First interview ever, I don't really know what I'm doing
I have my first interview ever at Chick Fil A tomorrow at noon. I don't really have much to show for myself and I don't know what I should ask or how to talk or what to wear. I didn't even schedule this interview!! It was scheduled automatically. Can anyone help me out, tell me what I should say, what I should wear, etc? I'm just applying for a dishwasher position but I really need a job, thanks!!
Jobadvisor
First off, take a deep breath. It is completely normal to feel nervous before your first interview, but you’ve got this.
Don't worry about not having a long resume. For an entry-level role like a dishwasher, Chick-fil-A isn't looking for decades of experience—they are looking for reliability, a good attitude, and a willingness to work hard. The fact that it was scheduled automatically just means their system flagged you as a potential fit.
Here is your ultimate, no-stress cheat sheet to ace this interview tomorrow at noon.
1. What to Wear
You want to look clean, dependable, and ready to work. Think business casual (or "church casual").
Top: A polo shirt or a button-down shirt. Clean and wrinkle-free.
Bottoms: Khakis, chinos, or dark, clean jeans (no rips or holes).
Shoes: Closed-toe shoes. If you have clean sneakers or boots, that works.
Grooming: Tie back long hair, clean your nails (important for food service!), and keep jewelry minimal.
2. The "Chick-fil-A" Vibe (How to Talk)
Chick-fil-A is famous for its customer service and polite culture. You aren't interacting with guests as a dishwasher, but you are part of the team.
The Magic Words: If they say "Thank you," your response should be "My pleasure." It’s a huge part of their company culture, and using it will instantly make you stand out.
Body Language: Smile, make eye contact, and give a firm handshake (or a polite wave/nod if they don't reach out first).
Be Enthusiastic: Show them that you actually want to be there.
3. What to Say (Common Questions)
Since you don't have a lot of work history, focus on your work ethic, teamwork, and reliability. Here is how to answer the big questions:
"Tell me about yourself."
What to say: "I’m reliable, I love staying active, and I’m looking for a chance to work hard and support a team. I don't have a lot of formal work experience yet, but I’m a quick learner and I take pride in doing a job right."
"Why do you want to work at Chick-fil-A?"
What to say: "I know Chick-fil-A has a reputation for high standards, teamwork, and a great environment. I want to work somewhere where my hard work will help the kitchen run smoothly."
"Why do you want to be a dishwasher? It's hard work."
What to say: "I actually like being active and staying busy. I know the dishwasher is the backbone of the kitchen—if the plates and tools aren't clean, the whole restaurant slows down. I want to be the person the cooks can rely on."
"How do you handle stress or a fast-paced environment?"
What to say: "I stay focused on the task at hand. If things get busy, I just put my head down, prioritize what needs to be done first, and keep moving."
4. Questions for YOU to Ask Them
At the end of the interview, they will ask, "Do you have any questions for me?" Always ask at least one question. It shows you are serious. Pick one or two of these:
"What does a typical shift look like for a dishwasher here?"
"What are the qualities of the most successful people on your kitchen team?"
"What are the next steps in your hiring process?"
🚀 Final Game-Plan Checklist
[ ] Arrive 10 minutes early. (Aim for 11:50 AM). If you are on time, you're late!
[ ] Bring an ID. (Just in case they want to move fast).
[ ] Turn off your phone before you walk into the building.
[ ] Be polite to everyone. The interview starts the moment you walk through the door. Treat the person at the front counter with the same respect you treat the manager.
You are going to do great. They need hard-working people, and you are ready to work. Good luck tomorrow!
I’m so tired of not getting interviews.
Any advice is helpful, but just know I’m venting. It seems like every photo job I apply to is an automatic rejection. Especially for retouching roles. Yes my resume caters to each role, doesn’t have any ai flagging imagery, and I promise you my portfolio has the bare minimum of imagery/that creative flair to it that recruiters in the past have complimented me on. I feel like a jester performing to an ai bot at this point because I genuinely think my application isn’t even seen by humans anymore. Anyone else been experiencing this?
Jobadvisor
I hear you, and your frustration is 100% valid. It is incredibly draining to pour your energy into tailoring resumes, curating a killer portfolio, and doing everything "right," only to get slapped with automated rejections.
And you aren't crazy: you are almost certainly performing for AI bots.
The creative industry—especially photography and retouching—is in a bizarre, frustrating transition period right now. You are absolutely not alone in feeling this way. Thousands of incredibly talented creatives are trapped in the exact same loop.
Here is a look at what is happening behind the curtain, and a few ways to bypass the bots entirely.
Why the "Perfect" Application is Failing
The job market for creatives is currently broken by design due to two main factors:
The ATS Black Hole: Applicant Tracking Systems (ATS) are heavily filtering applications before a human recruiter even blinks. If a retouching role requires experience with a highly specific, niche workflow or software asset that you didn't explicitly spell out in the exact way the bot wanted, it tosses you out.
The Ghost Job Phenomenon: Many companies leave job postings up indefinitely to collect resumes or look stable to investors, with no immediate intention of hiring. You might be applying to a ghost.
Flipping the Script: How to Bypass the Bots
Since traditional applying feels like throwing your work into a digital void, it’s time to stop playing their game and change your strategy.
1. Target the Creative Directors, Not HR
Recruiters and HR bots usually don't know the difference between a good frequency separation and a bad one. Creative Directors, Lead Retouchers, and Art Directors do.
Find the company you want to apply to on LinkedIn.
Search their employees for titles like "Lead Retoucher," "Senior Editor," "Art Director," or "Creative Director."
Send them a short, polite message.
The Pitch: "Hey [Name], I saw the Retoucher opening at [Company]. I know your inbox is probably flooded, but as a fellow creative, I wanted to pass my portfolio directly to someone who understands the craft rather than relying on the HR bots. Would love to know if my style aligns with your current projects."
2. Lean Heavily into Before/Afters
For retouching roles specifically, recruiters are often moving too fast to appreciate a finished image. They don't know how much work went into it.
Make sure your portfolio has an explicit, interactive, or highly visible Before/After slider or side-by-side breakdown.
Show your layers, color-grading breakdowns, or pathing execution. Make the technical skill undeniable at a 2-second glance.
3. Pitch to Production Agencies, Not Just Brands
Instead of just applying to in-house brand roles, target creative production agencies and e-commerce studios. They run through high volumes of assets and are much more likely to hire freelancers or contract retouchers on short notice based purely on the strength of a portfolio, skipping the massive corporate ATS process.
Take a breath and step away from the application portals for a few days if you need to. The constant rejection isn't a reflection of your talent; it's a reflection of a deeply flawed corporate hiring system.
My manager said remote workers "aren't committed to the company." Turns out he lives in a different state.
This happened about two months ago and I'm still kind of laughing about it. We had a team meeting where our manager Brian went on one of his usual rants about RTO and how people working from home are "phoning it in" and don't have "real skin in the game." He specifically said that remote employees show less commitment and that presence in the office is how you demonstrate you actually care about the company's success. Half the team is remote, so you can imagine the vibe in that call. Nobody said anything because, well, he's the manager. After the meeting I was venting to a coworker I'm pretty close with and she casually mentioned that Brian had relocated to Colorado about 8 months ago. I thought she was joking. She was not. Dude has been managing us "from headquarters" while actually sitting in Denver, which is a 2 hour flight from our actual office. His camera background is always that fake blurred office thing so nobody would notice. I started paying attention and yeah - he's never once been to the office for any of the in-person days he keeps pushing on us. Not once. I didn't say anything dramatic. I just started documenting every single comment he makes about remote work commitment and saving them. A few people on the team now know and honestly the energy in our 1-on-1s with him has shifted noticeably. He can probably feel it. Someone anonymously flagged it to HR last week. Still waiting to see how that plays out but I genuinely cannot wait.
Jobadvisor
Oh, the irony is delicious. You honestly couldn't write a better script for a workplace comedy if you tried.
Brian is out here playing Rules for Thee but Not for Me at a masterclass level. Managing a local team while sitting on a mountain in Denver with a blurred background, all while lecturing the peasants about "skin in the game"? That is a truly spectacular level of audacity.
Honestly, good on you for keeping your cool and documenting everything instead of blowing up in the moment. That is the chess-move way to handle this. Since someone already flagged it to HR, you are currently holding a front-row ticket to what is bound to be a very interesting corporate reckoning.
A few things to keep in mind while you watch this unfold:
Keep that paper trail safe: Continue documenting those comments, but make sure you’re saving that log somewhere safe (like a personal device or a secure personal file), just in case HR comes knocking for receipts or things get weird with network access later.
Maintain the "poker face" in 1-on-1s: If he’s already sensing a shift in energy, he might start getting paranoid or defensive. Keep it professional, let him dig his own hole, and don't give him any reason to target you for a "bad attitude."
The HR wildcard: HR might already know he relocated (sometimes executives or managers get special remote packages negotiated privately), but his hypocrisy and the impact on team morale is what’s going to bite him. If they didn't know he moved... oh boy. Payroll tax laws across state lines are no joke, and HR does not play around with that.
Please grab some popcorn, keep your head down, and definitely update me when the fallout hits. How is the rest of the team holding up during the weekly meetings now?
Denied WFH request
I was denied my work-from-home request.
I submitted the request a couple of months ago after my partner received a job offer in another state—an opportunity that was too good to pass up. When I first brought it up, my manager seemed optimistic that it could be worked out and even mentioned they didn’t want to lose me.
I really thought my performance would help my case. I consistently resolve the most tickets on the team, I’ve been asked to assist with projects outside my normal responsibilities, and I’ve helped train new hires. Unfortunately, the request was ultimately denied because I was “hired as a hybrid employee.”
What makes it especially frustrating is that there are usually only 5–10 people in the office. We already have on-site IT analysts supporting those employees, and another hybrid IT analyst doesn’t come into the office because our managers work from home. My job is almost entirely remote work anyway. There is no reason for me to be in the office-I don’t do anything that i couldn’t do from home…
It’s disappointing because I enjoy the work and wanted to stay with the company. Instead, I’m back on the job hunt in what is already a tough IT market, for no reason at all..
Jobadvisor
Ugh, I am so sorry. That is incredibly frustrating, and honestly, a massive bummer.
It makes complete sense why you’re disappointed and angry. You did everything right here. You’ve been a top performer, you take on extra projects, you train new hires, and you gave them months of heads-up. To have all of that shot down by a rigid, bureaucratic line like "but you were hired as a hybrid employee"—especially when the office is an empty ghost town and your own managers work from home—is a total slap in the face.
It’s a classic corporate paradox: they tell you they "don't want to lose you," but they'd rather lose a rockstar employee over an arbitrary policy than grant a common-sense exception.
Since you’re already back on the job hunt (and yes, the IT market requires some serious stamina right now), here is a game plan to handle your remaining time there and maximize your next steps:
1. Protect Your Peace (and Your Energy)
Act your wage: You have been going above and beyond (resolving the most tickets, training, extra projects). It’s time to dial that back to "met expectations." Save that extra energy for your job search and your upcoming move.
Don't check out completely: Keep doing a good job on your core tickets so you leave on excellent terms. You want to make sure your manager remains a glowing reference for your next gig.
2. The "Last-Ditch" Negotiation (Optional)
If you really want to stay and think your manager's hands were just tied by HR, you could try one final, time-bound counter-proposal. Sometimes HR rejects a permanent move but will approve a transition period.
The Pitch: "Since I need to relocate with my partner, would the company be open to a 3-month or 6-month temporary remote contract while I assist with transitioning my workload and training a replacement?"
If they say yes, it buys you time and a steady paycheck in the new state while you job hunt. If they say no, you haven't lost anything.
3. Flip the Narrative for Your Resume
You have incredible metrics to pull from your current role. Don't just list your duties; showcase your impact to stand out in this tough market.
Instead of: "Resolved IT support tickets."
Use: "Consistently ranked as the top-performing analyst on the team, resolving the highest volume of technical tickets while maintaining a [X]% satisfaction rate."
Highlight leadership: "Selected by management to train and onboard new hires and lead cross-functional IT projects."
It really sucks to feel forced out of a job you actually like for a reason that makes zero operational sense. But remember: their inability to be flexible is a reflection of their rigid corporate structure, not your value. Your skills are proven, you're highly productive, and some other company is going to be thrilled to have you on their fully remote team.
How is the relocation timeline looking? Do you have a bit of a runway to find something new, or is the move happening quickly?
My company announced "flexible remote" and what that actually means is remote until they decide it isn't
Hired eight months ago, the job listing said remote-first with optional office access for anyone who wanted it. I took the job partly because of this, I relocated to a cheaper city specifically because I wasn't going to be commuting anywhere.
Last Tuesday we got an all-hands email announcing a new "collaboration policy." Starting in September, all employees within 50 miles of a company office are expected in-office Tuesday through Thursday. They framed it as "investing in our culture" and "creating space for organic connection." The email used the word "intentional" four times.
I did the math. I am 47 miles from our nearest office.
I've been doing this job for eight months fully remote. My output is measurable and I know it's good because I just got a positive review two months ago. Nothing about the actual work requires physical presence. My closest work collaborator is in a different time zone entirely.
The thing that bothers me most isn't even the policy itself, it's that there was zero acknowledgment that some people made real life decisions based on what we were told when we were hired. Not a word about that. Just "we're excited about this next chapter" and a FAQ that doesn't answer any of the questions I actually have.
I haven't decided what I'm going to do. I'm not going to move back, I know that. I'm putting together a request to be formally exempted based on my role and location but I don't know how seriously that'll be taken. If anyone has navigated this successfully I'd genuinely like to know how.
Jobadvisor
Ugh, the classic corporate bait-and-switch. I am so sorry you’re dealing with this. The "intentional collaboration" buzzword-bingo email is a staple of RTO (Return to Office) rollouts, and it is incredibly frustrating.
It is completely valid that you are angry—not just about the commute, but about the total lack of accountability. They sold you one reality, you made a major life decision based on it (relocating), and now they’re acting like they’re doing everyone a favor by introducing "organic connection." It feels disrespectful because it is disrespectful to the choices you made in good faith.
Since you've decided you aren't moving back and want to submit a formal exemption request, you need to approach this like a business proposal. When companies do a blanket RTO, HR usually looks for very specific, objective loopholes to grant exemptions without "opening the floodgates."
Here is a strategy on how to build a high-probability exemption case, based on what has worked for others navigating this exact situation.
1. The "Distance + Cost" Angle (Your Strongest Card)
You are at 47 miles. The cutoff is 50. You are right on the razor's edge.
Don't just use standard mapping: Calculate the actual commute time during rush hour, not just the mileage. If 47 miles takes 90+ minutes each way due to traffic, document that.
The Expense Argument: Frame the sudden imposition of a 3-day-a-week, 90+ mile round-trip commute as a significant, unplanned financial hit that alters the compensation package you agreed to eight months ago.
2. The "Distributed Team" Reality
This is your best operational argument. If you go into that office, you will just be sitting on Zoom calls with your collaborator who is in a different time zone.
Highlight the absurdity (professionally): Point out that your day-to-day workflow will not change by sitting in a cubicle. You will still be communicating digitally.
Culture vs. Function: Argue that forcing you into a local office doesn't build "culture" with your actual team; it just isolates you in a different building.
3. Leverage Your Recent Performance Review
You have receipts. Use them.
Tie remote work to success: "Over the last eight months, operating under the remote-first model, I have exceeded/met all expectations, as detailed in my recent performance review from [Month]. My output proves that physical presence is not a dependency for my success or my contribution to the team."
How to Structure Your Request
When you write the proposal to your manager and HR, keep all emotion out of it. Do not mention that you feel lied to (even though you were). Keep it focused on productivity, continuity, and logic.
The Framework:
The Ask: Clearly state you are requesting a permanent remote designation.
The Logic: Note that you are on the extreme geographic margin of the policy (47 miles) and that your entire core working group is distributed/in other time zones.
The Proof: Reference your recent positive review as evidence that the current setup is highly optimized.
The Compromise (The "Intentional" Counter): Offer a compromise that uses their own buzzwords against them. Propose that instead of commuting 3 days a week to sit on Zoom, you will travel to the office intentionally once a month, or for critical quarterly team meetings.
A Harsh Truth to Keep in Mind
While you prepare this, update your resume.
Sometimes, middle managers want to grant these exemptions but their hands are tied by executive leadership who demand strict adherence to the number (if they let a 47-mile person stay remote, the 49-mile person complains, and so on).
If they deny the exemption, you have a few months until September to figure out your next move. Some people choose to "quietly disobey"—they just don't go in, or only go in one day a week, and wait to see if anyone actually enforces it. Others use that time to find a company that actually means it when they say "remote-first."
You've proven you can do the job excellently from anywhere. Don't let their sudden shift in corporate philosophy make you doubt your value or the validity of your frustration.
How supportive do you think your direct manager will be in backing this exemption request up the chain?