Fanatics Interview Questions
& Process

I was contacted by a recruitment rep from fanatics and we had an initial conversation. It was a typical light behavioral round with a recruiter who had 'ex-Meta' on their profile. They asked about my current work situation, expectations, and projects I'd worked on. It seemed to go well, and they said I'd hear back. I didn't. About a month later, another fanatics hiring rep (also ex-Meta) reached out. I mentioned I was already in progress and ended up having the same call again. This time, it was very similar, with similar questions. They said they'd contact me in a few days. No follow-up. In both cases, I sent several messages asking for feedback. Two independent recruiters, both ex-Meta (who, ironically, I'm also interviewing with and they are not ghosting me), said they'd call back and didn't – this seems to be accepted practice for them.

The interview process at Fanatics was very smooth and well-planned. It started with a recruiter call to discuss role fit and your background. Then, there was a technical interview with a senior engineer, which involved a two-part LeetCode-style problem. The first part was manageable, but the second part was tougher and built on the first. The senior engineer was helpful in guiding me when I got stuck. Finally, there were two one-hour final interviews with managers and stakeholders. These were mainly behavioral, asking about past experiences like 'tell me about a time you....'. My recruiter was great to work with, and I always knew what to expect for each stage. Communication was quick and dependable. Even though I didn't accept the offer, I'd highly recommend the recruiter and the interview process at Fanatics. It was a great candidate experience.

The interview itself was fine — standard questions for the role, and the interviewers seemed prepared. Toward the end, they asked about salary expectations (which I had already shared during the application and recruiter call). After I gave my number again, they followed up with, “Is that your current salary or one with an expected raise?” which felt a bit off. What really put me off was the total lack of follow-up. No email, no rejection, nothing. Just silence. Ghosting candidates is unprofessional and leaves a bad impression. The company seemed interesting at first, but this experience made it an easy pass for me in the future.

The recruiter connected with me on LinkedIn, and I was really excited about the opportunity. The process involved a recruiter screen, followed by a virtual hiring manager screen, and then an in-person panel interview. Unfortunately, it didn't turn out to be a positive experience. The initial recruiter screen went well. However, during the virtual hiring manager screen, things changed. I thought it went okay, but then they told me I seemed more like a Director than a Sr Director, without much explanation. When I asked if the role's responsibilities would be different, they said no. I suspect they might have been looking to pay less. The in-person panel interview was chaotic. Besides the hiring manager, I had no clue who I was meeting. Random people were brought in while I sat in a conference room. I was later informed I didn't move forward and was ghosted when I asked for feedback. It's been months, and the role is still open, suggesting the team isn't sure what they're looking for, maybe a unicorn candidate. I do not recommend interviewing with them; it's a waste of time. Their business model is also being surpassed by competitors like eBay and Whatnot. DO NOT INTERVIEW THERE.