I had initially applied (online) for the Director of Corporate Development role --- but the recruiter had contacted me about a Consultant of Corporate Development role. It was a little insulting and belittling of a candidate, but in good professional spirit I went along with the interview process mainly because: i). I was a passive-interest candidate (i.e. not aggressively looking to make a move); and ii). I had numerous other interviews lined up. Fortunately, I am currently in the process of negotiating a Head of Corporate Development / VP role with progressive pre-IPO fintech that has a much higher valuation than Early Warning. In any event, this is how the process went for me: 1). Recruiter contacted me to set up a phone screen; 2). Had a discovery chat with the recruiter; 3). Had a 1:1 chat via ZOOM with a team member; and 4). Had a 1:1 chat via ZOOM with the hiring manager. I never heard back from Early Warning. Candidates who take time out of their busy day to conduct interviews deserve at least a response. "Ghosting" candidates is downright unprofessional and reflects poorly on the organization. If this is how they treat external candidates, one can only imagine and surmise as to how they might treat an employee internally. A toxic work culture is unhealthy. As I had noted, I am thrilled to be starting my new role as Head of Corp Dev. One of the items on my objective list will be to gauge investment and partnership opportunities. I will be sure to not engage organizations that treat their candidates and staff like second class citizens.