I went through an intensive, multi-stage interview process for a Senior Level IT leadership role at the India hub. The loop required a significant investment of hours, including navigating multiple time zones for late-night panel sessions with various global Directors/ Vice Presidents (based in Asia, US and Europe). While the interviewing panels themselves were professional, discussions were engaging, mature and provided opportunities to both sides to have an open & honest conversation and i had the opportunities to be authentic and put a real picture for the Site Growth and potential barriers to address at the setup ; the final communication from the hiring team was disappointing for an executive-level pipeline: After wrapping up consecutive final panel rounds, the process became stagnant. A final decision was communicated after a month and a half after the final interviews concluded. Throughout the latter half of the process, there was a lack of active communication. For a Senior leadership role evaluating complex leadership competencies and site strategy, the final closure was a boilerplate! Spending months in a pipeline and dedicating hours to global panels warrants mature, structured feedback. Advice to Management: Establish clear communication SLAs for senior leadership roles. If a candidate spends months interviewing with global executives, the Hiring team needs to provide proactive updates and substantive, personalized feedback rather than generic automated templates. Wishing you best for India Hub and continued growth.