Solid, multiple layers... from external recruiters to internal directors, VPs and several touchpoints to work with in the future, where do i see myself in the future, what do i know about the company and would would it be the first thing to do if i get the job

The process consisted of an initial phone screen with a recruiter, followed by a phone screen with the hiring manager and in person interviews with several people from the organization. The people were fairly nice, but the communication aspects of the process left a lot to be desired. It's been several weeks and I never heard one way or another where I stood with the position, despite following up with the recruiter to get input. Although people were nice during the interview, the lack of communication overshadows all of that. If a candidate has moved far enough along in the process to reach an onsite interview, to me it's only courteous to follow-up with that candidate to let them know where they stand, and especially if that candidate reaches out later for input. Candidates take time out of their schedules, typically taking time off of work, to spend time getting to know a potential employer while sharing their background and experience. Not getting back to a candidate, let alone outright ignoring them, comes across very poorly. It makes that organization look as though they don't respect or value people's time, which ultimately raises concerns about the culture of the company and eventually (thanks to sites like Glassdoor) can impact their ability to get quality candidates. I have personally turned down several companies simply because of employee and candidate reviews. In a nutshell, if a candidate is brought onsite to interview for a role it's only courteous to follow-up with them after the fact to let them know where they stand.