Red Wing Shoe Interview Questions
& Process

Got some emails, then a phone call, and finally an in-person interview. They asked pretty standard questions about customer service, like asking for an example of a challenging customer interaction. I got an offer, but I turned it down because I had another job offer.

The interview process for the Global Director, Heritage role started in late April 2019 with an initial call with HR. Then, less than two weeks later, I had a call with the CMO and hiring manager. The last week of May, there was a 3-on-1 phone interview with the marketing team. Communication went quiet after that, but I eventually got an apology for the lack of response. By mid-July, I was told I'd have a half-day of face-to-face meetings with the Heritage team in early August. Three and a half months in, after multiple rounds, I was feeling good. Mid-September, I was informed of interest and a case study presentation to the team in October. October turned into November, and then mid-December. The week before the mid-December presentation, I received a broad, ambiguous case study that included competitive assessment, current marketing assessment, and brand/business opportunities in product, pricing, and promotion. I spent about 35 hours preparing slides and talking points for the 45-minute presentation and 15-minute Q&A with 10 business team members. In the first week of January, I was notified I wasn't selected. Eight months and about 100 hours of preparation later, I learned I wasn't the chosen candidate. In mid-February, I found out they never actually hired for the role. It seems they have a reputation for bringing in talented candidates but often not hiring, essentially getting free consulting work.

I applied on Snagajob.com and the manager called me within a week. I went in and filled out a form with my basic info, education, and work experience. Then he asked me some questions about my schedule, how much I like working with people (on a scale of 1-10), and how much I like feet (on a scale of 1-10). He also asked why I want to work at Red Wings Shoes and what I know about shoes. He then asked about felony convictions. After that, I had to do some skills tasks. He explained stocking and marking, then I had to find five shoes in the stockroom, one hidden, one missing, one mislabeled, and the rest in place. Then I had to stock two boxes of shoes myself, one with the aisle marked, and one where I had to check style numbers. He asked how confident I was that I presented myself well. A customer came in, so I shadowed him while he checked them out. Finally, he asked what I could tell him that I hadn't already mentioned that would make him hire me.

I applied for a Regional Representative role and spoke with 2 managers initially. The next step was a meeting with the Director. Unfortunately, I found out on the day of my interview that the position had already been filled, and they weren't upfront about it. HR contacted me to say I wasn't selected, cryptically hinting to keep an eye on the job postings. It turned out the initial managers wanted me, but their choice was overridden. A new opening appeared, and colleagues from that department encouraged me to apply, as did a Trainer. My interview for this new role felt very casual, and I felt confident, believing my skills were a great fit. I was assured the position was mine and proceeded to a meeting with the Director and HR. Instead of finalizing things, the meeting was in a cramped, uncomfortable office. Despite the awkward setting and knowing my qualifications, it was unnerving after being told I was chosen. Even though three managers and four team members wanted me, the HR rep vetoed me, reportedly for a friend. This created tension, with those who supported me avoiding eye contact for months. This was the second time my candidacy was blocked by someone outside the team. The rejection email cited the Manager's preference for someone more qualified. A few months later, a similar position opened up. Hesitant due to past experiences, I was urged by two Managers to reapply, emphasizing the team's strong desire for me and their belief that leadership would approve it this time. They mentioned the previous hire was a favor and wasn't even in Sales. I reapplied and during the initial interview, there were no direct questions; instead, they discussed upcoming changes and my role. The second interview involved a late Director and small talk with HR. During this chat, the HR rep used unprofessional language and discussed employee social media monitoring, which I initially took as a positive sign that she wouldn't interfere this time. I felt the interview went well, especially with four vacancies opening up. However, this led to delays, and I was called into a meeting with a new Manager. She informed me that the HR rep was again trying to block my selection for the four positions, despite having no suitable alternatives, citing a personal dislike. We discussed my qualifications so the Manager could advocate for me. Ultimately, I was selected, but I was told I couldn't transfer until my old position was backfilled, which never happened. My duties were reassigned, and due to COVID, I transitioned to remote work, effectively staying in my old role.