I applied for this position and received an e-mail request the next day asking me to complete an online assessment that consisted of behavioral questions and math problems. I received a phone call from a recruiter a couple days after that requesting I schedule a phone interview with her. After my phone interview, the recruiter told me that she will forward my information to the hiring manager of the branch location I chose, and she would let me know whether I made it further into the application process. A few days later, I got a phone call from the recruiter saying the hiring manager would like to interview me for the position I applied for. Total time from the moment I submitted my online application to the face-to-face interview was 1.5 weeks. Regarding my in-person interview, I was interviewed by two people—the manager I would’ve had to report to, and a higher level employee I assumed was either next in command or on the same level as the hiring manager. Each person saw me individually rather than simultaneously. I was asked many questions about my work history. However, the majority of the questions I was asked was more about my experience producing rather than behavioral/situational questions. Not long into the interview with the hiring manager was when I realized that this position emphasized an employee’s ability to produce (and produce with the utmost quality and speed) at all times. You must be able to meet or exceed your quota each day you’re scheduled to come in to work. I was told that a superior or other members of my team would be available to help me reach my daily quota if it became a persistent problem. Furthermore, I was told that after my probationary period, should I be unable to meet my quota, disciplinary action would ensue. Importance was also placed on how well an employee could be mentally and physically present for each day he or she is supposed to work; it is expected that employees maintain near-perfect attendance. Hourly rate was non-negotiable.