When Executive Search Falls Short: A Call for Accountability in Our Profession In talent acquisition, we often talk about elevating candidate experience, protecting employer brand, and operating with integrity, especially at the executive level, where every interaction signals the culture and credibility of the organization. Recently, I was passively approached by Korn Ferry for a Director of Talent Acquisition role requiring relocation. After two interviews and discussions with my family about a potential move, I was informed I’d be progressing to next rounds with the client. And then… complete silence. No update. No closure. Not even a courtesy message acknowledging a change in direction. This wasn’t a high-volume role. It wasn’t an inbound applicant. This was an executive-level search, and I was sourced. If this is how we treat senior-level talent that we actively recruit, what message does that send about our standards as an industry? Ghosting isn’t just a poor candidate experience—it’s a breach of trust and a direct hit to employer brand. It signals a breakdown in partnership between search firms and their clients, and diminishes the credibility of everyone involved. We can do better. We must do better. ✔ Respect the time and personal considerations candidates invest ✔ Offer closure—even if the news isn’t favorable ✔ Uphold the professionalism our industry demands Candidates remember their experience. And in leadership roles, candidates are also future customers, advocates, and decision-makers. It’s time we treat every interaction, especially those we initiate, as a reflection of our values.

Initial screen plus a series of in person and virtual panel interviews with various departments both on the internal (corporate) team along with the professional services/business line that would be supported by this role.