Enterprise Mobility Interview Questions
& Process

It was a really straightforward interview process with 3 interviews in total. First, there was a phone call, then an online interview, and finally, an in-person meeting at the branch with two of the branch managers. The people I spoke with were nice and asked pretty standard questions. Some questions were specifically about enterprise topics, so it would be a good idea to do some research on that before you go.

It starts with a quick zoom call with the recruiter. We chat about your resume and any sales experiences you might have had in your life. Don't worry if you haven't got any sales experience, it's not a requirement. Next, there's an in-person meeting with the area manager. This includes a job shadow experience and a sit-down interview. During this part, you'll tackle more behavioral questions, focusing on sales and other relevant areas.

The process was quite long. It started with an HR screening, followed by a 30-45 minute chat with a branch manager, and then a 1-hour interview with the area manager. Everyone asked me the same questions and repeated the same info. After the third interview, they implied a branch manager would contact me after I did an onsite job shadow, which seemed like just a formality. Three weeks after my site visit, on a Saturday, I received a generic rejection email. I sent two emails asking for feedback but got no response. It was an awful way to treat a candidate.

A recruiter reached out on LinkedIn about the Management Trainee program and we chatted about the job and perks. The application moved fast, though I had to get tech help because the booking app wasn't working at first. First interview was virtual with the Talent Acquisition Manager, a standard phone screen with typical behavioral questions like 'Tell me about yourself' and 'Tell me about a time when...'. She was transparent and shared my results quickly. But then I found out that if I passed the next round, I might have to travel to Shreveport, Louisiana, at my own cost, which is a 6-hour trip, with no guarantee of a job that pays $47,500 and requires at least 46 hours/week. This wasn't mentioned initially. I rescheduled the second interview, an in-person branch observation, due to an ice storm and they were flexible. I showed up dressed professionally with my resume. However, the two managers I was supposed to meet weren't there. I ended up spending about 40 minutes with a different manager who gave me a tour and explained how competitive it is and the high monthly KPIs. It was all about driving sales, not much about culture or the human side. I only met one of the managers I was supposed to, and never got a reason why the other was absent. The questions were usual like 'Tell me about yourself' and 'What made you apply?', until the competitiveness question: 'On a scale of 1–10, how competitive are you?' I said 7 with an ethical reason, but it seemed like they wanted a 9. Also, during the observation, I noticed no women were present, making me wonder about the culture fit. I got rejected via a generic email within 2 days, saying 'we have made an evaluation of the answers you gave' with no specific feedback after all the time I put in. The recruiter was responsive and the process was quick, which is good. But the lack of upfront info on travel, the disorganized second interview (wrong managers, no explanation), the intense focus on sales competitiveness, the lack of diversity at the branch, and the vague rejection after investing time left a bad impression. Given my sales background and interviewing for similar roles with better pay and fewer hours, the expectations here seemed high for the offer. Employee reviews about burnout and high turnover confirmed my doubts. Management should be clear about travel costs upfront, ensure the right managers attend interviews, give specific feedback on rejections, and consider how the branch environment and team diversity impact candidate perception.