The interview process started off promising. My initial recruiter was amazing—professional, clear, and genuinely enthusiastic. She walked me through what would be a three-round process. I was initially told I may be overqualified for the role, which I appreciated hearing transparently. When the recruiter went on PTO, I was passed off to her colleagues and things took a turn. My final interview was with a store manager and a peer ASM who appeared much younger and seemed disengaged. The conversation felt performative—they giggled throughout and didn’t seem to take the process seriously. I was told I’d hear back the following week and received a generic automated rejection email stating I was “unqualified,” which was confusing given the earlier feedback about being overqualified. I followed up to request feedback, but was told lululemon doesn’t offer any. While I can’t say for certain, I walked away feeling that aspects of my identity—such as age or race—may have played a role in the final decision. That’s just my perception, but I think it's important to share since the experience felt inconsistent with the company’s stated values around inclusion and personal growth.

The questions need to be answered in STAR Method, 4 questions, and come with questions to ask for the interviewer. You are assessed unbiased on how you clearly answer the question through the STAR Method.