Perry Homes Sales Representative Interview Questions
& Process

I applied online and got an email for a career fair. I attended the career fair and had a quick 5-minute chat with an on-site recruiter who then set up an in-person interview for the next day at the corporate office with another recruiter. After that meeting, I was sent an assessment and also asked if I could meet with a division president the following week. I met with the division president in the morning, and later that evening, I got a call saying they wanted to offer me the job. Everyone was really nice. Both the recruiter meeting and the division president meeting were about an hour long each.

I had an HR phone prescreen. After that, I had a face-to-face interview with an HR admin. This person seemed a bit too sure of themselves about the selling process, given they didn't really have sales experience. It was pretty obvious. The interview started late, about 30 minutes behind schedule. The person who was supposed to interview me didn't show up, and the receptionist had no clue where they were. I was surprised by how some of the office staff were dressed, because I always thought Perry was professional in appearance. The HR woman I interviewed with wasn't dressed very professionally and was a bit condescending. Since she was already running behind, she rushed through the interview questions. She was writing more than she was talking, listening, or making eye contact. She'd cut me off mid-answer to ask the next question, not really focused on hearing my responses. That's a big mistake in interviews. She was nice, but didn't seem to have much business sense. A couple of days later, I was contacted to continue the process and set up another interview. I decided not to move forward, which I don't usually do, but something told me to pass on this one. I was worried about turnover and a lack of leadership and promotion for sales staff. They seem to promote people with construction backgrounds over those with solid business backgrounds, including people with business degrees. Perry seems to prefer not to hire or promote degree-holders into higher management roles. This says a lot about the company for anyone looking for more than a short stint as an outside sales rep.

The interview process takes about 4 to 5 steps. You'll start by meeting with HR. If they think you're a good fit, they'll recommend you for a personality and math test that lasts about 5 to 7 hours. After that lengthy testing session, you'll have an interview with a licensed physiologist who will assess you and offer their professional opinion. If you pass the testing phase, you'll then proceed to meet with your potential Division President. They'll conduct an interview, and if they're impressed, they'll send you for the final interview with the company's top executive. If that executive is happy with you, you'll receive a job offer.