FedEx Interview Questions & Reviews

Interview Details Driving online test, 1 phone behavior on phone, drivers abstract, 1: 2 behavior with hiring manager

Interview Details Applied through the FedEx website for the position and answered the initial qualifying questions. Heard back from the Manager within the week via email to set up a phone interview. The phone interview took nearly 45 minutes and in that time we covered a lot including past employment, personality and performance pertaining to the job. The second interview was in person and with the same Manager that contacted me originally. The second face to face interview was 45 minutes long. Considering the job description and title was new to Canada the Manager felt the questions were not suited to interview and that their relevance had nothing to do with the job I would be doing if I was hired.

Interview Details Hiring process at FedEx is rigorous. The interview process breaks into 3 elements: written skills exams, an applied topic presentation and a behavior interview. The written skills exam focused on understanding corporate finance at a high level and how this information impacts supply chain and transporatation strategy. The presention followed similar lines with the evaluation focused on your ability to communicate complex information. Finally, the behavioral interview is a series of scenarios base on your previous work history. Quality "x' is important in this job. Tell us of a time in your previous work experience you faced this scenario and used quality "x" to succeed.

Negotiation Details – Offer was only a little negotiable. I needed to provide W2 evidence of previous salary

Interview Details I jumped through a lot of hoops on their schedule but was not given a lot of consideration of my schedule.

Negotiation Details – Offered salary 10% higher than what was discussed in the interview

Interview Details 2 hours interview for region engineering position. Interview consisted of an adhoc presentation, followed by a series of 9 behavioral interview questions. The interview was very structured, so you have to choose your examples carefully. I felt like I wasn't able to offer up all of my experiences if they didn't fit into one of the 9 questions. I followed up with some additional examples of my work.

Interview Details Group presentation about FedEx and the position itself. This was followed by 2-3 face to face interviews. At this point you must take a personality exam and pass the drug/background checks.

Interview Details had an on campus interview and was selected to meet the team as a finalist. The team looked like they have not seen a sunlight for years. They were not very engaging and were very boring. Did not ask me any questions worth mentioning here. Not very good setting. Their building is also rented and it make you feel like you are at the mall. Some of them did not know what to ask and were awkwardly staring at me.

Interview Details Its been two weeks and still have not heard from anybody

Interview Details 3 divisions - FedEx Corp, FedEx Services, FedEx Supply Chain Services. Sales coverage is divided into 3 areas - FedEx express (domestic & intl air), FedEx Ground(parcel & home delivery), FedEx freight (LTL,TL). 3 types of sales roles in FedEx - inside sales(up to $50K trans spend all modes), field sales(based on # of facilities and multi-million $$ trans spend, Enterprise Sales (no cap and about 7-9 people doing this now at FedEx). First contact can be either an external recruiter or internal recruiter, but both are pre-steps before actual interview. Interview and Hiring process is 3 steps - 1st meeting is with an actual line manager (these people normally have 5-8 people under them) and they take turns in the managerial pool interviewing new outside applicants. This means the person who interviews you will most likely NOT be your actual manager if you are hired. Apparently, interviewing is expected of the line managers to be 10-15% of their time and they grudgingly perform these duties. 2nd step is with a panel interview of 3 managers, 3rd step is with the Managing Director of the branch location to personally vet and bless the candidate. Comp plan is weak - base was $60-65K and OTE was appx $16K per quarter even at 175% of quota. Basic sales metrics are - maintain current install base, and grow marginally by taking profitable accounts from UPS.