First I was contacted by a recruiter and we had an interview over the phone in the STAR format (situation/task action result). Her name was Katherine and she was friendly and very informative throughout my entire interview process after our own interview. She was easily accessible by email and she helped a lot with some helpful notes before I went into each round. The next round was in front of three territory managers and it lasted about an hour and a half. They had some good questions and were very competent. Some questions are when was a time you turned a no into a yes? When is a time you had to handle a customer complaint and what did you do? One of the best questions was if you were presented with two doors at the same company, one is to the blue collar worker type and the other one was to a corporate type, which door do you go through first? Great question, youd want to go to the worker type first, converse with them and gain insights. They arent looking for a sales pitch and are usually happy to talk about their work in a laid back manner. Then use those insights for the corporate person (typically the purchasing decision maker) who is likely to want you to be well researched and prepared for the meeting with them. Grainger is looking for a self starter who has good time management skills and the ability to sell. The managers in this interview really knew what they were talking about and I felt that I really shined in this interview. Friendly guys who would be enjoyable to work for. I was pushed onto the final round which was an interview with the manager of the managers on the phone. She called me twenty minutes late and 90% of her questions were asking me the questions they asked me in the previous interview and my answers. She wanted to keep this more "conversational". Her dog barked throughout parts of my interview and the few questions she asked that were original contained four or five questions in one; giving me no time to answer the first two questions she asked before tagging on three more questions. She gave no feedback before moving onto the next question. The interviewer usually will provide some form of feedback to your answers so you can either clarify or know that what you said got to the point they were looking for or didnt. Obviously, my experience isnt universal in the Grainger interview process and was more just the one person I talked to and her particular mood at the time. Essentially there was little substance in this interview and I felt that she rushed me off the phone without gaining insights into who I was. After interviewing with three managers in person for over an hour and a half, to then have the job offer be determined by a conversation on a phone for less than twenty minutes seems a bit strange and backwards. Overall, just know your STAR format and have some good experiences to talk about. Be friendly and really be about the outside sales. Dont let the "conversational" nature of the last phone interview throw you, bring your A game and make sure you conclude it the same way you would conclude a formal interview.

Good process. Scheduling of the interview was well organized and flexible. The point of contact provided good information on how to drive to the interview and where to park. Upon arrival the experience was good but the interviews seemed to be strictly by the "book". The interview was not personalized enough but still a positive experience.