Weekends Only Furniture & Mattress Interview Questions
& Process

A recruiter reached out to me about this role. After some initial chats with the recruiter, I had an in-person meeting with two people who are peers in this position. It was a group interview, and while it went okay, there were some strange comments. They asked how I'd deal with low team morale, which has apparently been an issue for about a year, and hinted that morale isn't great elsewhere in the company. They also mentioned a team meeting ritual called 'passing the donkey,' where someone who does or says something silly gets a stuffed donkey and is known as the donkey until someone else earns it. I suspect this is an old ritual from when the company was family-run. It felt immature and not a great way to build team dynamics. I was also told they use 360-degree feedback, which can be problematic due to anonymous, unconstructive comments and potential popularity contests. Following that, I met with the hiring manager in person. He was pleasant and knowledgeable. Our conversation was good until I brought up the morale issue. He joked about it but seemed uncomfortable. When I asked what he'd want improved from the previous person in the role, he mentioned wanting the next person to have their own point of view more often. Given the predecessor was more junior, this makes sense, but a 360 feedback culture might discourage new people from speaking up for fear of negative reviews, especially since the hiring manager seemed hesitant about the morale discussion. After these interviews, I was told I was the final candidate with all the necessary technical skills and experience, and I had two good in-person meetings. Then, things got odd. The recruiter informed me the hiring manager had concerns about my 'ability to work well with hourly employees,' which has never been a problem for me. The hiring manager wanted a brief 15-minute phone call to discuss this, where he acknowledged I addressed the issue well and asked a few standard questions. However, he then asked me to talk about 'my best friends at work,' a question from the Gallup engagement survey that feels like he had a specific, unstated ideal candidate in mind. I described a couple of people who fit that description over my career. Ultimately, I didn't get the job. They said I had all the technical skills but wasn't 'a fit,' without providing concrete reasons. It felt like the hiring manager wasn't being truthful about the fit issue, yet didn't ask any meaningful questions to assess it. This company has an interesting business model with growth potential, but their people management seems unprofessional and they struggle with honesty, which is reflected in online reviews. I usually understand why a candidate isn't a fit, but their inability to articulate it suggests they don't know what they're looking for. Proceed with caution.

First, you do an assessment when you apply. Then, you do the same thing when you arrive. There's an hour-long talk, followed by a drug test and background check, which takes weeks to get back. When you call, they make up excuses and then finally give you an orientation date. You have to stay on them to make sure you get it done before they forget all about you.

The interview process was quick and efficient, yet very informative and transparent. It had multiple phases but was completed within a couple of weeks. Nothing felt out of place. Everyone, from the initial phone screen to the final walkthrough, was personal and honest, which really aligns with the company's values.

The interview process is long. Originally the main area of the base operation is in Ohio so for the first two processes of the interview it is on the phone and on skype. Then the third process, if interested in you, they will take you to location near you for face to face interview.