Franklin Covey Interview Questions
& Process

It was pretty straightforward. Applied, then talked to the regional director. They wanted to know about my retail leadership background, P&L experience, team sizes I've managed, and performance metrics. We also discussed how I lead, coach, handle conflicts, boost sales, run operations, hire/fire, and manage customer experience.

The interview process was pretty straightforward, using old-school intimidation tactics common with Greek CEOs. I was interviewed by the CEO in Greece and 4-5 other people on Zoom. It was a unique, hour-long experience. The CEO mentioned he hadn't reviewed my CV and was making an exception to see me since I applied just the day before and they'd already closed the position on LinkedIn (though the post stayed up for days after). After that intro, we talked about my background, but he insisted it was irrelevant to the position. My Organisational Psychology experience and degree were apparently of no value as he kept asking why I wanted to switch fields and join their company. I explained my plan clearly, and he responded that he also studied Psychology back in the day and knows the field well. He then told me I'd need 3-4 years of training before they'd consider offering me a position, as they'd have to train me from scratch since my studies were irrelevant. He asked questions like why they should pick me, why invest in me, and why I was even on the call. He concluded by saying it was obvious we weren't a match and asked me to pitch why he should choose me in one minute. I replied he shouldn't if he felt that way. They did call for a second interview, expressing excitement about having me onboard. I declined, knowing it wasn't the right place for me due to the toxic environment, not ideal for a young professional. Thankfully, I'm in a much better place now.

It was a pretty transparent and friendly interview process, though it took a really long time. I actually decided to withdraw my application after round 4 because I knew there were still 3 more rounds to go. I did like how flexible, honest, and enthusiastic the interviewers were. The process started with a phone screen with an entry-level recruiter, then I had an interview with a different recruiter, followed by another phone screen with yet another recruiter. After that, I interviewed with the regional manager and my direct supervisor. Then came a presentation of a business plan, and there were supposed to be one or two more rounds after that.

The company seemed to be going through big changes since all interviewers had been there for 3-6 months. Because of this, it was hard to get a feel for the culture and where the company was headed. There were multiple interviews and then a presentation where I had to go over a mock strategy. When I asked for feedback, they said they weren't really looking for new outbound scalability ideas, but rather someone who could follow their vision. This role might be best for someone in a BDR/SDR position who's looking to start closing for the first time or wants to give closing a shot.