This was an unfavorable candidate experience. The interview process was disjointed, unorganized, and frankly disappointing for a company of Danaher's reputation for business process improvement, talent management, and leadership. After initial contact from a corporate recruiter within Danaher, I had a couple of phone screening interviews with HR staff resulting in a green-light to move forward with additional interviews involving business unit and corporate staff. Over the next several weeks, I was progressively invited to participate in additional video interviews and to travel to various locations to meet with decision makers and influencers in the hiring process, including a lengthy session with the corporate psychologist. Throughout this process, however, there were several "fits and starts" with periods of little response or activity followed by sudden and seemingly reactive requests to schedule another activity often on very short notice. Some interviews were then cancelled or rescheduled with the explanation that they were "out of sequence with other steps in the process", which makes one wonder why they were scheduled in this order in the first place. There were several HR staff members involved in the process and it was unclear as to who, if anyone, was specifically accountable for directing this process. The hiring manager seemed to be absent from the process after one brief interview early in the process. It was evident that behind the scenes, there was internal confusion on the process and a lack of synchronization among the recruiting team. Nonetheless, it seemed that we were eventually working toward a definitive conclusion, so I stuck it out. After several weeks of patiently and progressively working through this process, activity simply faded off to a surprisingly inconclusive outcome. Crickets.... In spite of receiving very positive feedback throughout the process, when I later followed up, I was given vague and deflective responses regarding their recruiting process, where they were in it, and that they might need more nonspecific information -- despite ample opportunities to have gathered it. As a currently employed executive, I invested significant time in this process and took off several paid vacation days, which was quite a challenge given my schedule. I did so willingly, however, as this was a role for which I was highly qualified and because of Danaher's favorable reputation. While I understand that these processes often do not produce a fit, I am accustomed to more efficient recruiting processes capable of decisively dismissing non-selected candidates much earlier in the process rather than advancing them to what would appear to be the very last and final step, only to "ghost" them at the end. It appears that this role still has yet to be filled several months after it was first opened. This prompts me to wonder whether other candidates faced a similarly fitful and indecisive process and were just left hanging, opted to seize another opportunity, or simply bowed out due to process fatigue.