Tell us about a time you had an upset customer. How did you handle it?

They picked the wrong item from our warehouse and sent to the customer. Our customer called, quite upset by the inconvenience. I told them they keep the incorrectly shipped product and talked up that product to the client. I expedited the correct order, and they received it the next day. I thanked them in a follow up email and provided them with the tracking info for their shipment. I included a promo code for 50% off their next order. The next time, they doubled their order.

This evaluates how you handle upset customers. Answer this question by describing the situation and what upset the customer to begin with. Explain how you identified the steps needed to resolve the issue and how you delivered a great customer experience.

Avoid examples where you cast the customer in a negative light or paint yourself as a victim. This is testing your temperament and how you handle yourself under pressure as well as conflict resolution.

Tell us about a strategic decision you made without clear data or benchmarks.

Our staff wasn't hitting their productivity goals. The techniques we were using to incentivize weren't working. In my free hours, I created a work appropriate playlist that crossed all genres of music with mass appeal. Every song I chose was fast-paced music that a person would want to dance to. The playlist had a duration of 10 hours. So I played this during our shifts and everyone not only complimented the change of music, but exhibited a marked increase in productivity.

Specify the challenge you faced. Detail how others observed the situation, and what distinguished your perspective. Dive into why you chose your course of action, as well as the positive outcome.

Not every situation is in the playbook. Not every answer is obvious. Your answer will offer the interviewer insights on what you might bring to the table that might prove as a contribution to their team.

Tell us about a time you worked on an initiative or goal and indentified a growth opportunity for something bigger.

Our company had an 'opportunity buy' for a great product. This was a onetime featured product. It was our aim to push this item and boost our sales company wide. The product was underperforming. I stepped in and identified a missed opportunity in the display and branding of this item. By reinventing the display and the branding of our signage, our location sold out. Soon we requested more of the product from our other locations. At first, they were happy to unload it until they studied what we were doing and borrowed our methods. Within a week, the item was out of stock and I gained the attention of our regional who expressed gratitude for my hard work.

Describe the goal and why you took the initiative. Explain how you identified the opportunity for growth, including key data points and the end result.

Avoid instances where you thought you could do a better job than other members of your team and took action based on that premise. Avoid taking credit for other's accomplishments, or describing team efforts rather than focussing on your individual success.

Tell us about a time when you were unsatisfied with the status quo

I worked at a brick and mortar which was open from 8am to 10pm. Our night crew struggled to complete all their closing duties after receiving their nightly shipment. The morning crew struggled to get the work floor presentable for the morning shift. This was detrimental to team morale and strained relations between the morning and night crews. This went on for some time. I followed the chain of command, recommending we receive the evening shipment mid-day instead. We had the staff to receive it during those slower hours. They took my idea and ran with it, and this change set up both the morning and evening shifts for success. The store operations and team morale has since improved.

Describe the status quo, detail why you were unhappy with it, and what you did to challenge it. Explain the outcome.

Avoid examples where you may have overstepped your bounds or challenged the leadership of your superiors. This question is not only fielding your ability to think outside of the box but also testing your ability to follow the chain of the command.

Describe a time you took on work outside your comfort zone.

I learned long ago that I'm in charge of my development. So, in order to continue growing as a leader, I'd have to step outside of my comfort zone now and again. There was an employee that didn't respond well to corrective feedback, and their attendance issues required addressing. Although it was intimidating, I volunteered to step in and handled it differently than my peers had in the past. I started by humanizing myself, confessing performing corrective action was my least favorite part of my job, admitting I no desire to be in that situation either. In doing this, they didn't feel alone or victimized. I approached the rest of the conversation as a member of a two-person team. We strategized solving their attendance issues together, and they understood my intentions as helpful. Their attendance issues self corrected, and I took over their mentorship and performance reviews from there on.

Explain why your example was outside of your comfort zone. Specify whether you were volunteered for this task or if were you challenging yourself. Offer what you did to ensure your success and describe the obstacles you faced along the way.

Avoid examples which fall within your prior skillset. Do not give an example in which your work was incomplete.

Can you tell us about a time you experienced conflict with a co worker, and how you dealt with it.

My supervisor asked me to help a peer who seemed like they took on more projects than they could handle. I offered advice, but their response was defensive. I had no intention of taking credit for their hard work, so I monitored their performance from a distance. I noticed a potential error which might have negatively impacted the business, I stepped in and kept it on the down low. They were appreciative. Changing their perspective of me, from competition to ally, they relied on my experience moving forward, and we're close friends to this day.

Detail the situation leading up to the conflict. Include the steps you took to de-escalate. Explain how it resolved. Do your best to exhibit your soft skills and your adeptness at non-defensive communication.

Avoid assigning blame and present the situation objectively with empathy. Take responsibility for your part and offer what you learned from the experience. Avoid examples of physically or verbally abusive behaviour which resulted in corrective action.

Have you ever successfully implemented a cost-cutting strategy?

We were outsourcing our billing. Our aging accounts were growing. I was spending a lot of payroll hours following up with them on their progress cleaning these up. After a while, I suggested I take over the billing, identify the growth opportunities, and offer training these skills to our admin, who showed an interest in learning. Bringing these operations in-house versus outsourcing them ending up saving us $12,000 in annual revenue.

"Many times! One example is..." Provide examples with specific data points. Detail the steps you took and provide the positive impact it had on the business.

Avoid vague answers. Do not provide examples lacking data and specific numbers. Avoid examples resulting in layoffs or cutbacks that negatively affected others on the team. Avoid using 'we' statements. They are interviewing you, not your team.

What's the biggest lesson you've learned from a mistake you made?

I was training a recruit. I told them what to do and how to it, but didn't explain why each step was important. They didn't understand the full impact each step had on the business, and as a result, their quality of work didn't meet expectations. Since I was the one training them, the responsibility for their quality of work fell on my shoulders. Now, any time I am assigning any task, I preface the objective of the work before I assign the tasks and how to get the work done. I learned this helps our staff take more pride in their work, and a part of something bigger.

Relay a positive experience, providing how the mistake was made, how you dealt with it, and what you learned from it. Detail what you would've done differently and how you avoided repeating it.

Avoid defensive posturing and self aggrandizing. Avoid examples of not protecting the company's assets, or compromizing the safety of the workplace.

If you could have 3 dinner guests, from any point in time, who would they be and what would you serve them for dinner?

Amelia Earhart, Toni Morrison, and Amal Clooney. I'd serve them Scottish Eggs, pickled herring, a hearty salad, and a nice Amarone. I'd also play Ella Fitzgerald records in the background, with a roaring fire in the fireplace.

Be creative when answering this question. Its intent is to lower your guard and to gain insights into your personality. This evaluates your fit into the culture of their brand. Use this opportunity to be relatable and connect with the interviewer. Include figures you admire that reflect your values.

Fun and thought-provoking interview questions like this one may appear light-hearted but are a serious attempt to see your thought process in action as you tackle curious questions you couldn't have prepared for.It is an opportunity to relax and for you as well as the interviewer to get to know one another. After you answer the question, ask them how they would answer the same question.

Depending on how relaxed and approachable you are, these disarming questions might come early on or at the end. Typically, they'll follow this up with getting-to-know-you chit-chat. It's important that you keep your comments consistent with the questions you answer throughout the interview. For example, you might have said earlier that you have open availability. Once you lower your guard, you reveal you have a band and perform nightly and they should come and see you play sometime. While you were trying to make a friend, you just contradicted your declaration of having open availability. Be friendly, make friends, but keep your eyes on the road at all times.

Can you tell us about a time you went above and beyond for a customer.

There was an elderly woman standing outside waiting for a cab for almost a half hour. It was snowing. I stepped out to check in on her. After discovering what happened, I ordered her a rideshare car from my app and they picked her up in minutes. Next time she came by, she brought me cookies.

Describe a complicated situation where you identified an opportunity to satisfy a customer's needs. Detail the logic behind your course of action, what separated this example from your daily routine, and how you exceeded their expectations. Focus on the impact of your decision making and how it translates to their core values.

They want to know the scope of your work ethic regarding customer service. They're probing whether you perform solely within the job description versus embracing the ideology of customer service.

Can you tell us about a time when you missed a project deadline?

I was project leader in improving our warehouse's output rate. My goal was to increase output from 150 orders an hour to 175 orders an hour in 45 days. After taking this on, I realized we needed to do a full Kaizen event, involving a full warehouse layout overhaul. I it took me 65 days to increase the output. I exceeded expectation by delivering an output of 180.

This question tests your ability to take responsibility for your own actions/owning your mistakes and what you learn from them. Be sure to include the impact it had on the business or project aside from how late it was.

Do not deflect blame or point fingers at others on your team. Do not offer excuses. Avoid examples resulting in disciplinary action.

What's your definition of a successful shift on any given day?

When everyone's taken pride in their work, and feels rewarded through the recognition of their efforts, and is looking forward to getting back at it the next day.

This vague and generalized question doesn't require a specific answer. Offer insights to your philosophy of what you are trying to accomplish in your short term and big picture goals.

Answer the question outside of yourself. Focus on the larger circumference. The team, the company, comaraderie, etc...

Tell us about a time when you had to research something to make you more efficient at your job.

I was in charge of monitoring our order writers' orders. Something was happening with our pet food order. The employee responsible for that order did their best, yet their items were continually out of stock. The order writer was just as confused as everyone else. So I inspected their numbers, and they didn't match up. After further examination, I realised another supervisor who I rarely crossed shifts with was adjusting the order without communicating it or notating their adjustments. I made efforts to coordinate with all parties and the issue was resolved.

Frame your answer by identifying a growth opportunity. It could be a growth opportunity for yourself, for someone under your supervision which ultimately reflects on you, or a situation that presented itself as something that could be improved upon. Talk about why this was necessary to research. End with what you learned and how it made you a better leader.

Don't go into personal struggles that affected your professional life, such as insomnia or partying too late everynight with the crew. Also, don't detail things you had to research that you should've already known to do your job effectively. The less obvious and more innovative the better.

Describe a time you disagreed with a situation or decision that came down from above? How did you respond.

A restructure came down from corporate. We were told in a meeting what was going to happen, but not why. This created more questions than answers and sent everyone in a panic, concerned for their job security. This incited a great deal of speculation and gossip. Although I disagreed with the way the restructure was framed, I spoke with my superiors to inform them of the growing dissent. I asked them for more information on the big picture behind the restructure and relayed what I learned to the rest of our crew. I took every effort to explain our trajectory as a team. Soon optimism replaced skepticism, and the communal uncertainty passed.

Describe the situation, how it impacted the business or the team, why you didn't agree, and your response when the decision came down.

Avoid casting a negative light on the decision maker. Objectify the situation. Acknowledge that there are always two sides to a story, and let your soft skills shine. This is an opportunity to reveal inner strengths which might be less obvious throughout the interview process.

Can you describe a time in which you made an unpopular decision.

We had a supervisor who was struggling to motivate their crew. To incentivize, this supervisor was abusing the manager's expense account, treating their crew to breakfast at the end of each shift. Their productivity hadn't increased, and expensive breakfasts were being taken for granted. My superiors asked me to address this. My conversation with that supervisor had little impact. I was in charge of scheduling and traded shifts with this supervisor. They didn't prefer the midday shift. Neither did I prefer the morning shift. At first, it upset the morning crew that they had to provide their own meals. But under my supervision, productivity and morale improved, and our superiors could further develop and direct the supervisor who was struggling with incentivizing their crew.

Explain why your decision was unpopular. Delve into why you decided to move forward with your course of action, and what push back did you have and how did you respond. Detail how you got others behind it, and the impact of the outcome.

This one is a balancing act. Not only does this high-pressure question test how you respond under the pressure of the question itself, but it likewise tests your outlook. You'll want to focus not on any one person, but frame your answer by presenting the situation. Avoid framing yourself as unpopular. Instead, frame the decision as unpopular, but made on behalf of the greater good.

What does Customer Service mean to you?

If my staff loves coming to work, and the culture of our brand is appealing, that will translate to a great customer experience. A happy team is more likely to deliver a welcoming experience. I'm a cheerful person, and that's what I like to bring to work. I think that's what everyone wants, is to be happy when they're doing their job. It's contagious.

Go beyond how you aim to deliver a great customer experience, through your interactions with your clientelle and your team. Focus on culture, branding, and creating human connections. Exhibit positivity and an enthusiasm for working in a customer centric environment.

The customer is always right. When the customer is happy. Great sales.

Describe a time when you didn't have enough resources to do something you felt was important but found a creative way to get it done.

Our call center had a few cubicles set up in a corner of our warehouse. Over the years, they'd requested improved work conditions, but it didn't fit within our budget. I'd noted their low morale was compressing the quality of their customer service. So inspecting our storage systems, I decided the empty our breezeway which we were using to store work supplies. So I recruited a skeleton crew, involving our call center team, to empty the breezeway and move their work stations there. We moved the supplies back to where their old work stations were, and using existing materials we had on hand, we sectioned it off, creating a gangway, giving them more privacy and fewer intrusions from our warehouse pickers and staff.

Describe why you lacked the resources. Explain why this initiative was important. Describe how you reached the outcome and the feedback you received.

This tests your innovation, your ability to improve workflow and impliment systems while protecting the company's assets. It also evaluates your awareness of the bigger picture.

Provide a specific example when you mentored a team member and through your guidance a positive outcome was achieved.

A newer, well-liked employee wanted to take on more responsibility. The work they asked about was outside of their skill set. No one wanted to take on mentoring them in this task, focussing on more celebrated 'clutch-players'. I saw the positive morale potential to help this employee succeed. Another 'clutch-player' employee expressed interest in being promoted from within to management. So I coached that 'clutch player' on training the newer member of our team. They formed a bond, both grew, and this further promoted the morale of the team.

Provide examples where you identified an employee's growth potential. Provide how approached their training, and specifics as to how the employee's performance improved. Describe how they continued to excel after your mentoring. If they regressed, what did you do to continue to develop them.

Throughout the interview process the interviewer will give you opportunites to promote your accomplishments. They will likely alternate such questions testing how you deal with failure. Be sure to exhibit humility without playing yourself down. The impression you want to set is that you are, humble, you're good at your job, and you are consistently putting your all in.

Describe the best manager you've ever worked with? What made their management style stand apart?

I'll never forget them. They really took an active interest in my development. They trusted me, and any time they had to followup on something with me it was always with the benefit of the doubt and with a helpful hand. I know some respond to a heavy hand, but to me a great manager is someone who exemplifies leadership. They recognize the value of each member of the team. There is no 'I' in team, as the saying goes.

"I love all the managers I've worked with. But one that stands out..." Go into detail about their mentorship, their management style, and how you model yourself after what you learned from them. This question will reveal how you deal with authority.

I liked that manager because they were hands off. We could do anything we wanted. Under their watch, it was a party, and the job was easy. We still go out drinking all the time and play golf together. Once he was fired, I decided to start looking for another job, which is why I'm here.

Describe a time you didn't think you were going to fulfill a promised commitment.

On my watch, there was a mis-punch on one of our orders. It was a bulkier item, and the overage was an additional zero at the end. This overwhelmed our back room. Instead of 3 cases, they shipped us 30. I promised I'd fix this by midday. I got on the phone with all our other locations and negotiated with every other branch to take some of our overstock. We traded smaller product of equal value to not affect our inventory numbers. At a certain point, I grew concerned I would not hit the target. There was no one else to call. So instead of giving up, I created an attractive display featuring this item on our sales floor. By the end of the day, we were asking for some of the product we unloaded to our other locations to replenish our display. Not only did I fix the issue, but increased our sales for that item.

Explain the situation, and what variables hindered your progress. Detail what steps you took to get back on track, as well as the results of your efforts. Be sure to include lots of data poiints when answering this question.

Avoid examples where you didn't ultimately meet expectations.

Tell us about a time you made a calculated decision in response to an urgent situation

We had a conveyor system go down. And this was during our busy time of the season. I had to figure out the best way to re route packages to other buildings as well as quickly move the packages in the warehouse to another conveyor system. I assembled a team to move all the packages to the other system and also coordinate with other warehouse to route incoming packages. I got all 1500 orders out and did not miss an out delivery.

Explain why this required immediate attention and how you responded. Exemplify the data you collected and how you analyzed that data to inform your decision. Describe the outcome of the situation.

Avoid opportunies you should've Identified earlier, or put off until it became urgent.

What is the first thing you do to start your workday?

After clocking in, I walk the floor, noting the conditions of the workplace, and take my time to greet the crew. This way, no one feels unacknowledged. Not to mention, the last thing I want is several members of my crew bringing things to my attention that I would have otherwise missed. So, with a cup of coffee in hand, I practice sharpening my attention-to-detail and ensure I am three steps ahead. That way, when anyone raises a concern, whether it's a superior or sub-ordinant, I can reply with, I'm already on it.

Talk about things like how you organize chaos, or tackle the biggest challenge first, or touching base with every member of your team and surveying the field.

There's often a lot to accomplish in a day. Sometimes it feels overwhelming. This will offer the interviewer insights on your priorities.

How do you go about delegating work to your employees?

Everyone has their merits. I want to ensure every member of my team takes pride in their work. Although one employee might take a long time to complete one task, their attention to detail is obsessive. Whereas another employee moves fast and has great presentation, but upon closer examination, although close to perfect, they may have sacrificed some thoroughness prioritizing getting the job done on time. So whatever the task, I try to place my employees in tasks that best suit their talents, when I can afford that luxury.

This is an opportunity to reveal your interpersonal skills. Describe your method and approach to delegating, as well as advertising how you prioritize the strengths of your crew. Putting someone on a task ill-suited to their strengths doesn't expose their weaknesses but yours. Describe your management style. This will reveal where your are on a scale of delegating being difficult for you, to you being a micromanager.

If something's got to be done, you'd better do it yourself. I ask what everyone wants to do and let them do it.

Give an example of a complex problem solved with a simple solution.

We had a stealth worker, keeping productive and busy. When reviews came around, they scored average in the "Above & Beyond" section. They felt their efforts were unrecognized and complained to me about the situation, hoping I could change their review. Although out of my hands, I created a very simple task sheet for them to document any accomplishments and space for anything above and beyond. I gave them a flash drive with the template and advised they take it to a print center and have a pad made. They had the craft tools at home and did it themself. Every week this employee turned it in to management. Pretty soon, everyone was aware of how above and beyond this stealth worker was performing. They never complained about their raise aft that.

Detail how you identified an opportunity, and the process you took to implement it. Explain why it was important. Describe the impact it had on the business and your team.

No one else noticed it, but it was pretty obvious to me. I guess I'm smarter than everyone else.

Describe a situation where you made an important business decision without consulting your manager

Back when I work in a grocery store, we had a compressor go down on a Sunday, midday. This resulted in all our freezer cases going down. Our manager had just finished an overnight overseeing inventory. I knew they were sleeping, and addressed the situation on my own, confident in my decision making. We pulled everything from our freezer cases and kept them in our main back room freezer. We placed signs across our freezers on the floor, apologizing for the inconvenience and informing our customers to let us know what product they wanted and we'd fetch it for them. I called our repair company, requesting they come in on Monday morning. The reason I did this was their weekend rates were triple their weekday rates. Our sale for that day was average, and our cases were up and running before opening the next day. My manager came in that next day, supporting my decision and expressed gratitude.

Explain the logic behind your decision making and the impact it had on you and the business. Describe how your manager reacted. Provide specific data points.

Avoid examples of personal conflict or poor relations with management. Avoid examples were you over stepped your bounds.

Tell us about a time you worked on a big project with little notice or preparation.

I was handling inventory prep. We'd let our backstock grow lean to expedite the process. The following morning, we were expecting a massive shipment to replenish our stock. But the supervisor who was spearheading that effort could not come into work for that shift. The rest of our team already left for the day, leaving me to tie things up with inventory. When the news came, through there was no one for me to pass the baton off to. So I stayed and pulled two back-to-back shifts manning the restock. It was a lot, two enormous projects back to back, but with such little notice, it seemed the most logical course of action with the least impact on our operations.

Explain your approach to the situation. Offer detailed specifics relating to time management, project management, and the milestones of your success.

This is another example of the interviewer giving you an opportunity to to advertise your accomplishments. Take advantage of this opportunity to promote yourself as a 'clutch-player'. The team is in good hands when you're at the helm. The best leaders step up to the plate and are first on the field.

Tell us about a time where you had a challenging project. What was the outcome?

There were discrepancies in our inventory results. Theft seemed like an unlikely cause for the shrinkage. Speculations and rumors were spreading like a fire. While reviewing our retail stock ledgers from the last six months and comparing them with our manifests, quite an undertaking, I realized our receiving clerk was just signing off on our shipments without the monitoring the exceptions and discrepancies. We addressed the issue, and our next inventory came in within an acceptable range.

Describe the project, how long it took, and what made it difficult. If you did not meet the outcome you desired, explain why and include what you would have done differently or what the unavoidable circumstances that yielded that result.

This will evaluated your perception of what you consider difficult. When you answer this question keep in mind what the position you are applying for entails. Offer an out-of-the-ordinary example that will cast you in a favorable light.

Tell us about a time you worked with a difficult or disruptive person, (client, manager, or coworker). How did you handle the situation? What was the outcome?

I one time had an employee that started having outbursts on the floor, visibly upset when little things went wrong. After 3 days of this, I pulled the employee off the floor. I learned a member of their family member was unwell. I told them about our employee resources. After they started speaking to employee assistance and getting the help they needed, their conduct returned to being professional.

Explain the obstacles. What was the source of the conflict. Provide details as to how long it took to resolve, and the steps you took to ensure this situation wasn't repeated.

Avoid negatives when talking about the person you choose as the subject of your answer. Avoid situations lacking a positive resolution. This is an opportunity to reveal how skilled you are at non-defensive communication. It also reveals how you handle yourself in difficult situations and how you approach conflict resolution.

Why is system implementation important to you?

I'm always looking for ways to streamline our workflow and productivity. I'm a believer in making work foolproof. The path of least resistance should always be the path of doing the job the right way, right from the start. This prevents rework and enhances productivity.

The positives, and what is best for the team as a whole. Reveal your pet peeves when it comes to workflow, and what your pet peeves have to offer the greater good.

This evaluatates your approach to organization and how do you approach your workspaces and workflow. It's designed to reveal your lens of the bigger picture.

Give us a specific example of when you implemented a new system.

We were having difficulty keeping everyone on the same page. Communication was inconsistent and often passed on verbally. So I started a weekly bulletin which we kept in a binder in the break room. We had a page at the end of every bulletin with a list of all our staff with a checkbox next to their name. They'd check the box next to their name when they read it. This improved our workplace's communication as well as improved accountability.

Be sure to include the tools you used to identify the opportunity. Detail what you implemented and how you went about it. describe the return on investment or outcome. Be sure to include data points, such as the amount of money this initiative saved the company, or how it helped speed up a process.

Everyone wants to bring something to the table. Ambition comes hand in hand with any career. TRhis will gague if you'll try to reinvent the wheel on day one, or if you observe and get to know the rules before you try to improve upon them. Rather than providing examples that make you look better, offer examples that make you an appealing asset to a team.

Chewy Interview Questions

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1. Tell us about a time you had an upset customer. How did you handle it?
2. Tell us about a strategic decision you made without clear data or benchmarks.
3. Tell us about a time you worked on an initiative or goal and indentified a growth opportunity for something bigger.
4. Tell us about a time when you were unsatisfied with the status quo
5. Describe a time you took on work outside your comfort zone.
6. Can you tell us about a time you experienced conflict with a co worker, and how you dealt with it.
7. Have you ever successfully implemented a cost-cutting strategy?
8. What's the biggest lesson you've learned from a mistake you made?
9. If you could have 3 dinner guests, from any point in time, who would they be and what would you serve them for dinner?
10. Can you tell us about a time you went above and beyond for a customer.
11. Can you tell us about a time when you missed a project deadline?
12. What's your definition of a successful shift on any given day?
13. Tell us about a time when you had to research something to make you more efficient at your job.
14. Describe a time you disagreed with a situation or decision that came down from above? How did you respond.
15. Can you describe a time in which you made an unpopular decision.
16. What does Customer Service mean to you?
17. Describe a time when you didn't have enough resources to do something you felt was important but found a creative way to get it done.
18. Provide a specific example when you mentored a team member and through your guidance a positive outcome was achieved.
19. Describe the best manager you've ever worked with? What made their management style stand apart?
20. Describe a time you didn't think you were going to fulfill a promised commitment.
21. Tell us about a time you made a calculated decision in response to an urgent situation
22. What is the first thing you do to start your workday?
23. How do you go about delegating work to your employees?
24. Give an example of a complex problem solved with a simple solution.
25. Describe a situation where you made an important business decision without consulting your manager
26. Tell us about a time you worked on a big project with little notice or preparation.
27. Tell us about a time where you had a challenging project. What was the outcome?
28. Tell us about a time you worked with a difficult or disruptive person, (client, manager, or coworker). How did you handle the situation? What was the outcome?
29. Why is system implementation important to you?
30. Give us a specific example of when you implemented a new system.

Chewy Interview Questions

1. Tell us about a time you had an upset customer. How did you handle it?

2. Tell us about a strategic decision you made without clear data or benchmarks.

3. Tell us about a time you worked on an initiative or goal and indentified a growth opportunity for something bigger.

4. Tell us about a time when you were unsatisfied with the status quo

5. Describe a time you took on work outside your comfort zone.

6. Can you tell us about a time you experienced conflict with a co worker, and how you dealt with it.

7. Have you ever successfully implemented a cost-cutting strategy?

8. What's the biggest lesson you've learned from a mistake you made?

9. If you could have 3 dinner guests, from any point in time, who would they be and what would you serve them for dinner?

10. Can you tell us about a time you went above and beyond for a customer.

11. Can you tell us about a time when you missed a project deadline?

12. What's your definition of a successful shift on any given day?

13. Tell us about a time when you had to research something to make you more efficient at your job.

14. Describe a time you disagreed with a situation or decision that came down from above? How did you respond.

15. Can you describe a time in which you made an unpopular decision.

16. What does Customer Service mean to you?

17. Describe a time when you didn't have enough resources to do something you felt was important but found a creative way to get it done.

18. Provide a specific example when you mentored a team member and through your guidance a positive outcome was achieved.

19. Describe the best manager you've ever worked with? What made their management style stand apart?

20. Describe a time you didn't think you were going to fulfill a promised commitment.

21. Tell us about a time you made a calculated decision in response to an urgent situation

22. What is the first thing you do to start your workday?

23. How do you go about delegating work to your employees?

24. Give an example of a complex problem solved with a simple solution.

25. Describe a situation where you made an important business decision without consulting your manager

26. Tell us about a time you worked on a big project with little notice or preparation.

27. Tell us about a time where you had a challenging project. What was the outcome?

28. Tell us about a time you worked with a difficult or disruptive person, (client, manager, or coworker). How did you handle the situation? What was the outcome?

29. Why is system implementation important to you?

30. Give us a specific example of when you implemented a new system.