DICK'S Sporting Goods runs an almost entirely retail-store hiring machine gated by a Workday application and a two-in-person-interview loop, first with the Assistant Store Manager (ASM) then with the Store Manager (SM), with the SM interview usually deciding the outcome and salaried Team Captain offers sometimes handed out on the spot. Hourly candidates for Sales Associate, Cashier / CSS, Off-Field Operations and Footwear / Apparel / Team Sports Specialist roles frequently start with a self-recorded video interview before the in-store rounds, and the in-store conversation leans on shift availability, customer scenarios and (for Footwear or Team Sports) rough sport / product familiarity rather than any technical drilling. The salaried Team Captain track that replaced the old Lead role in the 2026 restructure runs through a Workday assessment plus one or two manager interviews, with base pay openly reported in the mid-$40Ks in mid-market stores and outcomes visibly shaped by internal favoritism and prior lead tenure. There is no publicly discoverable DICK'S 'our interview process' page (the corporate careers domain returns a WAF block from headless clients), so every experience below is candidate-reported, and same-day cancellations, ghosting after final rounds and multi-week silence in Workday are recurring themes in the corpus.
These 8 writeups cover retail hourly, store leadership, specialist footwear apparel team sports and other roles, US only. All of them were posted under a forum handle, so we could not verify the authors’ identities.
Experienced, $44,500 base. 2 rounds. Shared by u/Business_Sherbert_99 on reddit, 2026-07-11
1Workday application and assessmentOnline assessmentStandard online application through DICK'S Workday portal with the usual retail leadership behavioural assessment. The candidate had nine years of retail management experience (three years at one employer, six at the current one) so this stage was a formality.Covered: Behavioral, Domain knowledge
2In-store interview with the Store ManagerHiring managerOne conversation with the hiring SM covering the candidate's management background and their fit for a salaried Team Captain seat. The SM extended a verbal offer on the spot and the formal offer letter landed later the same day.Covered: Behavioral, STAR stories, Past projects
Team Captain
Outcome not shared
Experienced. 2 rounds. Shared by u/malipticle on reddit, 2026-07-29
1Interview with the store ASMHiring managerFirst in-person conversation at the target store, run by the Assistant Store Manager because the Store Manager was out on leave. The candidate walked through ten years of retail management history (store manager, district manager, subsequent self-employed sales) and felt the round went well.Covered: Behavioral, Past projects, Resume deep-dive
2Interview with a Store Manager from another storeHiring managerSecond in-person interview with a Store Manager pulled in from a different store, again ran through the resume and role fit. The candidate volunteered their target pay and the SM did not push back on it. They were told the ASM would be in touch the following week with next steps.Covered: Behavioral, Past projects, Domain knowledge
Team Captain, Endzone & Loyalty (salaried non-exempt, 38 hr baseline)
1Phone conversation with the Store ManagerPhone screenA first phone screen with the hiring SM went positively. The candidate came in with department-manager experience from another off-price retailer (Ocean State Job Lot) and the SM confirmed the role would own the entire sales floor rather than a single department.Covered: Behavioral, Past projects, Resume deep-dive
2In-person second interviewHiring managerThe follow-up round was arranged over a friendly phone call with the ASM to nail down logistics, then held in person. The candidate went in with a competing hourly offer in hand and expected the DSG conversation to focus on how they would lead an existing team through the ongoing restructure.Covered: Behavioral, Customer scenarios, Conflict handling
1In-person first interview at the storeBehavioralFirst in-person round for the Sports & Outdoor Specialist seat. The candidate felt it went positively and was told there would be a second interview, with the store contacting them by the end of the week if they were selected to advance.Covered: Behavioral, Customer scenarios, Domain knowledge, Shift availability
2Second in-person interview (contingent)Hiring managerDSG explicitly runs a two-interview funnel for hourly specialist roles. The candidate was told that only shortlisted first-round finishers would be invited back for the second, with a one-week decision window.Covered: Behavioral, Customer scenarios
Hourly sales associate (~$14-15/hr)
Outcome not shared
New grad. 2 rounds. Shared by u/Sh0w_Mi_uR-tiTs on reddit, 2023-10-28
1In-person interviewBehavioralFirst in-store interview for an entry-level hourly seat starting at fourteen or fifteen dollars an hour.Covered: Behavioral, Shift availability, Customer scenarios
2Second in-person interviewHiring managerThe candidate was surprised to be told that even the entry-level hourly role required a second in-person interview before an offer, and posted incredulously about the two-round bar at that pay band.Covered: Behavioral, Shift availability
Team Sports / Apparel Associate (part-time hourly)
1Self-recorded video interviewOnline assessmentAfter the Workday application, the candidate was invited to a self-recorded video interview for a part-time Team Sports / Apparel Associate seat, before any in-person contact with the store.Covered: Behavioral, STAR stories, Shift availability
Team Captain (internal placement, 2026 store restructure)
1Restructure placement assessment in WorkdayOnline assessmentAs part of the 2026 store restructure that folded the old Lead role into Team Captain and Specialist seats, existing leads were routed through a Workday-hosted placement assessment intended to slot them into one of the new job codes. The candidate, a senior lead with four prior years as an ASM at another retailer, went in expecting the tool to weight tenure and experience heavily.Covered: Behavioral, Aptitude
2Manager review and slot assignmentHiring managerThe SM and district staff reviewed assessment output alongside store performance and internal reputation and placed the candidate as an Apparel Specialist rather than a Team Captain, while several less-tenured 'major leads' were moved into Captain seats. No formal debrief on why.Covered: Past projects, Behavioral
External leadership candidate (District / store leadership track)
1Recruiter referral and Workday applicationPhone screenThe candidate met a General Manager who referred them to a corporate recruiter, then applied online and completed the required assessments for a district-level leadership role.Covered: Resume deep-dive, Behavioral
2Recruiter follow-up and store interviewHiring managerAfter applying, the candidate spent nearly a month chasing the recruiter and DM by phone through multiple stores before finally landing on the schedule. The recruiter conceded that the new hiring workflow had an internal routing bug that was silently dropping otherwise-eligible leadership candidates.Covered: Behavioral, Past projects
What Dick's Sporting Goods is hiring for now
3,640 open roles in our index. Advertised pay floors run $31k to $35k (median $33k, from 1649 postings that state pay).
What is the interview process like at Dick's Sporting Goods?
DICK'S Sporting Goods runs an almost entirely retail-store hiring machine gated by a Workday application and a two-in-person-interview loop, first with the Assistant Store Manager (ASM) then with the Store Manager (SM), with the SM interview usually deciding the outcome and salaried Team Captain offers sometimes handed out on the spot. Hourly candidates for Sales Associate, Cashier / CSS, Off-Field Operations and Footwear / Apparel / Team Sports Specialist roles frequently start with a self-recorded video interview before the in-store rounds, and the in-store conversation leans on shift availability, customer scenarios and (for Footwear or Team Sports) rough sport / product familiarity rather than any technical drilling. The salaried Team Captain track that replaced the old Lead role in the 2026 restructure runs through a Workday assessment plus one or two manager interviews, with base pay openly reported in the mid-$40Ks in mid-market stores and outcomes visibly shaped by internal favoritism and prior lead tenure. There is no publicly discoverable DICK'S 'our interview process' page (the corporate careers domain returns a WAF block from headless clients), so every experience below is candidate-reported, and same-day cancellations, ghosting after final rounds and multi-week silence in Workday are recurring themes in the corpus.
What topics does Dick's Sporting Goods test in interviews?
Commonly reported topics include Behavioral, STAR stories, Customer scenarios, Sales roleplay, Shift availability, Past projects.
These guides summarize public, first-hand interview experiences shared by candidates. They describe the shape of each loop and the topics that came up, not a leaked question bank, and every experience links back to its original source. Processes change often. Treat this as directional prep, not a script.
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