Dunn-Edwards Interview Questions
& Process

I was first contacted for an interview and then asked to do a creative project with a very tight deadline, like less than 2 days, which is crazy because this kind of project usually takes a team a week or two. After that, I had two rounds of interviews with the team lead and other team members. Then, they hit me with another project due by the end of the day, with only about 4 hours to finish it. I ended up working through the weekend because the second project was more complex than they realized. On Monday, they offered me the job, but for less money than I asked for, suggesting they'd increase it after six months. They wanted a decision in under 48 hours, and when I asked for more time, they rescinded the offer and blocked me via email. It felt like they didn't respect my time with those impossible deadlines. Also, them texting my cell and emailing after hours (9pm!) seemed unprofessional and suggested poor work-life balance for employees. They didn't give me a formal offer letter even when I asked, which showed a lack of professionalism. I barely spoke to HR, mostly just the team lead who contacted me about projects and the offer. His communication was abrasive, and he should have let HR handle candidate communication. Blocking me after I asked for more time was also incredibly unprofessional, especially from a company like Dunn-Edwards.

The hiring process is quite lengthy, taking about 2-4 weeks from the initial interview to the commencement of training. It begins with a phone interview, followed by an in-person meeting with one or two store managers. Sometimes, there's a final interview involving both a regional manager and a store manager. If a job offer is extended, candidates must undergo a drug test and a background check, which typically takes 5-8 days. Upon successful completion of these checks, an offer and a start date are communicated.

So the whole process took about a month and a half. It started with a phone screening, then I had an in person interview with a panel of current store managers. After that, there was a final interview with the district manager. They also did a background check and a drug test.

It was a pretty thorough process. Started with four phone interviews that moved up in difficulty. Then, I had two in-person interviews with the hiring manager at the location I'd be working in. The last step was an interview with the CEO at the main company office.