Applied online, phone call within 2 days for request of initial in person interview. In person interview seemed mediocre -- standard interview questions "What is a weakness of yours, How have you positively effected a customer relationship" etc... with the notion that Outside Sales is exasperatingly hard for some people and the repeated question of "does this still interest you?". Focused questions on sales numbers, percentages, growth, and short comings from the past. Was asked to complete the field survey you will read / hear about before coming in for a second interview 2 weeks later to meet with both location manager and what is assumed as regional sales manager. Completed field survey and PowerPoint presentation and was met with the impression that the PowerPoint complete with minimal animations and accurate data along side a, from scratch, excel data base of various local customers / potential prospects complete with phone numbers (over 60+), "decision makers" names, and even personal info on these decision makers was an impressive feat. However, the regional manager, and then later via a phone call with their boss (who they gave the impression of as the final decider) seemed less excited or impressed by the notion of building the database and the relationship with the people of those businesses. They want business cards, and to know specifically if you asked about their current uniform provider it seems. I am aware of my less than overly extrovert character traits, I admitted this in the initial interview. I also admitted to working over 60 hours a week, foregoing sleep and time at home just to accomplish my goals with my previous employer. So I think the notion that was presented: "We all have things to work on, we can BUILD confidence of our products IN you" would have been more welcoming with a follow up of faith that its really what you believe, not just something nice to say during an interview. Overall, no negative connotation intended. "Survey Exercise" is a good trial by fire, they seem to have growing market share despite not being "The Big Name"of this particular industry and despite the downturn in O&G market (at least the numbers appear that way). I would welcome a call back if future considerations led to it.

The interview process was extensive and involved multiple stages. I first interviewed with a recruiter, followed by a virtual interview with the sales manager. That was then followed by an in person interview with the sales manager and the plant GM, which included delivering a PowerPoint presentation. After that, I completed a final interview with the regional sales manager via Teams. Approximately 30 minutes after the final interview, the recruiter called to express strong enthusiasm about extending an offer and mentioned awareness that I had another offer pending. I was transparent about the competing offer from a direct competitor and was told the sales manager would follow up the next day. During that follow up call, the offer was withdrawn, with the explanation that they could not come close to the competing compensation. There was no opportunity for discussion or negotiation, which was surprising given the role was a sales position and the job posting referenced competitive pay. Overall, the process took approximately two weeks and required me to take time off work to attend the in person interview. Given the outcome, the time investment did not feel respected. Based on my experience, I would recommend clarifying compensation alignment earlier in the process to avoid similar situations for future candidates. It seems like their concern is not with quality sales reps. It's with who they can pay the lowest amount.