There are times treatment from representatives of an organization is so poor and undeserved it is reasonable to share the experience so others may make their judgments whether they want to pursue an association with corporate managers that deem unprofessional treatment as acceptable. As a well-experienced professional and U.S. veteran, treatment I received through a recent interview process with corporate managers of this organization is among the most disappointing I have ever experienced. My interview process began with an initial e-mail inquiry from a corporate marketing manager for interest in an in-person interview. In the in-person interview we covered in depth my entire professional background, which is extensive and included discussion of my service in the U.S. military. Throughout I highlighted my strong communications and writing background. Through the interview I felt overall it was a good, positive and thorough discussion. The first hint of a looming lack of professionalism came at the close of the interview when I was surprised with an impromptu request to perform an at-home skills test to research, compile and send a product media target list as a prerequisite for next steps in the interview process. With a wealth of paid professional experience, I generally try to avoid unpaid work requests to prevent losing time and payment for work earnestly and professionally performed. Despite my misgivings about the unpaid media list, I concluded the opportunity was worth investing time and I researched, compiled and e-mailed the list. After sending the requested media list, the interview process seemed to come to a halt. I received no follow-up on my media list submission, or the opportunity. This became the second and a more concerning sign of a lack of managerial professionalism or regard toward a well-qualified candidate. Nearly three weeks later I was surprised to receive an e-mail from a corporate Human Resources manager for another interview for the opportunity, and to complete and forward a corporate employment application in advance of scheduling an interview at the end of the week. I was encouraged with the HR representative's interest in scheduling a second interview, but was also confounded having already completed and provided an employment application at the time of the first interview. I e-mailed the HR representative that I had previously provided an employment application for the opportunity, but it would be no problem to provide another completed application. The HR representative responded that if I would send my previous employment application he would like to schedule the interview for the end of the week. I promptly complied with the requests. At that point, it seemed it would be fairly straightforward to schedule and confirm a second interview. I had provided the HR representative the materials requested to move forward in the interview process. As a well-experienced professional, I am accustomed to following up on details. Finally, I received a new e-mail from the HR representative inquiring if I had already interviewed with the corporate product marketing representative. This final e-mail inquiry from the HR representative was clear indication that corporate management was not communicating with each other. It is the first time in my career a corporate HR representative has contacted me directly as a candidate to inquire if I had already interviewed with another corporate manager for the same opportunity. I realized then that the managerial problem ran deeper than a pattern of lack of professionalism toward well-experienced and qualified candidates, but also a serious lack of internal communication. I again complied with the corporate HR representative's inquiry about my interview status. I e-mailed that I had recently interviewed, and that I also had recently researched, created and provided the product media target list as requested in advance of next steps in the interview process. I also expressed continued interest in scheduling the second interview. Unfortunately, despite my ongoing efforts with this opportunity and this management, I never received any further response or acknowledgement from the HR representative regarding scheduling the second interview. This was a more disappointing instance of a serious lack of managerial professionalism and regard toward well-experienced and well-qualified candidates that the organization hopes to attract to their company. At minimum, the appropriate course to follow would be to politely inform interviewed candidates that they are no longer under consideration, and thank them for their time and efforts. I could not in good conscience recommend this brand of candidate treatment to any well-experienced, well-qualified professionals - veterans or otherwise - who value integrity, accountability, and professional decency.