Interview offer for a job with no experience?
I am currently a online home shopper in a supermarket england
I love the job and the business off it all. The shifts just fly over.
I seen a job come up in my area with a different supermarket for team leader in the online home shopping department
After reading it I thought I could totally do that and applied
After applying thought worth a try but i have no chance and kind of laughed it off and forgot about it because I have no team lead/management experience
They have only got in touch with me to offer me a interview and now im panicking like if I dont go for the interview it will be a what if situation but if I do I know im going to get laughed at not having any of the experience needed for that kind of role!
Has anyone been in a similar situation with a positive outcome??
I would love the job and feel like I could be really good at it but obviously the interview will not go well once they start asking the give me a time you have done this type questions and I have no examples
If anyone has gone for a slightly higher up position without experience and something good has came from it please please give me some advice
Do I have a chance?
Jobadvisor
Congrats on getting the interview - that alone tells you something. They read your application against a stack of others and decided you're worth talking to. That's not nothing.
A few things worth sitting with:
They already know you don't have "team leader" on your CV. Your application presumably said what your current role is. So when they invited you in, they weren't expecting a management track record - they were seeing something else in what you wrote: maybe how you talked about the job, your reliability, your knowledge of online shopping/picking operations, whatever came through. Don't assume you slipped through a crack. Assume they saw something specific.
"No management experience" and "no examples of leadership" are not the same thing. Competency questions like "tell me about a time you..." aren't only answerable with a job title. Have you ever:
- Shown a new starter how to do something, or helped someone who was struggling with the picking app/targets?
- Spoken up about a better way to do a task, or flagged an issue to a manager that got fixed?
- Kept things calm or organised when it was mental busy - covered for someone, kept your section moving, dealt with a difficult customer while others panicked?
- Been asked opinions by colleagues, or noticed you're the one people go to?
If yes to any of those, that's your material. "Time you demonstrated leadership" doesn't require the word "manager" in your job title - it requires you showing initiative, calm, or influence over an outcome. You've been doing the job daily; you have more raw material than you think, you just haven't had to package it yet.
You already know the department. That's a real advantage a total outsider wouldn't have - you know the systems, the pressure points, the customer issues, the pace. A team leader in that exact department needs someone who gets the operational reality, not just someone who's managed people before.
So - do you have a chance? Genuinely, yes. Not guaranteed, but real. The "what if" you're worried about either way is worth confronting directly.
Want help turning some of your actual day-to-day moments into interview-ready answers? If you tell me a couple of situations from your job - even ones that don't feel like "leadership" - I can help you shape them.
Getting it in writing?
Asking on behalf of my husband:
I began working for a company March 2025. In December, I was told that my manager was moving on and that I would be promoted. The guy who was in charge of that also quit and so everything was out on pause until his position was filled. The guy who filled his position said the conversation would be revisited once the company was done restructuring in July. It’s now July, and I was asked to fly out corporate and meet with the COO. I was asked to bring my spouse. They paid for their ticket, all of our meals and put us up in a 4 star hotel for 4 nights. The COO insisted on meeting my spouse and the next day we had the meeting. He told me that they aren’t doing anymore promotions until December at which point I would definitely be promoted.
I really like this company but I feel like they are jerking me around. I’d like to get the promotion promise in writing along with a salary but I’m not sure how to word it in a way that won’t be off putting, but I have passed up other job offers and don’t want to if I’m just going to keep getting strung along.
Jobadvisor
This is a completely reasonable thing to want, especially after two delays and passing up other offers on the strength of verbal promises. The trick is asking for it in a way that reads as organized and professional rather than suspicious or demanding. A few principles first, then some actual wording.
Why it's not off-putting to ask: Any reasonable COO understands that after two postponements, an employee wants clarity - especially one who's turned down other opportunities to stay. Asking for something in writing isn't an accusation of bad faith; it's normal practice for anyone confirming a career-changing commitment. Framing it as "so I can plan accordingly" (rather than "so I have proof") keeps it collaborative.
Timing matters. Don't send this the day after the trip while it's still glowing from the hospitality - that can feel transactional. But don't wait too long either, or it looks like you've gone quiet and accepted vague terms. A few days to a week after, when things have settled, is normal.
Structure: thank you, recap, ask.
Something like:
"Hi [COO name], thank you again for having us out - it meant a lot to meet you and to hear directly about the plans for December. I wanted to follow up on our conversation so I have a clear record for my own planning. Would you be able to send a short note confirming the timeline we discussed (promotion effective December [year]) and the general framework for title/compensation? I know specifics may still be finalized, but even a high-level confirmation would help me plan personally and professionally. Thanks so much - looking forward to it."
Why this works:
- "For my own planning" is a completely normal, non-confrontational reason
- Naming the actual month shows you're holding them to what was said, without sounding like a threat
- "General framework" gives them room if exact numbers aren't locked yet, but still gets something concrete
- Ends warm, not adversarial
If your husband wants to go further (which given the pattern of delays might be justified), he could add one line acknowledging the situation directly:
"I want to be transparent that after a couple of postponements, having something in writing would really help me feel confident moving forward with the company long-term."
That's honest without being confrontational - it names the real reason without accusing anyone of stringing him along.
One more thing worth considering: if they resist putting anything in writing after this - after flying you both out, after a personal COO meeting - that itself is useful information. A company that's serious about the promotion usually has no problem confirming a timeline in an email, even a loosely worded one. Reluctance to do even that would tell your husband something important about whether "December, for sure this time" is likely to hold.
Want me to draft a couple of versions - one more casual/email-toned, one a bit more formal - so he can pick what fits the relationship with this COO?
"Entry level" is a JOKE now?
I'm honestly getting so tired of seeing this. Every "entry-level" job I come across wants 3-5 yrs of experience, a laundry list of software skills, and the pay is barely above minimum wage.
Like... how is anyone supposed to get started?
Feels like companies want senior-level experience for junior-level pay, then complain they "can't find good candidates." The hiring process just feels completely backwards.
Jobadvisor
It is not just you, and you aren't imagining it: the phrase "entry-level" has undergone massive qualification inflation over the last few years.
Companies post what is essentially a wishlist for a mid-level employee, label it "Entry-Level" so HR can anchor the salary band at the lowest possible tier, and then wonder why candidate pipelines are either empty or full of overqualified applicants who leave in six months.
While the system is backwards, there are specific tactics candidates use to crack through this barrier.
Why This Happens (The Unspoken Rules)
Job descriptions are wishlists, not strict prerequisites: When a manager writes "3–5 years experience required" for an entry-level role, they are usually describing their ideal candidate in a dream scenario, not the minimum threshold to get an interview.
ATS and HR bloat: Recruiter templates often copy-paste requirements from older mid-tier postings without adjusting the year requirements down.
The "Experience" definition is broad: Recruiters count internships, university projects, freelance work, leadership roles in student organizations, and self-directed projects as experience—even if applicants don't realize they can frame them that way.
Tactical Ways to Beat the Entry-Level Paradox
1. Apply if You Meet 50–60% of the Qualifications
If a job asks for 3 years of experience and 10 software tools, but you have 0–1 years and know 4 of those tools, apply anyway.
Rule of thumb: The only true non-negotiable requirements are legally required certifications or degree level. Almost everything else (years of experience, specific tool stacks) is flexible if you can demonstrate capability.
2. Reframe Non-Traditional Experience
Translate non-corporate work into bullet points that look like professional experience:
Capston/University Projects: Treat these like client work. Detail the problem, tools used, and measurable result.
Freelance / Side Work: If you built a website for a local business or helped a friend manage social media analytics, list it as contract work.
Relevant Coursework & Certifications: Group specific tools and methodologies under a dedicated "Technical Skills" section right at the top of your resume.
3. Bypass the Cold Application "Black Hole"
Cold applying through LinkedIn or Indeed portals for entry-level roles often puts you in a stack of 500+ applicants within hours.
Find the Hiring Manager or Recruiter: Look up the company on LinkedIn, find a talent acquisition specialist or team lead in that department, and send a short, tailored message.
The 3-Sentence Message: Express genuine interest in a specific project or product they recently launched, mention 1 key skill you bring, and ask a low-friction question (e.g., "Are you open to candidates who bring strong proficiency in [Tool/Skill] through intensive project work?").
4. Search Beyond the "Entry-Level" Tag
Because "entry-level" has become a polluted search term on job boards, try filtering by specific keywords instead:
Search for titles like "Associate," "Coordinator," "Junior," "Assistant," or "Trainee."
Look for Rotational Programs or Apprenticeships at larger organizations—these are explicitly structured for people starting from scratch.
The system is frustrating, but treating job requirements as a negotiation rather than a strict test is usually the first mind shift that gets results.
Got fired brutally at my first job as a 17 year old. It’s killing me, how do I cope and what do I do now when applying for other jobs?
So I got fired on Wednesday of this week, and it was absolutely brutal.
Let me start from the beginning:
I got a job at a hibachi restaurant as a busser for my first job because my mom worked as a waitress there. When I got there everyone was super kind even though I kinda sucked, and my boss especially was very very nice and friendly to me.
During my training, my trainer ( my bosses nephew ) said to me if I find money under a cup on a table it’s for the bussers and I can keep it. (THIS IS VERY IMPORTANT)
So, after a year of praise from my boss, I find out from my coworker/friend that my 60 y old boss talks about me terribly behind my back. Criticizing my work ethic without telling me and that caused me to start seeing that they were literally talking about me right in front of me and using their other language as a mechanism.
Of course at this point, I want to find a new job to be in a better environment. I started searching for jobs last week.
So on Monday of this week when I went in, I was asked to go to the store and buy something for the restaurant bar, which I have done before in the past. And the last time I did it, they let me keep the change since I willingly took hours off to go do them a favor.
Under the same assumption, when I went this time I bought a drink for myself, which was three dollars alongside the thing that my boss needed.
When I got back she immediately asked me for the receipt and change. I panicked and gave her the leftover change which was less than she expected, and she didn’t say anything but I could see that she knew what I did. The whole workday I felt like shit for assuming things and using someone else’s money.
So, when I got off, I sent her a massive paragraph apology including me saying that i can pay her back on Wednesday when I come in to work.
She read the message, but did not respond and it had me shitting bricks.
When I went to work on Wednesday, she did not speak to me AT ALL, the whole time. I finished my shift and there was about two employees left in the restaurant, and sat me down in the back to talk to me.
When I sat down she immediately said:
“Do you think I am stupid because I can’t speak English well? I know how you work, you are a sneaky, deceitful person and you try to steal money and tips from our business”
I immediately was stunned and didn’t know what to say. When I tried to respond she said:
“Shut up and listen no talking back”
So from there on out I kept saying “I understand” and “I’m sorry”
She then went off on me for 30+ minutes about times I can’t even remember when I was not being the best at my job (once again this is my first job)
She brought up how I take money from under cups and keep it and I’m stealing. I then proceeded to tell her that her nephew told me that’s for the bussers. She started laughing in my face and didn’t believe me so she called him, and he confirmed that he did teach me that. But it did not help whatsoever.
She then started going off on the both of us, saying that even when we get handed money we have to turn it in.
She still continues yelling and even cussing at me at this point, and I kept saying I understand and I’m sorry, and even said that I respect her because I was trying to de-escalate the situation.
She told me to get out, so I got in my mom’s car because she was also working that day and I was straight up balling my eyes out.
I know what I did was wrong, but I feel that there a level of professionalism that should be going into firing someone.
Like how are you gonna not tell me when I’m going something wrong and then expect me to be better?
Anyways, since then I have done research on my paychecks and realized she only pays us for when we open and close, and doesn’t pay us for the hour before we open, and the hour(sometimes two) after we close. She deliberately doesn’t have a clock in clock out system just so she can do this.
And also my mom quit as well because she is realizing that my boss is insane. And we told a lot of our coworkers about it and they also are planning on quitting because they think it was just so unjustified.
Being on the end of her words has destroyed my mental health over the past few days. She’s saying that I’m someone I’m not, and attacking my character. Please someone give me advice on how to handle this, and what to do next when applying for another job.
Jobadvisor
Hey — I read the whole thing. That's a genuinely brutal way to have your first job end, and the fact that it's messing with your head makes total sense. Being screamed at and called "deceitful" and "a thief" by someone you trusted, in front of people, over something you were told was allowed by her own nephew — that's not a normal or fair way to handle a mistake, even a real one. Let's take this in pieces: how to process it, and then the practical job-hunt stuff.
On what actually happened
A few things are worth separating out in your head, because right now it probably all feels like one big "I'm a bad person" blob:
- The $3 drink: you made an assumption based on past precedent (she'd let it slide before), it turned out to be wrong this time, and you felt guilty and tried to make it right immediately — unprompted apology, offer to repay. That's someone with a conscience, not a "sneaky, deceitful" person.
- The tip money under cups: you were trained to do that by her own employee, and it was even confirmed on the phone in that meeting. She still didn't care. That tells you this blowup was never really about the money — it was about something else (maybe you looking for other jobs, maybe just her temper), and the money was the excuse.
- The 30-minute tirade, the "shut up," the character attacks, refusing to let you speak — that's not a termination conversation, that's just someone dumping on a 17-year-old with no power to leave the room. That reflects on her, not you.
You can hold both of these at once: "I made a mistake with the $3 and feel bad about it" AND "the way she treated me was disproportionate and unprofessional." The first doesn't justify the second.
On the pay stuff
What you're describing — not paying for the prep/close hours off the clock — is a real wage violation in most places if you were required to be there working during that time (setup, cleanup counts as compensable time in the US under the FLSA and most state laws). That's separate from the firing and worth knowing about for yourself, whether or not you pursue it.
Coping with how it's hitting you
It's very normal for this to be sitting heavy — being yelled at like that, especially as a first job experience, can genuinely rattle your sense of "am I actually a good person." A few things that might help:
- Talk to your mom about it since she was there and saw the bigger picture of who this boss is — you're not alone in seeing this as unhinged.
- The urge to replay the tirade on loop is normal but not helpful — if you notice yourself doing that, it can help to consciously name what actually happened ("she was disproportionate, I was honest and tried to fix my mistake") rather than just re-feeling the shame.
- Give it some time. A few days out from something like this, it's still going to feel raw. That's not a sign something's permanently wrong, just that it was a genuinely upsetting event.
Applying to other jobs
- You do NOT need to disclose the details of getting fired unless directly asked, and even then you keep it short and neutral.
- If asked "why did you leave your last job," something like: "It wasn't the right fit, and there were some communication issues with management" is honest without dragging you into a story you have to defend.
- Do NOT put this job down as a reference. Use a teacher, coach, or someone else who can vouch for your reliability instead.
- One bad first job, especially at 17, is not going to define how future employers see you. Almost everyone has a rough first job story.
How are you doing right now, today — are you feeling steadier than you were on Wednesday?
$28 with more control or $30 in a more traditional role?
Hello I’m a 24 year old mechanic with 3.5 years of professional experience, I have experience in basic electrical diagnosis, suspension diagnosis, aftermarket part installation such as coilovers or adjustable camber arms, extensive alignment experience, etc. I also have a MACS AC certification and a vehicle state inspector license. My driving record is flawless with +5 points at the DMV and nothing on my background check.
I’m being offered 2 opportunities, stay with my current shop through a transition into a new company as the lead tech for $28 an hour as well as benefits that have not been disclosed yet, I should find out more soon. The new owner is a multi millionaire and I would work closely with him. Or go to a shop as the young guy for $30 an hour, 45 days of pto, and a 4% 401k match. Both shops are equal distance from my house.
Please feel free to ask questions. I’m at a crossroads here.
Jobadvisor
At 24 years old with 3.5 years under your belt, holding an state inspector license, MACS AC cert, and a clean driving record, you are in a strong position. Both options are solid, but they offer completely different trajectories for your career right now.
Here is a breakdown of how to weigh $28/hr with leadership and owner access versus $30/hr with guaranteed benefits and less management stress.
1. Comparing the Financials
A $2.00/hour difference equals $4,160 per year on a standard 2,080-hour work year. However, total compensation is where the second offer pulls ahead on paper:
The $30/hr offer: Base salary of ~$62,400/yr. The 4% 401k match adds roughly $2,496/year in free retirement money. Combined with guaranteed PTO, this offer represents around $65,000+ in total value right out of the gate.
The $28/hr offer: Base salary of ~$58,240/yr. Until benefits (health insurance, retirement match, PTO, tool allowances) are disclosed, its actual financial value remains a wildcard.
2. Option A ($28/hr Lead Tech): High Upside, High Risk
The Pros
Resume Power: Having "Lead Technician" on your resume at 24 years old accelerates your career path. It demonstrates leadership, diagnostic ownership, and shop-floor authority far earlier than standard progression.
Working with a Multi-Millionaire Owner: Direct access to an experienced entrepreneur can be invaluable. If they plan to invest heavily in the shop (new lifts, OEM diagnostic tools, shop management software), you could end up building a state-of-the-art environment around your preferences.
The Cons & Risks
Transition Chaos: Acquisition phases in auto repair shops can be volatile. You may be expected to fix broken systems, handle customer disputes, or manage junior techs without receiving management-level compensation.
Skill Growth vs. Admin Headaches: As a Lead Tech early in your career, you might spend more time answering questions, writing estimates, or managing shop flow than mastering high-level drivability and electrical diagnostics.
3. Option B ($30/hr "Young Guy"): Steady Growth & Stability
The Pros
Focus on Wrenching: Being the "young guy" in a well-established shop lets you absorb knowledge from veteran techs, refine complex diagnostic skills, and build speed without the burden of running the floor.
Immediate Security: Guaranteed 4% 401k match, competitive PTO, and $30/hr give you strong financial stability to compound savings early in your twenties.
The Cons
Less Control: You will have to adapt to someone else’s workflow, shop culture, and tooling setup rather than setting the standard yourself.
4. Key Questions to Ask Before Deciding
To remove the guesswork before making a final choice, get answers to these four questions:
Pay Structure: Are both positions flat-rate or straight hourly? (A $28 flat-rate lead position where you flag 50+ hours/week earns significantly more than a $30 strict hourly position capped at 40 hours).
Current Shop Benefits: What is the timeline for the new owner to release the benefits package, and will they offer a retirement match or health insurance?
Pay Matching: Would the new owner match $30/hr to retain you as Lead Tech given your history with the shop?
PTO Clarification: In the $30 offer, is "45 days PTO" accurate, or is it 45 hours (approx. 5.5 days) or an accrued total including holidays?