During my interview, I asked the "headhunter" and both owners if they had any reservations about my qualifications, to which all three responded "no." At the end of my interview, one of the owners said an offer couldn't be made until the background and reference check was completed because it's hard to rescind an offer once it is made. Knowing I had nothing to fear on that front, I left the interview confident I would be getting a job offer early the next week. So why didn't I get the job? I requested feedback following my rejection, and an HR assistant responded to me, "We really liked your personality and thought you had good drive and passion. However, we had limited positions to fill and we decided on candidates that had a little more sales experience." So, why wasn't that mentioned when I asked if there were any reservations about my qualifications? I pursued the matter further with the head of HR, and she replied, "We feel like you have many strong suits that would make you successful in many industries, and I don’t honestly think that we have any true “concerns” about your ability. However, we find that people that have had some experience with cold calling and/or industry knowledge are able to really hit the ground running in this position and with a specific number of slots and tons of candidates, we made our decision based on prior experience." While it does mention cold calls as a job requirement on the website, if you look at the employee bios, not all of them come from sales backgrounds. I clearly indicated during my interview that I am not afraid to pick up the phone. My overall impression of the interview was that it was just a lot of smoke and mirrors. Everyone I talked with mentioned the "unlimited" earning potential of the position and the possibilities for career growth, which should have been a warning sign to me that Legion is not as transparent as they claim to be. It seems the only way to get your foot in the door with this company is if you are hired in as a Problem Solver. I'm left wondering how many other candidates were made to feel they were going to be offered a position, only to have the rug yanked out from under them.

Brief. Two rounds of interviews, first with the head of HR, and second with Lacy and Tony, if you make it past the first round. Basic questions, no curveballs, but definitely looking for a 'locker room culture' fit. Competitiveness as must.