David Weekley Homes Builder Interview Questions
& Process

The interview process was absolutely ridiculous. You will have any where between 5-6 interviews including interviewing a spouse or whoever is your key influence. You will constantly have to reach out to them to get updates on where you are at in the interview process. If you don't email or call you will not receive anything from them. I understand picking the right person but when someone works and is looking to change places of employment it is a bit ridiculous. I would not recommend anyone to interview with David Weekley unless you have such strong credentials that it is a no brainier for them to hire you.

Getting hired at David Weekley Homes is known to be a tough process. The company's management takes pride in making sure they only hire the best candidates. It starts with a one-on-one chat with a Sales or Quality coach who also acts as a candidate screener. If that goes well, you'll take the Berke Assessment and Wonderlic Cognitive Ability Test. If your scores are good enough, you'll get a panel interview with some mid-level managers to talk about your test results and answer some questions. After that, you have to pass the Watson-Glaser Critical Thinking Test, which looks at leadership and critical thinking. Once you pass that, you'll have an interview with a higher-up manager, maybe a Division President. If everything is still looking good, they'll want to interview you with your spouse or significant other present, asking them questions (the "Key Influencer Interview"). The very last step is an administrative meeting to go over your job offer, benefits, and other paperwork. It's a long road, but finishing it makes you feel like you've achieved something.

The hiring process involved several stages over about two months. Initially, there was a first interview with the Hiring Manager where my resume was discussed and standard questions were asked. Following that, I completed a Personality Test and an Intelligence Test, which focused on pattern recognition, such as identifying related words from a list. The next step was a LEAD Test, a management style assessment where I had to choose the best response for given scenarios. Then, I had a second interview with the Area Manager to go over my test results and discuss my suitability for the company culture. The third interview was similar to the second. The fourth interview occurred after I was informed about a potential offer. This meeting was for my spouse to meet my new boss and for both of us to discuss company benefits and the salary structure, which includes a significant bonus component. Despite the duration, the process was considered worth the wait.