Life Time General Manager Interview Questions
& Process

There were 4 interviews: first with the recruiter, then the Area Director, followed by the VP, and finally the CEO. Everyone was very pleasant. Additionally, there were two skill assessments that took less than an hour combined.

The interview process was quite lengthy, involving 8 distinct interview sessions. These interviews took place via phone, Skype, and in-person. Be ready to participate in role-playing scenarios focused on coaching. You'll meet with the area director, the national recruiter, and senior company executives. The company tends to prefer internal hires, so be prepared to discuss your adaptability and how you would adjust to the role.

I was networked into the Area Director for this GM role, and sent my resume. A recruiter reached out for a first screening interview, which was typical with background info and behavior-based questions. This first interview went well and I was told I'd hear from another HR person for a second interview. About ten days later, the original recruiter contacted me to schedule an interview with the Area Director at the club. When I arrived, the AD wasn't there, but a sales person approached me with odd questions about my appointment. After another wait, I was told the interview would be over the phone, taken in the GM's office. The AD apologized for the mix-up, saying it was a communication gap, which was a red flag since he was copied on the emails. The phone interview went well, covering background, behavior-based questions, and my questions. I was told I'd hear from 'Life Time University' within a week, which my contacts indicated meant I had the job and it was for scheduling certification. I visited the club twice as a guest to check things out. Two weeks passed with no word from the AD. Meanwhile, he told employees he'd found his GM. After two weeks, I emailed the AD professionally. Within 15 minutes, the recruiter called to say they went with another candidate, but would keep my resume. I heard nothing from the AD. Eight weeks later, the position is still open. The AD admitted to employees he wasn't ready to fill the position and had the recruiter call me because he thought I was considering another offer. He even said 'I blew it' and asked if I was still interested. This position has been open since June '11 and remains so. The position was never filled. It's an unprofessional and incompetent approach to management.