I received an automated email alerting me that a position had opened that matched my skills profile; I applied online the same day. I received a phone call from their HR department about 2 weeks later requesting that I come in for an interview the following week. During this conversation, I asked if they would need me to provide any additional information prior to the interview and was told no. Upon arriving, I was informed that I was to fill out a lengthy application packet (that largely mirrors the exact information requested in the initial online application) and includes a background check consent form as well as another form providing the contact information of professional references. The process of completing this paperwork took an additional hour (after my 45 minute interview); furthermore, it strikes me as uncomfortable at best (and somewhat inappropriate at worst) to require candidates provide the information and written authorization necessary to conduct a formal background check prior to receiving an offer. The interview was conducted by three members of their HR team, including the VP of HR. After we finished, I was told their anticipated timeline for wrapping up the final remaining interview (they interviewed three people), asked whether I still had interest, how immediately I could start, and assured me that I would hear back from them within a week (if not sooner). Over a week has passed and there has been no contact—so it's a fair assumption they went with someone else. However, after stating throughout the interview that they aimed to onboard quickly (the position was vacant due to a layoff in favor of pursuing candidates offering different skills), it would have been nice to receive notification of any new developments. Although the three employees that interviewed me were individually pleasant and respectful, the time consuming paperwork and lack of any follow-up regarding the status of the position made this a poor experience. I understand nonprofits are extremely a busy work environments wherein which employees are often overburdened with more than an ideal amount work, but providing formal notification to candidates takes no more than a small paragraph and ten minutes of one's time—and is arguably an exact component of the work HR is expected to cover.