United Entertainment Group interview questions

The interview process consisted of three rounds. The first round was an initial screening with the recruiter to discuss my background and overall fit for the role. The second and third rounds focused on functional and technical interviews, where I had the opportunity to dive deeper into my experience and approach to problem-solving. The process concluded with a final executive interview with the CEO, which centered on strategic vision and leadership alignment.

Phone screen, followed by 2 virtual interviews, followed by 2 onsite interviews (including the company president), followed by the recruiter repeatedly suggesting we hop on a call, not scheduling/missing said call, and repeating until she eventually ghosted me. This happened a total of 8 times, by the way. She still hasn't officially rejected me, but I did receive a survey from Edelman about my experience. I understand that rejecting someone is difficult, but just send an email saying the team opted to go in another direction. The repeated chasing/"keeping warm" turned a really solid candidate experience into a negative. It's unacceptable to ghost at the end of this type of process, especially for a senior leadership position.