JCDecaux Interview Questions
& Process

Processo começou bem com fases bem definidas e entrevistas com os gerentes da área que foram muito claros com o que precisavam e pareciam ter entendido meu curriculum e gostado. Porém ao passar emeentrevista com o gerente do RH ele parece ter deixado pra ler meu curriculum no dia da entrevista e me questinou o tempo de permanência nas empresas anteriores o qual fundamentei mas não me fez sentido me chamar para uma entrevista final, me fazendo gastar tempo se durante todo o processo foi evidenciado o tempo de permanencia. Enfim não pareceu justo nem profissional deixarem essa justificativa como parte eliminatória se estava lá descrito o tempo todo.

I went through 4 interviews for a position at JCDecaux OneWorld, and they were all really smooth and pleasant. They quickly let me know I was selected. For about a month, we talked regularly about the job details. They even gave me two formal offers: a V.I.E contract, which matched what I applied for, and a local contract that was much less attractive and based only on my dual nationality (which I hadn't emphasized in my application). I naturally chose the V.I.E, but then they told me it was "no longer possible" due to unforeseen costs. This sudden change ended the process, with no apologies or fair resolution. Their approach raises serious ethical questions: using nationality, lack of transparency on contract terms, and changing their minds without a solid reason. It's disappointing, especially from such a big company. Everything was going well until the very end. But in the end, they dangle an offer and then pull it back once they think they have you. I strongly advise against trusting their commitments without written guarantees from the start.

I had 3 interviews for the Brand Solution Manager position. First with the local key account manager, then with an HR person, and finally with the national key account manager. There was one more interview left with the French Sales Director. I decided to stop the process before the last meeting because of several comments they made about my outfit (even though it was very professional) and my leather shoes. The interviews were usually scheduled by them, and I had to postpone a vacation to accommodate the interview with the N+2 who was passing through Lyon. The recruitment process was to replace someone who was retiring and whom they were eager to see leave.

The company had a structured interview process in three stages. First, they screened the resumes received, selecting candidates with the right profile. Then, they conducted an initial interview focused on understanding each candidate's interests, experience, and fit with the company values. In the technical stage, there was an interview in English and an assessment of experience in the proposed job area.