Crossover for Work interview questions

I approached crossover about a senior role that they advertised for which I felt I had the perfect background. After a call with their team in Europe, they validated my experience and agreed that I was an excellent fit. I was then signed up for a webinar and testing session called their recruitment tournament on a Saturday. This involved a lengthy introduction from HR including an explanation of the extensive testing that would be done to determine my suitability and that this needed to be done by the end of the next day. The process initially included having to do voice recordings to determine level of English proficiency and answering multiple choice questions. In total this probably required 2-3 hours. I was passed at the first level and went on the next level of testing. In this I was required to send in a video of a presentation on a subject they had defined. There was a lengthy written test based on examples of issues and challenges. Finally there was a CCAT (aptitude test), which involved answering 50 questions (or as many as you could) in fifteen minutes. At the end of this stage you could be selected for interview. The second stage took 5-6 hours to complete although some of that could have been my attempt to be professional with the presentation and the video. I was told I would get an answer within a few days to a week. Two days later I received a generic rejection letter saying I had been unsuccessful. I am not disappointed by the rejection, I understand that standards are high but having spent eight hours going through the process, there must have been some time spent reviewing my submission (you hope). Why was it not possible to provide some feedback? Why suggest in the email that people should apply for a different role if they like? If the person has no idea why they are not suitable for a role how do they know they would be considered suitable for a different role? The whole process seems really professional until the end. There would be a huge opportunity to have people develop themselves to fill the perceived gaps and therefore improve the quality of candidates going to crossover if they just provided a little sensible feedback. It’s a shame that the high standards of earlier in the process are not seen through to the end.