the end of the week and followed up; no response. I followed up twice more but I was ghosted. A week after my last follow-up, he reached out and acknowledged it's been a poor candidate experience for me but he never apologized. Subsequently, he mentioned there wasn't a budget anymore for this role and they were looking for a more "junior" sort of profile (it's already a specialist level role). Additionally, they will be getting more help internally from other teams. Overall, the whole interview process (if I were to finish it) seemed unnecessarily long as if they were more focused on ensuring they weren't hiring the wrong person then finding the right person. That's what probation periods are for. Unfortunately, a lot of other CataWiki's Interview reviews mention the same issues I had, mostly around ghosting, and from what I was asked in my interview, they're more concerned about deflecting rather than fixing. Given the nature of the role I applied for and the issues they have, it's fair to say that a more "junior" sort of profile that's working with internal teams firstly won't know where to start, nor will be capable or successful in the role. In the end, you get what you paid for.