Safe Haven Security Interview Questions
& Process

The interview process was great, really thorough and polite, which made everything super smooth. Lots of positive energy from the phone calls right through to the in-person interviews. They got back to me really quickly about the job offer.

The interview was a group session with another applicant, which was a bit unusual but it went well. The hiring manager asked typical sales-related questions. I wasn't thrilled about the training pay of $250/week because it's hard to live on that.

First, I got a message back on Indeed asking me to submit my resume and do a video interview. This video interview had 5 short clips where I had to answer questions about why I want to work there, what I bring to the team, and a time I helped someone. I also had to give a brief summary of myself. After that, I had a second interview with the regional managers, which was a video call on Microsoft Teams. They asked me again why I wanted to work for them, what unique skills I have that make me a good fit, what I know about the company's history, and how I would deal with a couple of different situations they presented.

The interview process involved three interviews with three different people, each providing a different description of the job. The role, initially presented as an installation and programming position for new homeowners in a local area, evolved into a job requiring installations in both existing and new builds across three counties, with a mandatory sales target of $250 worth of equipment per install to retain employment. The training included a high proportion of calls to Spanish-speaking households, which was challenging as the candidate is not bilingual. The manager suggested using Google Translate or calling him for translation, which was inefficient given the time constraints per appointment and the commission-based salary. Saturday work is mandatory. The training also highlighted a sales approach that prioritized profit margins over the homeowner's actual needs, leaving installers to manage customer dissatisfaction. Training videos were considered insufficient, and the sales training was described as underhanded and predatory. Post-training, employees are expected to use their personal vehicles, receiving a small compensation per appointment, and must purchase their own tools (estimated $300-$500) and maintain an inventory of equipment, with weekly inventory checks on Thursdays. Essentially, it's a sales job disguised as an installation role.