Jostens Interview Questions
& Process

It took about 3 months from when I applied in April to when I got the call in mid-June. The first interview was in a conference room with 5 other people, 4 of whom were current Artists. They were pretty chill and just talked about a normal day and the job duties. It was pretty relaxed and not as stressful as I expected. I brought my portfolio with recent graphic design work and discussed my projects. I got a second interview, which I wasn't ready for. Back in the same conference room, two people interviewed me and had me draw a yearbook cover right there. I was surprised because they said this wouldn't happen for like 2 years, but I tried my best even though it wasn't great. Then, I had to do 4 computer tests using Photoshop and Illustrator to check my skills. Overall, it was a good experience, I just wish I had been more prepared, but it was a valuable learning experience.

The whole interview thing took about 3 weeks. First, I talked to HR/Recruiter over the phone for 30 minutes, just basic stuff to see if I fit. Then, about a week later, on a Friday, I had a "teams" interview with the two people I'd be reporting to. They asked me questions using the STAR method. HR kept in touch, asking if I was interviewing elsewhere. I told her I was in the final stages with another company. They flew me out for the third interview to their corporate office for two panel interviews. The same two hiring managers were in both. It felt pretty casual. The first panel was supposed to have 4 people, but one couldn't make it and another left after 30 minutes of the hour. The second interview was with the VP and GM, and she asked some good questions. After talking with the two people I'd report to, I felt like an offer was coming. I let them know I had to give the other company an answer by the next Monday. I was anxiously waiting to hear back by Monday at the latest, but it's been two weeks and I haven't heard anything, totally ghosted. It's really unprofessional to not even send a rejection email. Observations: 1.) They seem to prefer promoting from within, believing you need to have been a rep to have credibility, but they don't seem to value a manager's skills. If you left Jostens to manage elsewhere, are you saying you wouldn't be successful just because you weren't a rep? 2.) From the start, they kept asking "concerned" questions about 1099 sales reps. If it's such a problem, why not just make them employees?

Basically, it's like most other interviews for this job. You start with an HR phone screen. Then, a senior developer calls you to ask about your past experience and some technical stuff. After that, you meet with the manager(s) for about half an hour. Then, you have an hour with the technical team. Finally, there's a quick chat with HR about benefits, though this last part might not happen for more senior roles.

The interview process included a phone call with the recruiter and then a Teams interview with the hiring manager. I didn't want to share my salary expectations during the initial phone screen, and I found it intrusive when the recruiter asked about my other interviews and offers. Even though it was for a total rewards analyst role, the hiring manager seemed unenthusiastic when I asked about benefits.