CAMP Interview Questions
& Process

It was a simple interview process. They asked about how you handle conflict, if you're organized, your availability for shifts, how many hours you can work, and if you've had customer experience. It was very manageable.

The interview process was pretty disorganized. I initially applied for the Store Manager position and had a good, smooth first interview. The second interview was with the VP of HR, Yasmeen, who was late, disconnected, and conducting the interview from an Uber. She even told her team I missed the interview when she was the one who was over 10 minutes late for our Zoom call. After that, I was asked to interview for a Programming Manager role. I had two seemingly good interviews for that position, which were easy and straightforward. However, they ended up telling me I wasn't a good fit for either role due to a lack of experience, specifically mentioning they wanted someone with direct experience with children and a strong background in theater/performing arts. This was surprising since my background is in Theatre/Dance, and I have over 17 years of experience in the performance industry, including successful retail management roles and experience with children of all ages. They then offered me a Store Associate position, which felt like a major discredit to my qualifications and experience. I declined because it felt disrespectful. I also noticed a lack of diversity among the interviewers, with only one person of color, the HR VP, which was notable as I am also a person of color.

I applied online via indeed and the whole process took about a week. Although I didn't receive an offer, the candidate experience and engagement were exceptional and something I'll remember. The interview process was very straightforward and transparent. The recruiter I interacted with was highly skilled, warm, down-to-earth, and positive – one of the best talent partners I've encountered recently. I'd be happy to work with her again in the future. Great job, CAMP!

The interview process included meetings with the CEO, VP Of Culture, and Director of Operations. There was also a panel interview featuring leaders from the Product Buying Team, Store GMs, and Creative Departments. Additionally, a "Take Home Test" was given, presenting scenarios about employee relations and store operations incidents, designed to assess cultural fit and empathy.