Molson Coors Beverage Company Category Manager Interview Questions
& Process

I was flown in for a team meeting and had interviews with multiple team leads and the director of Category Management all at once. I had some pre-work given to me about 2 days before. Some other candidates were also there waiting. The whole interview took about 2 hours.

I hit up the hiring manager on LinkedIn after applying on MillerCoors' site. The next week, HR at MillerCoors called me to set up a phone interview. The week after that, I had a quick phone chat where we went over my resume and experience. He told me more about the job and asked about my salary needs. After that, I got an online assessment to do and scheduled an in-person interview with the team. The assessment took over 2 hours and was mostly behavioral and personality stuff. A question that kept popping up was about how I'd handle conflict as a manager. Each part of the assessment was timed, so make sure you set aside enough time. My face-to-face interview was with the Hiring Manager, a Director of Category Management, and the person whose job I'd be taking over. I was sent 3 Excel sheets beforehand with tons of industry data and a case study to present. I found the case study really tough because I didn't know the beer industry or Nielsen consumer data. The in-person interview was in a hotel conference room and lasted an hour. I presented the case study, and then they asked standard STAR method questions. We had time for about 3 questions, like 'Tell me about a time you went above and beyond.' They left ten minutes at the end for me to ask them questions, so come prepared with some.

The process was pretty involved. Started with a phone screen with HR. Then a behavioral panel interview where they assessed skills, expertise, and personality. They followed a script and rotated asking questions, so having accomplishments rehearsed was key. They also assigned a case study with a tight deadline of a couple of days, though it wasn't clear how it was evaluated. No feedback was provided after the case study. Overall, it felt like a fair interview. They avoided generic questions like 'greatest weakness' or hypothetical scenarios. The questions focused on skills and experience directly relevant to success in the role, rather than company knowledge.