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.
Autres retours d’entretien d’embauche pour un poste comme Assistant Manager chez lululemon
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.
Questions d'entretien [1]
Question 1
How did you include someone in a project/environment?
There are 3 interviews in the interview process:
The first one is: Phone screening
The second one is: Zoom with a colleague and Store Manager
The third one is: Zoom with the Regional Manager and the Store Manager
Questions d'entretien [1]
Question 1
Situational quesitons, with answering the STARL structure
J'ai postulé en ligne. Le processus a pris 2 mois. J'ai passé un entretien chez lululemon en oct. 2025
Entretien
Disappointing experience.
After 5 interview rounds and constant reassurance from HR and line manager about my 'strong fit,' the role was given to an internal candidate.
If a company prioritizes internal hires regardless of experience, they shouldn't lead external candidates on with false hope.
The process felt disorganized and disrespectful of my time.
Réponse de lululemon
2mo
Thank you for sharing your experience—we recognize the time and energy that goes into multiple interview rounds. Your feedback on communication and the overall process is important, and we'll keep it in mind as we continue to refine the candidate experience.
