Slow and relied on potential test. Two different "potential" test are provided that have nothing to do with achieving results, leading teams, or building customer loyalty. While it's great to identify mathematical skills for engineers, retail is more about thinking in the moment and decision quality.

It was a very slow process that oven involved repeated steps interviewing with the same person. Also the recruiter texted at all times of night and weekends. 8pm messages during the week, saturday text messages to try to schedule last minute interviews. Just seemed messy from the jump. Recruiter reached out for a 25 minute conversation, followed by another 30 minute conversation. Was sent two assessments which have difficulty quantifying retail field skillsets. Interviewed virtually and in person at a store with a Regional Manager. Store seemed disorganized and messy. Issues with the company revolve around trying to create a sales culture, but "turnover is a big problem" (their words). Workers in the store seemed tired. The interview in the store, the RM expected me to interact with customers and also engage with the retail team. While I understand partially that tactic, it seems a little absurd to have a store team judge their future leaders abilities, or to assess by the RM how you will interact with your team when it's the first blind meeting and you are just learning more about the company. Next steps in the interview process would have been speaking with a VP virtually and then having to travel to HQ in Kansas to meet with the same VP. Noticing that they also have more turnover in their DM positions.