My interview experience with Mail Direct was disappointing and unprofessional, especially given the level of time and commitment required. The process included an initial video interview, a face-to-face interview, and a final in-person interview in San Diego. During both the video interview and the first in-person interview, a senior operations leader repeatedly focused on my minor in Biblical Studies and emphasized how important his own faith was to him. I found this uncomfortable and inappropriate, as personal faith should not be a focal point in a professional interview process. It also made the lack of basic courtesy that followed even more surprising. For the final interview, I drove from LA County to San Diego for an 8:00 a.m. meeting (approximately 1.5 hours each way). The interview lasted about two hours and included the CEO and the individual who would have been my direct supervisor. During this interview, I was surprised by how openly the CEO spoke negatively about the company’s drivers, who are clearly foundational to the business, and even discussed ongoing litigation with one of them. This raised serious concerns about how employees are viewed and treated. The second portion of the interview included a conversation with another leader, who openly described the CEO as a micromanager and asked how I would feel about having her closely monitoring my work on a daily basis. This felt highly inappropriate to share with a candidate and raised additional red flags about company culture. Despite these concerns, I felt the interviews went reasonably well. However, even if I was not the right fit, the lack of follow-up was unacceptable. After one video interview, two in-person interviews, significant travel time, and a total of several hours invested, I never received a courtesy email or any form of closure. Instead, I later noticed the position was reposted with the salary range significantly reduced—from the originally stated $100,000–$150,000 down to $75,000–$85,000 annually. This was especially concerning given that one of the primary qualities they stated they were seeking was someone focused on developing employees and building future leaders. How candidates are treated during the interview process speaks volumes about how employees are likely treated once hired. Ghosting candidates after this level of engagement reflects poorly on the company’s professionalism and culture. I would encourage others to proceed with caution.