I was not actively looking for a job, but I absolutely love NPR's content, so I decided to apply for this role. The role sat directly in HR, and would be working primarily to implement and roll out a LMS in the organization, among other things. The job description was really vague, but I thought it may be a cool career shift, so I decided to explore it and see what happened. I applied online and was contacted by an recruiter via email almost immediately. We set up a time and spoke over the phone for around 30 minutes. He asked me fairly straightforward questions about my background and experience. He then let me know at the end of the call he would like me to speak with the hiring manager. I spoke with the hiring manager over the phone a week or so later and it went well. She was friendly and we spoke for about an hour about my experience, the needs of the role, and the broader organization. I had prepared thoroughly and I asked her plenty of questions. I was contacted a few days later to proceed with a final in-person interview at NPR in DC. Prior to the interview, the recruiter did send me an agenda of what to expect on the day of the interview so I could adequately prepare. On the day of the interview, the recruiter was very late to pick me up from the lobby (~15 minutes). When I finally got upstairs to the interview, I spoke with 3 different people on the HR team for 30 minutes each. The first interview was remote, and there was difficulty getting it set up properly, which wasted around 10 minutes. When we finally got started, I spoke to the same hiring manager I spoke to during the 2nd round interview. Since we already had discussed my background, her background, the role, NPR, etc, during the 2nd interview, there wasn't much to talk about. The hiring manager had really no behavioral questions prepared, or any other type of interview agenda. That being said, I had done a ton of research prior to the interview so I had lots of questions about the HR structure at NPR, questions about career paths, strategy, etc., prepared. The hiring manager was not able to answer some of the questions adequately. It felt like some of my questions were over her head or she just didn't simply know the answer and pieced together a weak response in the moment. I remember being surprised at this as she was fairly senior at the organization. The next interview was with someone who would be a stakeholder to this role. The interview was pretty standard in terms of reviewing background, asking questions, discussing role, etc. There were not many behavioral questions asked. This interview lasted around 30 minutes. The last interview was with a newer employee, who arrived later to the interview than she was supposed to because she got caught up talking to someone in the hallway outside of the interview room. She was bubbly and relatable, but she was pretty green to the organization and was still getting footing herself. She asked me off the script behavioral interview questions (what are your greatest strengths, weaknesses, etc). This interview was supposed to go for ~30 minutes but she ran out of questions from her list and the conversation fell flat. She asked me if I had any questions and I did have a few, but she replied in 1 sentence or, "I'm too new to reply to this properly" answers. We spoke for around 20 minutes. All in all, the interview was very long. Given all the delays and setbacks, it lasted around 3 hours. I spoke with the recruiter briefly at the end and he said he would be in touch with next steps. I never heard back from him with a yes or a no. I emailed him in follow-up about a week after the in-person after not hearing anything and he never replied. I had tons of respect for NPR, but this process really soured me on them as an organization, unfortunately. There were so many times during the interview process where HR was unorganized, unprepared, or just plain didn't provide respect to me as a candidate. I will attribute this to them having less mature HR department than most organizations I have worked with, which they were attempting to grow with this requisition. I am glad I did not get the offer, as I don't think it was a good fit. Further, I would not want to work for an organization that does not have a HR department in place to have the common courtesy to send a simple rejection letter to their candidates. Think about how they treat their people if that is how they treat their candidates!