It wasn’t a project but rather a recruitment process where we were looking for a Senior Security Architect and ended up in the process with a seemingly very strong Filipino candidate living in the Philippines. For some reason he wasn’t able to share his video during the virtual interviews we had, so at all times it ended up being audio, which we did question, but given his apparent skills and way he presented himself on audio, and the fact it was a very difficult role to fill, we ended up compromising on this part and went ahead in making an offer when all interviewers were pleased (enough) with the interactions they had with him. An offer was made, and a relocation process was initiated. Little did we know that to relocate someone from the Philippines you are pretty much signing up for being accountable for their life and death in the Netherlands and several other serious financial questions. When he finally arrived, he ghosted his team after two weeks, and when we finally were able to reach him, he said that he didn’t feel his colleagues were welcoming him, so he doesn’t want to continue working with our company. Since then we haven’t been able to trace him, yet we were responsible for ensuring his life in the Netherlands. It ended up becoming a very messy, complex situation. We learnt many lessons from this process and decided to tighten our hiring process requirements again (always video calls if not in person interviews) moving forward.