5 first-hand experiences · See open roles at VF Corporation
VF Corporation, an apparel holding company (Vans, The North Face, Timberland, Dickies, Icebreaker, JanSport, Smartwool), hires most publicly-discussed candidates into brand-owned retail stores rather than into corporate roles, so first-hand accounts are concentrated on hourly and store-management hiring at Vans and The North Face. That side of the loop is a fairly standard mall-retail sequence: often a HireVue on-demand video screen for management applications, a group or one-on-one store interview for sales associates, and a chain of store-manager and district-manager conversations (frequently by phone) for supervisor and manager roles. First-hand corporate/HQ writeups (Denver HQ, brand marketing, supply chain, design, finance) are scarce in public forums during this harvest window.
These 5 writeups cover retail store associate, retail store manager roles, US retail-store heavy. All of them were posted under a pseudonym (Reddit, GeeksforGeeks or forum handles), so we could not verify the authors’ identities.
Most frequently reported · Behavioral(5), Retail experience(4), Brand knowledge(2), Shift availability(2)
VF's own careers page describes the umbrella employer and its brands but does not publish a step-by-step candidate flow. The only concrete process guidance is an anti-scam notice reminding applicants that VF never asks for fees, sensitive personal data, or supply purchases during hiring, and directing candidates to apply through the official careers page or a VF recruiter.
Read VF Corporation’s own hiring page1,303 open roles in our index · advertised pay floors run $32k-$39k (median $36k, from 989 postings that state pay).
Retail experience·Brand knowledge·Customer scenarios·Shift availability·Behavioral
Outcome not shared1 round
Shortly after applying through Indeed for a store manager opening, the candidate received an emailed invitation to a HireVue on-demand video interview and completed it without a live interviewer, which they described as unfamiliar and off-putting compared to previous retail interviews.
Covered · Behavioral, Retail experience
Shared by u/Dunadunadunabatman on reddit · 2022-08-27
Outcome not shared2 rounds
The poster completed a first interview for a store manager role and was told they still had three more interviews ahead of them, all to be conducted over the phone rather than in person.
Covered · Retail experience, Behavioral
Three additional phone interviews were scheduled as the next steps, which the poster found surprising given they expected at least one to be in person.
Covered · Behavioral, Retail experience
Shared by u/Traditional_Yak6109 on reddit · 2024-01-17
Not selected3 rounds
After dropping a resume off in-store to the assistant store manager, the candidate was invited to interview with the store manager and felt it went well.
Covered · Retail experience, Brand knowledge
A second interview was arranged with the store manager of a different Vans location, who also gave positive feedback.
Covered · Behavioral, Customer scenarios
A third interview with the district manager was booked but the poster was told the day before that the role would not be filled because headcount had been reduced, ending the process without a final.
Covered · Behavioral
Shared by u/dmun112 on reddit · 2023-09-10
Outcome not shared2 rounds
The first stage was a group interview run by the store team where questions focused on the candidates themselves rather than job-specific scenarios, framed more as a personality and fit screen.
Covered · Behavioral, Shift availability
A callback interview was scheduled with an assistant store manager as a one-on-one follow-up to the group session.
Covered · Retail experience, Brand knowledge
Shared by u/Professional_Fee4052 on reddit · 2022-09-19
Outcome not shared1 round
The applicant attended a group interview at the store and was told they would hear back with an outcome within two to three days.
Covered · Behavioral, Shift availability
Shared by u/luhtonkarightthere on reddit · 2022-08-27
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.