Advantage Behavioral Health (NJ) interview questions

Set up an interview. Called and messaged me repeatedly to make sure I'd show. Then, at the last minute, the CIO cancelled because of "sudden travel." Sorry, nobody comes down with a sudden case of travel. It was scheduled for late on a Friday and clearly he just blew me off.

I had a very concerning experience with Advantage Behavioral Health related to their hiring process. I interviewed on 12/17/25, and I received a formal job offer on 1/6/26 accepted the position in good faith on 1/11/26/. I began planning accordingly and gave my notice on 1/12/25. After acceptance, the offer was rescinded on 1/28 due to funding issues that should have been identified prior to extending the offer. They knew I was leaving a very stable and rewarding job with the county. They required me to undergo an arduous screening process, which included fingerprinting, background checks, a 12-panel drug test, a TB test, and a medical exam. They also checked my references. They also made me complete training sessions that cost me money, as well as a full day of paperwork without compensation. I completed everything and was cleared to begin on 1/23/26 The reversal occurred without adequate transparency or accountability, despite the significant professional and financial implications for the candidate. I received an email, not a call, without any care for how this might affect me as a pre-licensed clinician. This created unnecessary stress and financial instability, and reflected poorly on organizational planning and did not align at all with their stated values. I requested at least partial compensation as I was left unemployed. While staff communication during the interview process was initially professional, the ultimate handling of the offer raised serious concerns about reliability, internal coordination, and respect for clinicians’ time and commitments. Advice to Management: Ensure funding, approvals, and internal alignment are fully secured before extending job offers. Clearer communication and accountability during hiring would prevent avoidable harm to candidates and protect the organization’s reputation.