I received a call on a Tuesday, two weeks after applying for an executive assistant position, and found myself in a sudden, on-the-spot phone screen with a recruiting member of GSUSA's HR. After a wonderful discussion, I was asked if I would be available to meet the following week. I said I was, and reviewed my availability twice -- noting that I was NOT available on Monday, June 21, in recognition of Juneteenth. Two days later, on Thursday morning, I received an email sent the evening prior reading, "Can you interview on Monday at 10am?" I was alarmed. As I'm currently employed, I missed this message busy from work the afternoon before. The brevity of the note intoned I was going to lose an opportunity to meet with the manager, a member of the national office's senior leadership. I recalled that the recruiter noted they would not be in the office on Friday so I immediately emailed back, specifying my availability again and apologizing that I would not be able to meet on Monday, both because of the holiday and, as it were, because I was pre-scheduled for some urgent and hard-to-reschedule doctor appointments for my 4-year-old. The recruiter never replied to my email. I left both a voice message, and sent a friendly prompt first thing the Tuesday following Juneteenth. I received a response, finally, reporting that despite my "outstanding" credentials and experience, it was decided that I would not interview and the organization had moved forward with another candidate that fit their needs. This left a gross impression on me that this is an organization that very clearly does not value expertise given the rapid placement. It also fails to convince me that it celebrates diversity or inclusion towards employees who prioritize their children, their families, and their health needs-- values that should be critically reckoned. The role serves as assigned throughout their HR department, as well; I feel confident in calling these failures out with my expertise in driving engagement. In a post-recession and post-COVID/pandemic environment, with candidates experiencing a technical drag by HRs to source -- I strongly implore talent teams to deeply consider their values and strategies, especially under the scope of their missions. It is not called The Great Resignation / Employee Shortage for nothing. Let's also note: the role is still being sourced. The recruitment team re-published the position again both on Glassdoor and LinkedIn, sites where I continue to get notifications to apply.