Love, Bonito Interview Questions
& Process

The interview was a friendly chat. We talked about customer service, how you communicate, your availability, working with others, and if you have a sales mindset. They asked about situations you've been in before, your past jobs, if you can be flexible with your schedule, and how excited you are to help customers and make the store do well.

The whole interview thing took about a month, which is pretty standard. But, they had to reschedule interview times a bunch, and I had to shift my own schedule multiple times. It really showed a lack of good communication and coordination on their part. I went through four rounds of interviews. After the last one, they said I'd hear back in three weeks, but it actually took over eight weeks to get any kind of update. Waiting that long without news made the whole process feel super slow, inefficient, and just not clear at all. It left me wondering about how they handle things internally and if it's a place that cares about the candidate experience or actually getting stuff done efficiently. Even though the actual interview chats were interesting, the whole scheduling, communication, and timing issues were pretty disappointing. It made me question if this is a place that values its people and good operations.

The interview process for this office role involved two rounds. First, an HR chat, then a meeting with the team lead. A writing test was also part of it, which I had to present to the team lead in the second interview. The whole thing took about a month. I put in a lot of work on the writing test and my presentation, but then they told me the role was on hold indefinitely because the company is going through a business transformation. They said this was happening while I was interviewing, which is wild. I would have preferred they just said they chose someone else. It feels like the decision to scrap the role wasn't made right after my presentation, but earlier. They should have figured this out before interviewing and stopped the process until things were stable, instead of wasting everyone's time.

The interview process was efficient and heartwarming, feeling personal. However, it lacked diversity and inclusion. The brand team's hiring questions didn't always assess a person's actual abilities and passion, as the team strongly focuses on candidates with direct experience or impressive degrees, well-trodden paths. I'd prefer to see some unconventional questions to shift the focus to abilities and cultural fit, rather than factors that might reflect discrimination based on background or socio-economic status, especially for a company that claims inclusive values. An internship shouldn't always go to 'ivy league' elites. It's not just the questions or process, but the application filtering and the final hired persona, even at the intern level. They chose a fresh graduate with less experience but with a fancy certification and the ability to leverage her privileged background, over someone with years of experience who couldn't afford a degree but was willing to intern. The accommodation questions and hiring process could be better by including some accommodations and giving a chance to those without degrees but with experience to showcase it.