Stage Stores Interview Questions
& Process

First we analyze the job to define responsibilities, required skills, qualifications, and selection criteria. Then, we screen candidates by reviewing CVs, cover letters, and profiles to select those we want to meet. After that, we prepare technical, behavioral, and situational questions using the STAR method (Situation, Task, Action, Result). Finally, we arrange the logistics, setting the date, time, and location (or virtual platform), and inform the candidate.

It took two months of calling the store manager, filling out the online application twice, and then visiting the store in person before I finally got an interview. The manager I met was sharp and competent, and I felt I would be a great addition to his team. He indicated he wanted to hire me and told me to expect an offer letter from corporate based on my experience and education. The first offer letter I received was a blank form, and after I pointed that out, they corrected it to offer me $8.75 an hour plus a 3% commission. Given my 40 years of management and sales experience, including 12 years specifically in cosmetics and skincare sales and training over 40 staff members, this offer for a part-time role filling in for full-time staff seemed very low, especially considering the limited opportunity to earn commission. I countered with $10 an hour and reached out to corporate twice, but received no response. Despite repeated attempts to speak with the store manager, no one followed up. It's puzzling, as a manager myself, why a company needing help and advertising for months would not respond to a capable candidate, especially after indicating they would hire me. Even a simple 'no thank you' would have been better than being ignored. I've accepted a better offer from a company that seems to value experience and basic business etiquette.

I only got through the phone interview stage, even though I was invited for another interview. They seemed so unorganized and didn't consider applicants' needs, so I decided not to continue with the process. My first scheduled phone interview, the recruiter never called. I emailed her about not receiving a call, and without any explanation, she asked to reschedule. If she knew she couldn't make the appointment, she should have contacted me beforehand to reschedule. Plus, if I, the applicant, had done the same, they would have immediately rejected me. So, I rescheduled. The phone interview went well, and she mentioned bringing me in person, but said she needed to check the team's availability first. I agreed, just needing at least 48 hours' notice to request time off from my current full-time job. Then, out of the blue, the evening before, another HR person emailed me to schedule an interview for the next day. I replied asking to reschedule because I couldn't take off work with such short notice. They said they'd get back to me the following week. They did contact me the next week but did essentially the same thing, emailing me the day before asking me to come in for an interview. Just based on their recruiting process, it's clear this is a very disorganized company. It's a shame because I was initially excited about this job as it would align with my education and career goals. However, I've had enough negative job experiences to know that how they treat applicants from the start indicates they aren't a professional company. A professional company would be considerate of applicants' time and not expect people to risk their current jobs for an interview. They'll miss out on good candidates and likely have high turnover, probably only hiring people who are desperate due to their treatment of applicants.

I first met with SSI's college recruiters at my school's career fair, gave them my resume, and then set up a 20-minute on-campus interview for the next day with DMM/Planning Director-level management. That interview was pretty basic, mostly just getting to know me and going over my resume. After that, I was invited for an on-site interview at their headquarters in Houston. They covered my hotel stay for the night before and provided travel compensation. The interview day started at 8am with breakfast, where HR went over the day's schedule. We then did a quick "speed-dating" thing with current employees as an icebreaker. Following that, I had 4 back-to-back 30-minute one-on-one interviews with DMM/Planning Director-level management. The questions were mostly basic, focused on understanding my thought process and cultural fit. Next, we had a catered lunch with other company members to chat and ask questions casually. Finally, all candidates met with senior management (GMMs & CMO) in a boardroom to ask career questions and get advice. It was a good chance to interact with upper management, learn about their paths, and understand SSI's current goals. Overall, it was a really positive experience that was very informative, regardless of an offer.