Snubes UI/User Experience Designer interview questions

I was invited for a first interview mid March 2022 with the hiring manager. Second interview with one of my future colleagues. Then I was invited to work on a design challenge and to present this using a pre-recorded video. After doing all the above, I received an email that I made it to the final round, an interview with the CEO. Lots of questions with lots of "WHY's". I had the feeling that the CEO had a list of questions that he had to ask, no matter what, just to tick the boxes. Before the end of the interview, the CEO mentioned that I would receive their feedback by the end of the day (I was quite surprised hearing that) and in case I was the selected candidate I would also receive their offer. I mentioned to him that, in case I am not selected, I would like to receive feedback also regarding my interviews, the design case I had submitted etc, based on the time I had invested on this interview process. He replied that of course they would provide me with feedback. As I expected, I didn't receive any feedback that day. 5 days passed and still no feedback. I sent an email to the person from the recruiting team and I got a standard rejection email the next day. I replied immediately asking for detailed feedback about my application, design task etc. No response. After 6 days I sent another email to the person of the recruiting team and also to all participants in the 3 interviews I had participated, asking for one more time, feedback. 5 days after the last email I sent, still no feedback. So as I haven't receive any feedback from them, I will give them some: To the hiring manager: Mentioning (indirectly) during the interview that this position "might" be a replacement and also sharing their opinion for specific members of their team, is a very good indication about the mentality and the culture in the company. To the CEO: My suggestion would be to have the interview with the CEO as the first step of the interview process. Why? Because less time would be wasted (if someone manages to pass the WHY's section) on the next steps of the interview process. To the recruiting team: Educate your team members to respond promptly to candidates who have passed lots of steps in the interview process. These candidates have invested a lot of time and they deserve detailed feedback. If there is a company policy about not sharing any feedback after a rejection, at least reply to the candidate's emails, simply mentioning that. I am sure you will avoid a lot of negative reviews here on Glassdoor.