City Wide Facility Solutions Interview Questions
& Process

I first had to pass a personality test, and then I interviewed with the HR manager. The interview was really friendly and easy. The only catch was that I was told the Director of Operations position wouldn't be open for another six months. They prefer to promote from within, so they wanted me to take a manager role for six months, but it was $30K less. I was also told that the current managers have been in their roles for about 7-8 years on average. I really wish they had told me this upfront. It was disappointing to find this out during the interview. It makes me wonder why they would promote me to Director of Ops over someone with 8 years of experience when they like to promote internally. It felt like a bait and switch.

This was a total waste of time. I was under the impression it was a corporate role in Palm Beach, FL, but it's actually a franchise with management that's clueless about sales. They think you can just go door-to-door like in the 90s and don't provide any tech (like Zoom info) to help. It's a revolving door there; people work hard, find new clients, and then get fired. Definitely not a professional sales environment.

The hiring manager first asked for an assessment test. But then they emailed to say I didn't respond, which was weird because they never sent me anything. It felt like they weren't really looking to hire or maybe they already had someone in mind. The plan was to have two assessment tests. The first one was a multiple-choice sales aptitude test that took over an hour and had more than 100 questions. After I finished it, they emailed to say they weren't moving forward with my application.

I had three interviews with City Wide, and it was honestly the most uncomfortable experience I've had in my job search. To put it simply, no other company has treated me this unprofessionally and disrespectfully. The first interview was a phone call with an HR rep. It was a mess and difficult to get through, and they discouraged me from asking questions. She called ten minutes early, but she wasn't prepared. This led to a lot of awkward silence while she tried to find the questions and info she needed. She seemed eager to finish so she could leave for the weekend. But that's not why I'm giving a negative score or why I was shocked later. The second interview was with the hiring manager, and it went well. The third was a panel interview. They gave me an intelligence test, and then asked many tough behavior-based questions. I liked it and told them so. But when I told the HR rep the same thing, things got weird. She emailed: 'Could you do me a HUGE favor and leave an interview review for us on Glassdoor? I would greatly appreciate it! Thanks!' That seemed a little odd; it was like being asked to review a movie before it's over. I said no, mentioning that Glassdoor would want to know if I got an offer, but I promised to write a review after the process was done. The HR rep wasn't happy with that and pushed back right away: 'Say that you haven't because the team is still deciding. And then go ahead, it shouldn't stop you.' I've never heard of a company using such aggressive tactics to get a good review, and I found it really inappropriate. It made me wonder two things: (1) Were they basing their hiring decision on the review I wrote? And (2) Had they already decided, but were withholding the news hoping to extort a positive review first? All I knew was I couldn't write an honest review that left this out. Stuck, I asked the hiring manager for an update. I was just told that interviews were still happening. I haven't heard anything since. Enough time has passed to know I wasn't chosen. But I promised to write a review, and I stick to my word. I want City Wide to think about these questions: - Is this how your company normally acts? - How many of your other reviews came from a similar abuse of power? - What would Glassdoor think about this request regarding the trustworthiness of their reviews? - What kind of company puts a candidate through such intense scrutiny, but then doesn't have the basic decency to provide closure? Are you happy being that kind of company? - Does any of this align with how your company defines professional behavior? - Do you think your company has lived up to the strict code of values and ethics that was explained to me?