I went through an extensive interview process (7 rounds over the course of a month) for the Senior Business Systems Analyst – Digital Workplace & AI Platforms role. After completing all interviews, I received a verbal offer and was told a written offer would follow. We were already discussing equipment preferences, and I was asked to provide my legal name and mailing address, so I began preparing to give notice. A few days later, after I followed up, I was told that leadership had reassessed and decided they wanted someone with more technical depth, and they would no longer be moving forward. This was particularly concerning because that exact topic had already been discussed in the final interview and was explicitly not positioned as a blocker. I was transparent throughout the process about my background—I have led multiple system rollouts, supported a PIM migration, owned Salesforce-integrated applications, and worked across complex, cross-functional systems. The feedback I received was that they were looking for someone system-agnostic who could operate across platforms, not tied to a single toolset. Based on that alignment, the team chose to move forward and extend a verbal offer—only to reverse the decision afterward. This is not simply a change in direction; it reflects a lack of alignment between leadership and the hiring team. Re-evaluating core requirements after extending a verbal offer suggests that key stakeholders were not aligned before making a decision. This was also my second experience with Commvault. In a prior process, I completed multiple rounds and a time-intensive presentation, only to be told the role was pulled due to reorganization after they had intended to extend an offer. Experiencing a similar late-stage breakdown twice raises broader concerns about consistency and internal decision-making. To be clear, the recruiter was excellent and the individuals I met were thoughtful, professional, and clearly strong at what they do. However, the hiring process itself felt disjointed and ultimately unreliable. Advice to candidates: Do not rely on a verbal offer—treat everything as tentative until you have a written offer in hand. Ask direct questions about who the final decision-makers are and whether they are fully aligned before the process reaches final stages. If possible, confirm that all approvals are in place prior to offer discussions. Based on my experience, alignment can shift late and without warning, even after a verbal offer has been communicated.