What started as a promising opportunity quickly turned into a disappointing experience. I went through three phone interviews for an HRIS role in 2025, followed by a five-hour in-person interview that included multiple one-on-one sessions. The Recruiting Director was thorough and supportive, preparing me with several emails and phone calls to ensure I had all the necessary information. During the onsite interview, conversations flowed well, and the HRIS Manager even treated me to lunch. The final discussion with the HRIS Manager after the five hour interview however turned and felt noticeably cold and distant compared to our earlier interactions. Concerned, I reached out to the Recruiting Director afterward, who remained optimistic. The next morning, I received an automated rejection email via the ATS. I contacted the Recruiting Manager for clarification, and he assured me it was sent in error and promised to follow up. I also sent a thank-you email to the HRIS Manager, expressing appreciation to all interviewers, but received no response. I then forwarded the same message to the Recruiting Manager—again, no response. At that point, the silence was a clear message. Three weeks later, I accepted a full-time offer elsewhere. Since I was still listed as an active candidate, I felt compelled to formally withdrew my application and interest via email to both the HRIS Manager and the Recruiting Director. Once again, neither of them responded. After speaking to multiple Past HR team members, the "ghosting" tactic is a common occurrence within the Recruiting Department.