Executive Ghosting by JPMC

I wanted to share my experience going through the interview process for a senior role at JPMorgan. This was not your ordinary-everyone in a bank is a VP. This was a VP Client Relationship Executive Recruiter role that included equity (which is typically for MD snd ED’s. I had my initial recruiter screen. Then I had my first Zoom interview and it was with an Executive Director Recruiting. That interview went very well and was notified I was moving forward. I had two additional interviews with Executive Directors of Recruiting (Eastern US, Central US). I felt like both of those interviews went very well also. Four days later I reached out for feedback and to let them know I was expecting an offer before end of the week. I sent two follow up emails notifying them I got the expected offer and had a deadline to make a decision. I HEARD NOTHING FROM THEM. Not a single word. It is one thing if you apply to a requisition and don’t get a response. It is absolutely inappropriate for a company to have a candidate go through 3 rounds of interviews especially at the executive level and then to ghost the candidate. End result - they will get some applicants like me that will tell people how they treat applicants and eventually people will stop applying. Have you had a similar experience? If yes, what companies… Here is your chance to call them out anonymously. BTW- I will posting this on my LinkedIn feed once I start my new job on 8/8. #hrissues #ghosting #interview #jobhunt #jobs #jpmorgan #jpmorganchase