You will meet with the sales manager first. They will ask you a series of questions and give you the opportunity to do the same. If the sales manager likes you, they will ask the GM of the branch to come in and ask their own unique set of questions. They like to see people that are looking to grow as people, people who want to learn and above all else, they want people with a true desire to make money. Personality is key is because they have a GREAT training program that will offset any lack of experience. If the sales manager and GM like you, the sales manager will set up a phone/conference call meeting with the Regional Sales Director. He asks tough questions and isn't one for BS so make sure you're not full of it..he will sniff it out like a dog. Ultimately, the decision on whether to hire you or not lies squarely with the Sales Manager, but they will take into serious account the feedback of their peers. Once you make it past these people, they will give you a booklet of information giving you more information about sales, the different type of sales processes and the different type of people who are in sales. It also explains their Presidents Club, how to get their etc etc. At the end of the booklet is a task for you to complete ASAP. You have to actually go out into the field, go cold-calling and ask various businesses questions about their uniform services (who they use, for how long, why etc etc). They do this to vet out the people who are all talk (obviously, I asked them why they sent me out on our next meeting). You make a presentation to the managers within the branch and they decide yay or nay. It's a long interview process undoubtedly and chances are, this process is only this long for people who apply to work at the company with ZERO B2B sales experience (I was VERY green). But I can only speak for myself.

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.