Dana-Farber Cancer Institute interview questions

I had a mixed experience interviewing with Dana-Farber Cancer Institute for a Talent Acquisition Team Lead role. The initial conversation was engaging and promising. Despite being scheduled later in the evening, the discussion ran over due to strong alignment and interest, and I was encouraged to continue in the process. However, the coordination and follow-through after that point were inconsistent. Two subsequent interviews were rescheduled—both with very short notice (within minutes of the scheduled time). After providing availability multiple times, there were gaps in communication that required follow-ups on my end to re-engage the process. While I understand that teams can be busy—especially in high-growth environments—the repeated last-minute changes and lack of proactive communication made the experience feel disorganized and, at times, dismissive of candidate time. Given that this is a leadership role within talent acquisition, I expected a more structured and candidate-centered process. The experience raised concerns about internal alignment and how candidate experience is prioritized.

One Zoom interview with hiring manager, then onsite for 3 hours to interview with 5 other people and the hiring manager again. Everyone was extremely nice and enthusiastic. Six interviews with them, and I found out I was rejected by checking the application portal. They couldn't bother to send out even a form rejection. Maybe it's petty but it's soured me against applying with them ever again.