Senior Data Analyst (Digital / eCommerce Analytics)
virtual
· Difficulty 4/5
Candidates report an initial recruiter screen focused on domain fit for digital commerce analytics, communication style, and alignment with how the company frames guest experience and business impact. The next step is often a technical screen with an analytics leader that covers SQL depth, metric definition, and experiment or funnel analysis, typically scheduled one to two weeks after the first call. Many processes include a take-home or live case exercise where candidates analyze an e-commerce scenario such as conversion changes, product page performance, or checkout drop-off, then present findings and recommendations. A virtual panel or loop commonly follows, combining a deep-dive on the case, a partner interview with stakeholders such as product, marketing, or merchandising, and a behavioral interview that tests collaboration and influence. Candidates report the end-to-end timeline frequently runs three to six weeks, with variability driven by panel scheduling and the number of stakeholders involved.
Define the key metrics for an e-commerce funnel for a product detail page to checkout. Which metrics would be leading indicators and why?
Write a SQL approach to calculate week-over-week conversion rate by device type, including how to handle returns, cancellations, or bot traffic if those exist in the dataset.
An A/B test improved add-to-cart rate but decreased completed purchases. What analyses would be run before recommending rollout or rollback?
Describe a time cross-functional partners disagreed with an analytical conclusion. How was alignment reached and what trade-offs were made?
lululemon teams often emphasize guest-centric decision-making. How would a recommendation be framed if it increases revenue but risks a worse guest experience?
Guest Experience Lead (Key Leader)
onsite
· Difficulty 2/5
Candidates report starting with a short recruiter or store leader phone screen focused on availability, interest in the brand, and prior customer-facing experience, often scheduled within a week of applying. The next stage is typically an in-store interview with the Store Manager or Assistant Store Manager that blends behavioral questions with scenarios about floor leadership, guest recovery, and coaching peers. Some stores add a second in-store conversation with another leader or a group-style meet-and-greet to observe communication and energy on the floor, sometimes paired with a brief store walk. Reference checks and an offer conversation often follow quickly, with the total process commonly taking about one to three weeks depending on store urgency and scheduling. For leadership-track retail roles, interviewers commonly evaluate how candidates model brand values, handle feedback, and keep the team focused on guest experience and operational standards during peak traffic.
Describe a time a guest was unhappy and what steps were taken to turn the experience around. How was success measured after the interaction?
A guest wants a legging style that is out of stock in their size. What options would be offered in the moment, and how would the interaction be kept guest-centered?
Tell about a time coaching was given to a peer in the moment during a rush. What was said and what changed afterward?
How would a team be prepared for a product drop or weekend peak when staffing is tight and the fitting rooms are backing up?
lululemon stores emphasize community and connection. What does building community look like on a retail floor, and how would that show up in daily behaviors?
Brand Marketing Manager
virtual
· Difficulty 3/5
Recruiter screen, hiring manager interview, marketing case study, behavioral, and final with director.
Walk me through a brand campaign you've led.
Tell me about partnering with ambassadors.
Describe handling community feedback on a launch.
How do you balance brand-purpose with commercial growth?