I went through a multi-stage interview process for a senior social impact role that was thoughtful and well-organized overall. The team was professional and the conversations were genuinely engaging. That said, the final stage required candidates to develop and present a detailed program strategy, essentially a full case study with a real program concept, budget framework, and implementation plan. While I understand the desire to evaluate candidates' thinking and presentation skills, this type of ask requires significant unpaid time and expertise, and the resulting work product has real organizational value. What made this harder to accept was that the compensation for the role did not reflect the seniority of the work being asked of candidates, either in the interview process or in the position itself. Asking senior professionals with years of experience to invest that level of effort for a role at that pay band is worth thinking carefully about. Adding to the frustration, my recruiter departed the company mid-process, and I was given no replacement contact or communication of any kind. I only learned the outcome when I received a rejection email from a different recruiter entirely. For candidates who have invested significant time and energy, that kind of communication gap is not a great experience.