I recently completed four rounds of interviews with Oracle NetSuite, which included submitting a comprehensive and time-intensive project. This deliverable involved multiple design assets, video content, copywriting, and two fully developed campaign concepts. I received encouraging feedback after each round, reinforcing the impression that the process was moving forward in good faith. However, after weeks of engagement, I was informed by the recruiter that the role was being eliminated entirely. To reach the final stages of an interview process—after candidates have invested significant time and creative effort—only to be told the position no longer exists, reflects very poorly on Oracle NetSuite’s hiring practices. What’s even more concerning is the recruiter’s casual remark that “this happens all the time” at Oracle. That kind of normalization of disorganized or extractive hiring behavior is disappointing, especially from a company of Oracle’s stature. If a role’s budget or viability is uncertain, it’s only fair and professional to resolve that internally before seeking out candidates and having them invest their time, energy, and intellectual property. In today’s hiring landscape—where candidate time is often undervalued and idea theft is a real concern—this kind of experience feels not just frustrating, but deeply discouraging. Do better.

I was first contacted by someone from HR and had an initial screening. The second interview was via phone with my would-be manager. Once passing those, I interviewed at the Durham office with three individuals on the marketing team and then my would-be manager.