Wag! Interview Questions
& Process

So, the interview was like a big group thing, about 15 of us. They asked us questions around the room about our experience with dogs and any past jobs we've had. Then there was a little quiz on how to handle dogs. After that, they took pictures for our profiles.

I've been a Wag! Walker for nearly two years, which prompted me to apply for a core office position in SF. A partnership manager posted on LinkedIn about a Business Development Representative opening and encouraged InMails. I sent one, highlighting my walker experience and transferable skills, and requested a call. My initial email was ignored, but a second follow-up secured a call. The manager seemed hesitant due to my non-tech/finance background, despite the job post welcoming new grads. I presented ideas for improving the Wag platform for both walkers and owners, and for identifying suitable partnerships based on customer feedback. The manager noted my background wasn't as 'business-like' as others but wouldn't penalize me, promising to discuss it with the team. The next day, the manager proposed a call about a different role, Account Manager, focused on generating ideas and events to encourage luxury apartment tenants to use the Wag! app. This role was initially a six-month contract due to budget, with potential for full-time based on performance. Following this, I was scheduled for an interview at the Mountain View office, but was asked to switch to the SF office the day before. Upon arrival, the interview began with questions about my experiences with Wag owners and customers, and my ideas for activations and events. This was followed by basic management questions with one partnership manager. Then, another partnership manager joined and inquired about my walker experience, asked for activation ideas, and even questioned how the app works. Both managers had been with the company for less than two months. The interview concluded with a strange feeling, like I had just participated in a survey for walkers rather than an interview. I sent thank-you emails with additional ideas and proposals based on our discussions and customer feedback over the next few weeks. Two weeks later, with no response, I followed up and was informed of a hiring freeze for Business Development and upcoming company restructuring due to recent events, requiring Wag to reassess its values. I was disappointed, especially considering the interview, and suspected the team might have already known about these issues. While I remain passionate about Wag's customers and their well-being, the overall experience was very disappointing.

Applied on the company website and the recruiter made the initial interview steps very simple and easy. He was very nice and understanding. Their LA office is located on top of a shopping center. It's hard to find since there are no signs or logos around the building. The atmosphere is not what you would expect from a startup. Unfortunately, you can sense the low morale as you sit and wait for the 1 on 1 interview. Although it's an open office, there was not much communication and only one person was trying to rally the troops. There was also a lot to be desired from the 1 on 1 interview. From the conversation, it was evident that there is no desire to nurture a common culture, improve internal processes, personal growth or professional development. The focus of the conversation was on improving metrics. What do they want to accomplish in the next quarter? Improve agent metrics, metrics, oh and metrics. The manager did not crack a smile in the entire interview. It reminded me of the archaic office space where you're pressured solely on metrics and no contribution toward outside projects. The interview process included: 1. Routine phone screening 2. 1 on 1 3. Final 1 on 1 interview 4. Offer or No offer.

The interview process included a phone call and then an in-person session that was more like a training. The main interview happens on the phone where they inquire about your dog handling background, your motivation for joining them, and present hypothetical situations asking for your approach. The in-person 'test' involved other candidates who passed the phone interview, where you were asked to put harnesses on a stuffed dog. This session essentially served as an orientation, as everyone present was hired and received their welcome materials then.