Water For Good interview questions

The interview seemed pretty straight forward but I could tell out the gate that the Chief Development Officer wasn't feeling me. There was a series of phone calls and email exchanges with the HR Manager, followed by a one-way video interview, and then a Teams meeting with HR and CDO. The final step was another meeting with the CDO and CEO, I didn't make it that far.

The initial process was positive, I applied for the role and three days later was asked to complete a fairly standard video interview. Eleven days later, I was asked to schedule a follow up face-to-face call with the hiring manager and one of the executives at the organization. That interview took place two weeks later (I was given the option of earlier dates, but that was the best time for both parties). I felt that the video call went well and, three days later, was asked to submit content examples of work I had created in the past. This was a fairly broad ask and was somewhat confusing given that the position was a strategic leadership role rather than an individual contributor position; what about candidates who did not have a content background? Because of this, all of the content I had to share was 7+ years old as I have been in leadership roles for quite some time, so I felt like that was an odd ask at that stage of the process as almost decade-old work is not an accurate representation of what my teams can produce under my leadership. I sent over my examples and was thanked for my quick response and was told I would hear from them in the next couple of days (this was on a Tuesday). I didn't hear anything back so, a week later, I sent a follow up asking if there was anything else needed from me. I waited another week and sent another follow up asking if I was still being considered for the position as I was managing other interview processes and wanted to keep Water for Good on the table if they were still interested in me. A week after I sent that second follow up, I got a response saying that they had been on staff retreat and then had a holiday break and I would hear back by the following week. Almost two weeks later, they finally sent me an email letting me know that they were moving forward with another candidate. I've both applied for my fair share of roles, and hired for various positions myself, so it was fairly obvious to me that I was a backup choice for the position but they didn't want to give me a formal rejection until they had made a hiring decision with their preferred candidate. While this is somewhat standard in many hiring processes, it is very disingenuous and incredibly inconsiderate of a candidate's time and energy. If you know you have a staff retreat coming up that will conflict with the hiring timeline (and that's the actual reasons for communication silence) then communicate that ahead of time. Don't give firm timelines for responses that you do not intend to follow up on. Be open and honest in your process and you will leave people with a positive experience, even if you do not decide to hire them.