Capri Holdings Interview Questions
& Process

I interviewed for the Talent Acquisition Recruiter role at Capri Holdings and it was a great experience. Communication was good from the start. The hiring manager was nice and made me feel comfortable. The interview was structured and designed to check my experience and if I'd fit the culture. The interviewers asked good questions that let me show my skills in recruitment strategy and talent sourcing, and also showed Capri Holdings’ focus on diversity and inclusion. I felt valued throughout. The team was clear about the job expectations and company plans, which helped me understand how the role fits with Capri’s talent strategy. The experience made me more eager to join this iconic brand that supports a dynamic workplace. I’d recommend applying to Capri Holdings because of their professionalism and warmth, which shows their culture.

The interview was held on Microsoft Teams and lasted about 30 minutes. After a brief intro, I was asked to open a JS compiler. The task was to flatten a deeply nested JSON object and display its keys with their corresponding values, preserving the parent hierarchy. For instance, given an input like { "phone": 123, "person": { "name": "ABC", "age" : 22, "address" : { "current" : { "city" : "ABC" }, "permanent" : { "city" : "XYZ" } } } }, the output should be like { phone: 123, person.name: "ABC", person.age: 22, person.address.current.city : "ABC", person.address.permanent.city: "XYZ" }. I began with a recursive approach. During coding, I had some questions, but the interviewer was unresponsive, even after I tried to get his attention multiple times. Eventually, I completed the recursive function within about 35 minutes, which produced the desired output format. When I presented the solution, the interviewer disconnected from the call without any prior notice or communication.

The hiring process began with a recruiter screening, then an in-person meeting with the SVP of Design and a team member. The last step was a Teams call with the VP of Talent Acquisition. The process was lengthy and dates/times kept changing to fit the team's availability. Sadly, after meeting four people, I was ghosted, which felt unprofessional. I get that managing candidates and schedules is hard, but being professional and respectful of candidates' time is key. Ghosting someone after they took time off work to come in for interviews with two people is just not okay. It makes the company look bad and disrespects the candidate's effort and interest. Clear communication, even with bad news, is essential for good recruiting. Candidates deserve respect and closure.

So I was first contacted by Ashley Chomat, the recruiter, on LinkedIn. She was super nice and made the job sound really interesting. After we messaged, we had our first interview, which was over FaceTime. She was so positive, it really calmed my nerves and made it easy. Then, before my second interview, Ashley gave me some really helpful tips on what I was doing well and what I could improve. My second interview was with the Director of the department I was applying for, and it lasted about 30 minutes. He was very friendly and knowledgeable, and he shared a lot about the company's culture and what the day-to-day responsibilities would be. After that, I had a 30-minute interview with the Senior VP of the department. She was also very nice and talked more about what makes the company so successful and their culture.