Applied via LinkedIn for a VP role.  Had 5 interviews with 4 leadership team members in a period of < 3 weeks.  The first was via phone, and the rest were via zoom.  Each was 30-45 minutes in length, conversational in nature.  The 6th and final interview with the female co-founder was scheduled, but cancelled 24 hrs beforehand due to a complete change in scope/title of role. The most senior member communicated the role would now be split into two separate roles, but they were not yet sure what these separate roles would be (no clarity on title, scope, comp, or expectations were provided), as they considered both "crucial".  I acknowledged the pivot, thanked him for the communication, and inquired about a timeline.  I shared that in the interim I would continue to proceed with other firms I was actively engaging with (I was transparent throughout the process, sharing openly I was employed, looking to make a transition to the right firm in the next 6 months, and was speaking with several firms).  Upon this news, he responded quickly and asked that I "keep in close contact" as I spoke with other firms, shared they wanted to have someone in the yet-to-be-scoped role within the next 3 months, and they would have a defined scope finalized by a specific date (1 month away), and "I had much of this role in mind for you".  After the date had passed, I did not receive an update.   Given my discussions and progress with other firms (final stages, subsequent offers), I followed up, inquiring about the role and potentially to set a time to connect.  I didn't receive a response and in the interim, accepted another role with another firm.  Over a month later, I received a message stating the role may be a 2022 initiative and they'd "hate to lose me", but would understand. Sentiments shared by former employees about the leadership team's lack of direction and communication appear to be accurate. The below feedback may be of use for others when evaluating a role with the firm:- Culture - the individuals I met seemed to be bright and genuinely think positively of one another at the leadership level.- Growth - I have pause around the firm's ability to sustain/grow given what I was told (apparently profitable at this time with reasonable churn, but several noted the firm has struggled over the past few years - as described, the strategy is seemingly built entirely around the female co-founder being "well respected, well known, and a connector" in the industry to drive customer retention and sales at their annual in-person meeting, which was greatly impacted by COVID-19)- Strategy/Clarity - each team member had very different responses to what the strategic direction of the firm is for the next 3-5 years (several directly conflicting responses about goals, growth, clients, threats, etc.).  Similarly, when asked what success in the role I was interviewing would look like, the responses were incredibly varied, but all were subjective (ex: "will depend" and "is hard to define" and the "very particular" female co-founder "will decide").- Career Growth - from what I can gather, most employees do not have meaningful career progression within the firm.  Those who have left the firm have taken lower-title roles when doing so, as the experience (functional and industry) does not seem to transfer easily (can observe this pattern via LinkedIn).  The role I interviewed for was vacated and not created by growth. - Culture - several times I was broached with questions surrounding my familiarity and comfort level in "family run companies" and "spousal cofounder" dynamics (the firm is run by wife/husband co-founders and their son is an employee).  It appears several former employees have commented on the company culture, which I am inferring is tied to this dynamic.- Culture/Benefits - team members made a point to mention the PTO policy and the "enforced" unplug to ensure employees fully disconnect to come back refreshed (this came across as a culture of significant fear in taking time off, but they are trying to improve)- Benefits - a team member made a point to mention the size of the firm (explicitly called out they are less than 50 employees multiple times).  It appears several former employees have commented on the benefits package, which I am inferring is tied to their size (no 401k plans, no FLMA, unclear what the healthcare package is, etc.), all of which greatly impacts the total comp package they are able to offer.