As an HR professional with over a decade of experience, primarily in Talent acquisition, I must express my disappointment regarding the recent interview process I encountered. Regrettably, it stands out as one of the least professional experiences I've encountered throughout my career. As a recruiter, one holds a pivotal role in shaping a candidate's perception of a company's culture from the outset. Therefore, it's imperative to approach every interaction with the utmost professionalism and respect. Initially contacted by the company's recruiter via LinkedIn, I found myself following up twice to arrange the initial screening, a concerning departure from the expected standard. This signaled the first of several red flags. Despite these initial setbacks, I maintained my interest in the opportunity and agreed to a scheduled call, despite the recruiter dictating the timing without consulting my availability. Upon commencing the conversation, it became evident that the recruiter lacked enthusiasm and failed to demonstrate genuine interest in engaging with me. Their disinterest was palpable, marked by yawning and a general lack of organization. After enduring such disrespect, I felt compelled to address the situation—a rarity in my professional tenure. Moreover, the recruiter's assertion of belonging to the top 1% of their industry juxtaposed starkly with the subpar treatment I experienced. Such behavior is incongruous with the caliber expected of a top-tier recruiter. Subsequently, despite the recruiter's insistence on continuing the conversation, the interaction left me with a clear perception of the company's culture—one that I find incompatible with my professional standards and aspirations. I have yet to hear back from this recruiter and it now has been over a month since our intitial conversation. Ghosting a candidate does not yield to said top 1% as a recruiter. Consequently, I harbor no expectations regarding my application status, as I am unwilling to align myself with an organization that neglects its cultural and employee lifecycle investments. I would urge senior leadership at Skillz to allocate greater resources towards nurturing their people and talent team. Investing in these areas will undoubtedly yield significant dividends in the long term, both in terms of employee satisfaction and organizational success.