Our Recruiting Process

We must be just as good of a fit for you as you are for us. Dig through our website and follow the conversation on social media to see what consumers and associate alike have to say about us.

You must apply online through our careers website in order to be considered for any posted positions. If you don’t see a current opening that’s a great fit, join our Talent Community to stay connected with company news and receive alerts when new job openings are posted. If you’re not selected at any stage of our recruiting process, we’ll let you know by email.

If we contact you to participate in a phone interview, it’ll be behavior-based style with a recruiter from our Talent Sourcing Team. Make sure you take some time to prepare like you would for a face-to-face interview!

If you’re successful over the phone, you’ll visit us for an interview at the location of the position—either at our Corporate St. Louis Headquarters, one of our 12 sales offices, or at one of our 20 U.S. factory locations. The interview will consist of meeting with individuals from the Hiring Team to address several behavior-based interview questions.

It’s your chance to get to know us as well, we’ll leave time to answer your questions so plan ahead what you need to know more about to make an informed decision.

If you’re considered the top candidate for the job, we’ll want to move quickly to welcome you aboard. You can expect to be contacted by phone with a verbal offer from our Talent Acquisition or Hiring Team.

At this point, we’re all celebrating You’re about to start a new job and we’re growing our team. We’ll ask that you complete some administrative items so we can get the ball rolling for your first day on the job.

A little something special will arrive on your doorstep from us—something to welcome you to the family and prepare you for day one. You’ll have a contact from Purina to whom you can direct your questions. Beyond that, we can’t wait to have you!

• Research the behavior-based interviewing method online and ask your Recruiter for resources to help you prepare
• Set up a mock interview with a friend or family member that allows you to think of specific examples from past experiences (work, school, volunteer, etc.) that highlight your skills and strengths.
• Take notes of key events of projects you plan to discuss and bring them with you to the interview. It’s not a test; you can refer to your notes throughout!
• Prepare a few specific questions to ask the interviewer(s) at the end. Hint: Ask questions that you can’t find the answers to by researching our website or on our corporate site.

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• For the face-to-face interview, you’ll only have to visit us on-site one time, although you’ll spend three hours interviewing with different interview teams.
• Go into story-telling mode. Explain critical details that outline the situation, behavior and outcome of the example you use.
• Focus on recent examples from any relevant context – previous/current jobs, internships, clubs, organizations, etc.
• Don't be afraid to use “I” instead of “We”. Own your work and accomplishments and make it clear what role you play(ed).
• You’ll interview face-to-face with more than one person, but not all at the same time. Try not to repeat yourself – make sure all of you examples and stories differ from each other.
• We don’t expect all your jobs and projects to have amazing outcomes. The actions you took throughout the process are what’s most important as past behavior is the best predictor of future performance.

Ask the interviewer(s) specific questions about the job. For example:

• How is success measured in this role?
• What are the most important things I would need to accomplish within the first six months to be successful?
• Can you describe the onboarding/training process?
• What are the biggest challenges of this role? If it’s a new position, what challenges should I expect?
• We’ll never leave you hanging. Know that you’ll hear from us quickly as to whether you’ll move forward through our recruiting process.