Skin Laundry Interview Questions
& Process

I interviewed for a Keyholder position in SoCal. The process had 3 rounds: an initial recruiter screening, then a virtual interview with both the CM and DM. After that, they invited me for an in-person interview for an elevated position at another location in Pasadena. I interviewed with the CM there, and it went great. I was then invited for a laser treatment to experience the process as a client. However, the position was put on hold due to a company transition. They then asked if I would consider an opening at another location, Santa Monica, which would add another 30 miles to my commute. I asked about mileage reimbursement and pay. The recruiter mentioned Santa Monica but also a possible opening at the original Rancho Cucamonga location. This started in mid-November, and by the end of January, after seeing the position posted online and reapplying, I was told by the DM it was filled, while the recruiter said she was waiting to hear back. I feel misled and was ultimately ghosted.

I submitted my application on the Skin Laundry website and they contacted me the very next day for an interview with Aly, who is the recruiter. We set up a phone interview, and it went really well. Aly was very welcoming and made the whole thing feel super authentic and not at all stressful. After that, I was asked to come in for an in-person interview at the specific location I applied to. Once that interview was scheduled and completed, I got a job offer the day after. The interview felt very genuine, and I felt comfortable right from the start!

The interview process was super smooth and everyone was really nice and welcoming. Shout out to Aly the recruiter, she was awesome, always quick and clear with communication, making everything easy. I also talked with the District Manager and Clinic Manager. They knew a lot about Skin Laundry and were super passionate. They were professional but also funny and enthusiastic, which made the interview feel comfortable and interesting. Overall, it was a great experience.

The interview process involved a screening call, an interview with a leader, then a team interview, followed by a second team interview, and finally a concluding interview with a leader. It's quite unusual for an organization that claims to value people, whether they're on the team or not. Valuing people should naturally extend to respecting their time. The lack of communication at the end, or ghosting candidates, really doesn't demonstrate that people are valued. It comes across as impolite and thoughtless, which is quite a shame given the current job market.