LA Fitness Interview Guide
Everything we know about interviewing at LA Fitness: the process stage by stage, what each round tests, and reports from candidates who interviewed.
Interviewing at LA Fitness
What the process looks like, and what LA Fitness is really testing for.
LA Fitness interviews you with an emphasis on sales capability and communication, and many parts of the loop are designed to move quickly. Across the reported steps, you may start with a phone screening, then have one or more in person conversations with management, including an informal GM or District Manager interview at a club location.
What they test comes through clearly in the topic coverage. Sales Fundamentals, Sales Strategy (cold calling and outreach), Sales Role Play or Mock Selling, Consultative Selling, persuasion and influence, and performance metrics tied to monthly targets and commission modeling are all prominent. They also test customer relationship and people skills, communication skills, membership quota management, and basic fitness or gym knowledge, plus how you handle the acquisition funnel from walk ins to conversion.
After interviews, timing varies widely. Some candidates report offers shortly after the final conversation, even the same day, while others report delays or missing follow through. Your best preparation is to be ready to discuss quotas, commission, membership conversion, and how you communicate with customers, while also staying professional if the process feels fast or uneven.
Offer rate is reported as 0.0% in the aggregated candidate data, so you should focus on how you perform in the sales and customer conversion parts of the interviews, not on expecting a consistent or timely outcome after you finish the loop.
The LA Fitness interview process
5 stages, based on 500 candidate reports.
Application submission and follow up
DaysYou submit your application for roles such as Account Executive. If you do not hear back within a few days, one reported process explicitly mentions proactively following up to demonstrate sales initiative.
Initial screening (phone)
Short phone stageYou may go through an initial screening via phone to assess candidate suitability. Reports describe this as quick and focused on basic fit and your background for the role.
In-person interviews with management
Same day to multiple interviewsYou participate in one or more in person interviews with the management team. Reported conversations include manager or General Manager style discussions and, in some cases, an informal GM or District Manager interview at the club.
Final evaluation, potentially with observation
Day of interview to 1-2 steps afterSome candidates describe a more practical component, such as a working interview where they observe the front desk or assist with tasks to show operational skills. Interview topics still center on quotas, customer acquisition conversion, communication, and client facing behavior.
Offer discussion and possible follow up
Short after final conversation, can be delayedYou may receive an offer shortly after the final conversation, but delays can occur. Some reports also mention a follow up conversation with a regional manager, while others describe missing or unclear communication after early positive signals.
What LA Fitness evaluates
How often each skill shows up across reported interview loops.
Interview guides by role
Each guide has the questions LA Fitness interviewers actually ask, the loop structure, and total compensation by level.
Insider tips
Patterns from candidates who got offers, and the mistakes that most often sink a loop.
Real interview experiences by role
Read what candidates said about interviewing at LA Fitness: the loop, difficulty, and outcomes, straight from recent reports for each role.
LA Fitness interview FAQ
Answered from real candidate and workplace data, marked up for rich results.
What people say about LA Fitness
Verbatim snippets pulled from employee and candidate reviews.
There is significant pressure to perform, with management often resorting to threats of termination for underperformance.
Favoritism among higher-ups is evident, impacting team morale and fairness.
The free gym membership is a nice perk, and most coworkers are supportive.
This is one of the worst companies to work for.
The pay is inadequate for the amount of work required, making it comparable to fast food wages.
Management style is poor, contributing to a negative work environment.
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