National Business Furniture Interview Questions
& Process

The interview process was frustrating because I felt strung along. I was repeatedly asked what it would take for me to accept the role. I went through a phone screen, an in-person interview with the person currently in the role, two virtual interviews (one with the regional president and one with the global HR leader), and then an after-hours in-person interview with the regional president. I was told I'd hear back early the next week, but when I didn't, I had to email. After that, I had to follow up again to provide my availability. At that point, it was clear they had chosen someone else. My goal in sharing this is for companies to improve their process. You ghosted me until I had to beg for a response after I invested my time and money in interviewing. Improve your process and don't lead candidates on. In the future, don't make candidates chase answers like you made me do.

The interview process was laid-back and friendly, not overly structured. It felt comfortable and lasted around an hour. It was a refreshing change from interviews where you feel intensely scrutinized.

A few days after applying, I got an email from HR, which was a bit impersonal. They offered three specific dates for an interview, all within a week, which could be tough if you're currently employed. There wasn't any initial phone screen. When I went in for the interview, I had to take three tests: arithmetic, IQ, and reasoning. Honestly, it felt a bit odd considering a Bachelor's degree was required for the role. After the tests, I met with the HR Director, who explained that socializing isn't common there and meetings need to be scheduled. It didn't sound like a very social workplace.