I want to share my honest experience with B2Gold’s hiring process because it was one of the most frustrating and poorly handled recruitment processes I’ve encountered. The hiring process began in mid June 2025. From that point, it stretched on for almost 4 months, involving several rounds of interviews, detailed discussions, and a full set of reference checks from three of my former managers. At every stage, I was led to believe I was a serious contender. I was even told directly that the interview went very well and was told to provide my references to them. I was told that the process “would take time,” so I waited patiently for updates. However, as the weeks and months passed, communication became inconsistent, slow, and at times completely absent unless I initiated follow-ups. Despite my repeated efforts to remain engaged and responsive, I received no substantive information about where I stood in the process. It was also very strange and unprofessional that the hiring team reached out to one of my references and asked her to resubmit the same reference document that my previous manager had already provided to them. This added to my confusion and reinforced the sense of disorganization in the whole process. After all the interviews and reference checks, I was eventually informed I was not selected — and shortly after, I saw the same position reposted again in Indeed website. After investing months of my time, this was extremely disappointing and suggested poor internal alignment or indecisiveness within their hiring team. I also sent an email directly to the Director, who was the hiring manager for the role, to clarify the situation. To his credit, he responded and was very apologetic about how the process unfolded. While I appreciated his sincerity, it further highlighted how the overall hiring experience lacked coordination and transparency. Several issues stood out: Excessive delays: A process lasting almost 4 months with no clear structure or timeline. Lack of transparency: Communication was vague, sporadic, and often nonexistent unless I chased for updates. Mixed signals: Reference checks typically indicate a final stage, yet no clear explanation was ever provided about why the process was reset. Incorrect assumptions: Despite listing my Vancouver address and never requesting remote work, misunderstandings were referenced without being clarified directly with me. Unprofessional closure: Informing me of a rejection followed by immediately reposting the same job created a sense that the process was mishandled internally. I was also told that the reason I was not selected was because I was “not located in Vancouver,” which was confusing and incorrect. My application clearly listed my Vancouver address from the very beginning, and at no point did I request a remote or work-from-home arrangement. This explanation did not align with the facts I had already provided and added to the overall inconsistency of the hiring process. For a company of B2Gold’s size and reputation, I expected a far more professional and respectful hiring process. Candidates — especially those who invest significant time — deserve timely updates, clear communication, and honest explanations. Unfortunately, that was not my experience. I hope B2Gold improves its recruitment practices, because what I experienced reflects poorly on the organization and discourages talented professionals from reapplying.