Madison Reed Operations Coordinator Interview Questions
& Process

The interview process is pretty robust - be prepared to speak with at least 5-7 members of the team, and then a final round with the CEO (which is very refreshing). However, the interviews are very laid back and personable. It was a pleasure getting to know each individual, and to learn about MR’s diverse culture. Everyone was friendly & passionate.

I started with a phone screen with the recruiter. Then, I had to complete a payroll resolution exercise. After that, I interviewed with the Director of People and the VP of Color Bar Operations, VP of People, and two HRBPs. I liked that I got to meet everyone on the People Ops team. The recruiter asked for my feedback after the Director of People interview and to confirm my interest. I tried to get emails from the recruiter to send thank you notes, but he never responded. A week later, I followed up about updates, and still no response. It was weird because he was so responsive before. I checked Glassdoor and saw reviews from 2018 talking about being ghosted, so clearly, they haven't fixed that. It's unprofessional to ignore a candidate after they've gotten this far, which shows the company doesn't care. I never got a rejection, but it's been 4 weeks and the job isn't posted anymore, so I assume it's filled. Madison Reed, if you value your team, treat candidates with the same respect. The employee experience starts with the application process. Candidates, don't waste your time here.

A recruiter reached out to me on LinkedIn, and I sent my resume to his email. After two weeks with no response, I followed up via LinkedIn and email. A week after that, I got an assessment from Madison Reed via email. This assessment asks questions like 'Do you value creativity in your personal time?' and 'Will you work into the night on projects if you aren't finished?' You have three choices for each question: pick what's true, pick what's true but add some answers you don't love but would do as an employee, or lie and pick only answers that suggest you'd love working overtime every night and do whatever they asked. I chose option 2. Apparently, picking even a few options that show you value personal time and work-life balance gets you labeled as 'working to live, not living to work,' which means they think you're lazy and want someone they can overwork. Unsurprisingly, I got a rejection email two days later. My advice to management is to fix your recruiting team and get recruiters who actually interview candidates instead of using this method, which leads to candidates lying their way in and then not wanting to live at the office. It's odd they care about long hours when their recruiting team is clearly lazy.