My experience interviewing with Newbury Court was marked by an excessively long and poorly controlled hiring process. The role required multiple rounds of interviews, an extended on-site visit, introductions across departments, and substantial time spent with senior leadership. Despite this level of engagement, the process continued for several months without a defined decision timeline or any meaningful indication of progress. Communication consisted largely of repeated “thank you for your patience” messages rather than clear updates, which gave the impression that the organization was unable or unwilling to make a decision after soliciting significant candidate commitment. Ultimately, after months of ambiguity, the process concluded with a boilerplate rejection email from HR. Given the scope and seniority of the interviews, this outcome felt misaligned with the time, access, and effort required of candidates. Lengthy hiring processes are sometimes unavoidable, but when candidates are asked to invest at this level, stronger ownership, decisiveness, and respect for candidate time should be a baseline expectation.