I recently interviewed with CFP after applying online. The entire process took a little over a month and consisted of three rounds: a phone interview with the Talent Partner, a technical interview with the engineering team, and a functional interview with the relevant functional employees. Throughout the process, the interviewers were pleasant, and the conversations were engaging, which made for a generally positive experience. After completing the interviews, I was told I would hear back within one to two weeks. Unfortunately, after the expected timeline passed, I was given radio silence and did not receive any follow-up. I proactively reached out twice to inquire about any updates, but each time, my attempts to contact the Talent Partner team went unanswered. I assume they went ahead with another candidate which is fine, that's business, however it takes all but 15 seconds to send out a generic "thanks for your time but we've moved ahead with a different candidate" email. The lack of communication was not only disappointing, but also surprising, especially considering the company’s commitment to its values and the importance of maintaining a strong, transparent employer brand. Ghosting candidates after an interview is an unprofessional practice that can significantly damage a company’s reputation, brand, and alienate future talent. This behavior also does a disservice to fellow employee-owners of CFP, as it undermines trust and may affect morale. As leaders of the company, I believe that John Doherty and Greg Pray would be disappointed to learn that their Talent Partner team is engaging in such a practice, which stands in contrast to CFP’s core values. It’s crucial for companies to uphold professionalism throughout the hiring process, as the candidate experience can be a reflection of the company’s overall culture.