I was first approached by an internal recruiter about the Performance Strategist role. I made sure that the company was open to a remote hire, as I do not live in the Baton Rouge area. I expressed willingness to travel occasionally. The recruiter confirmed they were open to remote. My first interview was with the Chief of Staff, who also confirmed their openness to a remote candidate, went over the position, expectations as well as my background. Feeling it necessary to do some due diligence, I gently asked about the negative reputation of the company on Glassdoor, and what (if anything) the company was doing to address employee concerns. I was essentially told that leadership does not care about concerns - they dismissed any and all complaints as company growing pains and former disgruntled employees. Despite this, I advanced to a second round. My second interview was with the CIO, which dug more into the business, their clients and the expectations for the role. Both conversations were quite enthusiastic. When I followed up a few days later, I was told that they were still interviewing but remained highly interested in my candidacy. Two weeks of radio silence later, the position was re-posted as an onsite role. Multiple further follow ups were ignored. The lack of communication over several weeks was disappointing and does not reflect well on the organization. It raises significant concerns about their professionalism and culture. Candidates should tread with caution.