Real, anonymous reports from people who interviewed for Operations Manager at LA Fitness, newest first and distilled into what to expect across the loop.
I applied online and got a callback from the general manager about two days later to set up an in-person interview. When I arrived at the gym, I checked in at the front desk and waited roughly 10 minutes before meeting the manager in an office. The conversation was one-on-one and fairly informal, but it stayed focused on my sales background, why I was interested in fitness, and how comfortable I felt working toward membership quotas.
The first part of my process moved fast. I did one interview and then got told I was being offered the position the next day. The tone sounded confident, and I thought it was basically settled.
The interview process typically starts with a phone screen followed by an in-person interview, often moving quickly from one stage to the next. Some candidates experienced a more structured approach with multiple interviews, while others felt it resembled a cattle-call setup.
Interviews heavily emphasize candidates' sales experience and comfort with membership quotas, often discussing compensation structures tied to sales performance rather than operational responsibilities. This sales-driven focus may lead to misalignment with candidates seeking more operational roles.
Most interviews are described as relaxed and conversational, with a focus on getting to know the candidate rather than a rigorous evaluation. This informal tone can create a comfortable atmosphere but may also lead to ambiguity about job demands.
Candidates reported inconsistencies in communication after initial interviews, with some experiencing delays or lack of clarity regarding next steps. This can lead to frustration and uncertainty about the hiring process.
There is a perception of high turnover and a fast-paced environment, leading some candidates to question the long-term fit and culture of the company. The emphasis on rapid hiring may overshadow the importance of candidate development.
Overall candidate experiences vary widely, with some feeling positive about the initial interactions while others left with negative impressions due to perceived unprofessionalism or a lack of respect during the process. This can impact candidates' willingness to accept offers.