DICK'S Sporting Goods Interview Questions
& Process

I applied online early this year. About two weeks later, they reached out for an HR screen and then scheduled a same-week interview with the hiring manager. The hiring manager asked some behavioral questions and also went over the technical aspects of the job to gauge my experience. After that, I had a full day of interviews, with three 30-minute sessions back-to-back, each with different kinds of questions. The whole process was easy, and everyone I met was really nice and professional. I didn't end up getting the job, though.

I got ghosted after completing the entire interview process, this is why im leaving a negative experience. My application on workday is still listed as active, but no one will reply to emails about the position and the position is not searchable elsewhere. It's been a very confusing conclusion after all these steps. Had an initial 1v1 video screen with a hiring manager to make sure you are real and can answer simple software engineering questions. Then an online coding assessment using Codility. Followed by one Panel interview with engineers. And one Panel interview with product owners.

This company's interview process was really slow, taking over a month from start to finish. It started with the hiring manager, followed by three individual one-on-one interviews with team members, and then a final interview with the director. I was frustrated by a few things: First, the lack of clarity about the process. When I asked the hiring manager about next steps, they only mentioned the panel interview, leaving out details about subsequent rounds and who I'd be meeting. This made it seem like they didn't fully grasp or own the process, which felt disorganized and unsettling. Second, the repetitive questioning was exhausting. With so many interviews, being asked the same questions repeatedly was draining. Each interviewer asked variations of 'How do you handle pressure or shifting priorities?' and 'Why do you want to work at Dick’s?'. This suggested a lack of team alignment or communication, making the interviews feel like a chore rather than progress. Despite this, I prepared diligently and provided strong answers each time, but repeating myself four times wasn't ideal. Finally, the last interview was where things went wrong. I truly believe this should have been the first interview to save weeks of time. Typically, director-level interviews for analyst roles focus on higher-level thinking, business context, or strategic approaches. However, I was presented with a single logic puzzle. The marketing director stated this was sufficient to gauge my work style and ability to handle pressure. After a month of interviews, this felt strange, more like a personal preference than a valid evaluation. The dismissive and smug tone during this exchange didn't help either. All of this for a $72K job, which felt ridiculous. I left the process feeling disappointed and frankly, a bit insulted. I was initially excited about the role and company, but if this is how leadership assesses candidates and their communication standards, I think I dodged a bullet.

The interview process started with a super relaxed phone screen. After that, there was a 1-hour behavioral interview with some senior product managers where they really dug into my resume. They also asked about my interest in product management and this specific company. Overall, it felt like a pretty chill interview process for a PM role.