Panda Restaurant Group Store Manager Interview Questions
& Process

I went through a few interviews for the Store Manager position and wanted to give some feedback. The whole thing was really disorganized and unprofessional. Early on, they asked questions that didn't seem to relate to the job at all, and they just kept asking the same things over and over in every interview. I had an in-person interview scheduled at the Hurst, Tx location, but when I got there, I had to wait over 30 minutes because everyone was in a company meeting. They should have planned my interview for a different time. During the interview, some interviewers weren't paying attention; one was on her phone, and another seemed really disinterested. It felt like they didn't value my time. Later, I did an on-the-job experience at another location that was about 3.5 hours long. They said they'd email me about the next steps, but I never heard back. I tried to get feedback, but no one responded, which was unprofessional and disrespectful given all the effort I put in. The whole interview process was messy, repetitive, and didn't feel like a professional place to work.

The interview process involved 5 rounds. The first round was with team members in the store. The second round was with a recruiter. The third round was with the area manager in the store. The fourth round was a virtual panel interview. The fifth round was a working session in the store to see how I would mesh with the team. I didn't make it past the fourth round, and during the third round, I drove an hour to the restaurant only to find out they scheduled me on the wrong day. I didn't get any feedback after the rejection email. The pay and benefits seemed good though.

The interview process at Panda Express was one of the most thorough I’ve experienced. I went through multiple rounds. First, a virtual interview with a recruiter. Then, a 1-on-1 in-person interview with an Area Coach of Operations. The final stage included a panel interview with 3 Area Coaches of Operations and 1 Regional Director of Operations. It was structured, intense, and focused on leadership presence, communication, and cultural alignment. One moment that stood out was when I was asked by the Regional Director of Operations how much I currently make in my role. It felt a little out of place given the focus of the interview was supposed to be on leadership and operational fit. Out of respect for my personal boundaries, I chose not to answer. While formal feedback isn’t part of Panda’s process, it became clear that not answering that question, and possibly not establishing enough trust and connection during the panel, contributed to me not moving forward.