A series of meetings first with a store manager that thought I would be a great candidate. He informed me of current openings of the company locally. Then a phone interview with a district manager followed by a formal interview. The last step was a phone questionnaire that went through at least fifty questions that all seemed to revolve around a core ten questions reworded.

Initial screening was very traditional. Sit-down with area executive, exchanging questions about the position's responsibilities and the company culture and benefits. Estee Lauder Companies utilizes Talent Plus as a follow-up interview by phone to help identify specific talents and proclivities a candidate is likely to bring to their position, and the process can be awkward for some since the interview is structured (no conversation or feedback offered by the analyst).