Indeed Manager Client Insights Analyst interview questions

Recruiter contacted me on via LinkedIn, progressed to a CV review call. I then progressed to a VC with the hiring manager and then a tech test followed by a discussion with the hiring manager. Things slowed down dramatically due to a hiring freeze/re-org, this was frustrating but the recruiter was a credit to Indeed (the one bright spot), he kept me informed along the way. Finally I progressed to the last round, a VC with the relevant VP (an 11 week process in total, 6 weeks between the hiring interview and the VP interview) This seemed to go pretty well. When the recruiter called with the decision, feedback was very positive, but then.. I was told that an offer would not be forthcoming because there was concern that I had only managed X number of people previously. This seemed a little odd, as in fact I had managed Y people previously (in this scenario X is 40% of Y). This X number had been discussed at each stage of the process. This really confused me, so either 2 senior people didn't pay attention in approximately 3 hours of interviews or they had decided that I wasn't the best person for the job (which is fine). However if this is the latter scenario, for a company that "helps people get jobs", it shows a real lack of integrity to essentially dismiss an applicant (whom Indeed sought out) on a quantitative piece of information which can be easily verified and challenged as being false by the applicant. If it's the former, then that is pretty worrying for that business unit. Either way, I reached out to the hiring manager (they had added me on LinkedIn once the hiring freeze/re-org was over) I didn't receive a reply (which is no surprise I guess). What is the most disappointing and frustrating part of this is that as time went on, the people I knew in Indeed spoke glowingly about the people, the culture, the opportunities for people who work there. I invested a lot of time and effort during the process and ultimately at the end, it was a role I was really excited for. Going back to the tagline of "we help people get jobs" perhaps in this instance, this should start at home. Only by providing real and relevant feedback during a decline can it help the candidate improve and get a job. Also I was the only person in the interview process, so the feedback couldn't have been confused with another candidate.