Hertz's hiring for its US frontline rental network is fast, low-friction, and heavily tilted toward one signal: can you sell and stay calm under airport-counter chaos. The centerpiece is the Management Trainee (MT) program, a single interview (usually virtual) with the area manager built around behavioral, customer-service and sales-upselling questions, with an offer often coming back within hours to a week. Non-MT hourly roles (transporter/driver, lot attendant, HR) run a similarly light one-round interview focused on availability, driving record and basic fit; drug testing is inconsistent across zones and the post-interview background/MVR check matters more than the interview itself.
These 6 writeups cover management trainee program, rental sales associate, vehicle service attendant and other roles, US only. All of them were posted under a pseudonym (Reddit, GeeksforGeeks or forum handles), so we could not verify the authors’ identities.
Typical rounds
1
Outcomes shared
5/0offer / not
Most common round
Hiring manager
Sources span
2024 - 2026
Most frequently reported · Behavioral(6), Customer scenarios(3), Domain knowledge(2), Past projects(2), Sales roleplay(2)
Hertz’s official process
Hertz's careers portal (jobs.hertzcareers.com, powered by an ATS behind the Hertz-branded shell) is the single funnel for hourly, MT and corporate roles; the site advertises the MT program as a structured path to Branch Manager but does not publish an interview-process description of its own. Candidates report the flow as: online application, then a scheduled interview (Calendly-style link) with the area/branch manager, then background + motor-vehicle-record check and drug screen where applicable.
One conversation with the area manager covering standard behavioral prompts (tell me about yourself, a time you overcame a problem, a time you handled a rude customer) that then pivoted to Hertz-specific sales questions: why Hertz, are you good at sales, tell me about a time you sold a customer on something. The candidate stresses business-professional dress and coming ready with your own questions about day-to-day and growth.
Short, single interview with the area manager centered almost entirely on prior sales/upselling experience and professional goals. Feedback ('great experience and goals') came the same day after the manager finished his second interview slot, and the offer email arrived roughly three hours later.
Covered · Sales roleplay, Behavioral, Past projects
Interview was scheduled through a Calendly link days after applying on the corporate site. The candidate describes the on-site visit that followed (arriving to find a rundown off-airport office and being interviewed at a shared table across the road at the airport service counter), which reads as a signal about the state of individual branches rather than a structured process.
Now an MA1, the interviewee no longer remembers the specific questions, only that the interview was short and the emphasis was on customer-facing behavior. They describe the MT program itself as a 12-24 month arc: counter-representative duties on day one, with more responsibility (gas logs, vehicle service write-ups) layered in over time as you climb tiers toward Branch Manager (salaried, company car, gas card, bigger bonus).
Single interview with the branch manager focused on a clean driving record and comfort talking with strangers (drivers regularly shuttle customers between the branch, airport, and body shops). Resume was appreciated but not required. Post-interview drug testing is inconsistent (some locations pre-hire, some only in the event of an accident), and MVR pulls can happen at any time during employment.
Internal candidate (existing MA II) interviewed for a branch supervisor slot in a single sitting; the interview questions themselves were unremarkable enough that the candidate's follow-up questions were about post-offer logistics (which company-car tier they'd receive) rather than the interview itself, suggesting a light bar for internal MT-track promotions.
Covered · Behavioral, Past projects, Domain knowledge
Hertz's hiring for its US frontline rental network is fast, low-friction, and heavily tilted toward one signal: can you sell and stay calm under airport-counter chaos. The centerpiece is the Management Trainee (MT) program, a single interview (usually virtual) with the area manager built around behavioral, customer-service and sales-upselling questions, with an offer often coming back within hours to a week. Non-MT hourly roles (transporter/driver, lot attendant, HR) run a similarly light one-round interview focused on availability, driving record and basic fit; drug testing is inconsistent across zones and the post-interview background/MVR check matters more than the interview itself.
What topics does Hertz test in interviews?
Commonly reported topics include Customer scenarios, Sales roleplay, Behavioral, STAR stories, Conflict handling, 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.
