I had a very disappointing candidate experience with the Mozilla Foundation. TLDR: The recruiter I dealt with was unskilled in salary evaluations processes and best practices of interview etiquette (the latter may be at the discretion of their leader). My final interview was cancelled 2 hours prior to it commencing via email with an update that the role had been offered to someone else because the business could not support an onboarding that was disrupted by a 2 week vacation. The entire process was approx 8 weeks. I originally applied in April 2023 and received an email invite to a phone interview in May 2023. The phone screen was a Zoom call that had no cameras on. I found this odd and inconsistent with other initial Zoom interviews I have had. During the phone screen I was asked my compensation expectations, to which I had asked if the compensation review that the job description mentioned had resulted in any updates. The interviewer indicated it had not, and when I shared my salary range, they stated they could not imagine the increase to be large enough to be within that range. I was surprised by this and stated I would still like to continue with the process while the salary range was confirmed. It was shared in the second team interview that the range was approved and it did in fact fit at the top end of my range. The take home exercise was fair and reflected the role. The team interview was a pleasant experience with appropriate questions to the position. I appreciated that the process appeared to take a DEI approach with added features in the ATS such as recording how to pronounce your name, pronouns etc. The panel interview was scheduled with 2 leaders, the role supports and the HR Director (although this person was not listed in the email or on the invite, so this was a bit of a surprise). The HR Director did feel like a last minute add that or they were poorly prepared for the interview-looking for words to complete sentences/complete thoughts. The other leaders appeared to be experts in their field and it was a pleasant experience. This most disappointing part of the process was the final interview. This interview was scheduled 11 days after the panel interview due to availability of the 2 interviewers needed for this round of interviewing. The recruiter realizing the time lapse in between the interviews asked I keep them abreast of other interviews, offers etc. At this point I shared that I had another interview but also that I had a planned vacation coming up. I also mentioned I was offboarding with my current employer and as such, did not require them to provide them notice. I had asked the projected start date for the role as it was a maternity leave coverage role, this was not shared/answered. After receiving all of this information, the recruiter moved up the final interview and informed me that only 1 VP could attend but with my consent the interview would get recorded so the other VP could review it. I agreed to these terms. On the day of the scheduled final interview, 2 hours before the scheduled interview, I was sent an email informing me the role had been filled by another candidate and that the interruption to onboarding my vacation would have an impact on their business needs. I was both shocked and hurt by this update especially because the recruiter stated the cancellation felt like the right thing to do to respect both my time and the interviewers. I could list a number of ways my time could have been saved during this process that equated to more than the 30 minute interview. Feedback: *Better training for your recruiters and/or People Team, specifically on interview etiquette *If you are recruiting in summer months or peak periods, ask your candidates early on if they have planned time off. If there is a conflict with their time off and onboarding, ask the candidate if they have flexibility with the time off rather than assuming or making this decision for them. *Include projected start dates for your role, this was a maternity leave coverage role, one could assume this date is a little more fixed than other scenarios. *Whenever possible, list all interviewers that will be present in a panel interview *Anyone that makes it to the final interview in your process should be notified via a phone call and not email if you will not be extending an offer