Bonaventure Senior Living Interview Questions
& Process

This company's interview process confirmed my earlier findings. They seem solely focused on financial metrics. All inquiries revolved around money, marketing initiatives, and increasing the resident census. There was no mention of the residents themselves. The interviewer appeared irritated when I had questions at the end, creating an overall negative atmosphere.

It started with a call from HR to set up a phone interview. After we agreed on a time, they called back twice to reschedule. I didn't think that was very professional. The phone interview itself was pretty standard with a lot of general questions. The interviewer asked me to do a role play, which felt awkward because it was about my background and she didn't seem to know it, so it was a bit clunky. At the end, she asked if I had any questions for her. I asked about the negative online reviews and the 'micro managing' rumors, and she brushed them off pretty quickly, though you could tell it annoyed her.

I did my homework and talked to people already at the company. I found two people who had the same job I was applying for. One had been there 3 months, the other 4 months. Big red flag. They both agreed on the problems and left for the same reasons. They were promised a lot but ended up working 12-hour days, weekends, holidays, and doing stuff outside their job description. The recruiter was new, and when I got to ask questions, I asked some tough ones. Like, 'Can you tell me about the challenges that have occurred with the regular changes in upper management at this facility?' 'Why is this position currently open?' 'Can you tell me why a sales person needs to work on Christmas?' That's when a more experienced recruiter jumped in and gave the usual sales pitch. She promised weekends off and high commissions. But the reps I talked to said they only made $200 and $300 in commissions the whole time they were there. So watch out for recruiters who promise the world and do your research. I wasn't interested in continuing.

The process had two parts: an in-person interview and a skills test. The in-person interview was pretty standard, covering questions like 'why are you interested in working with us' and discussing the role and company. The skills test was an hour long and required designing a company flyer using Adobe Suite. I got to pick my tools and had a private space. It was a really good experience, and everyone was nice.