I think I had two interviews. They took place over a two month period. There isn't much to plan for in regards to the interview. The process is really about them convincing you to get on board. They throw out a lot of baseless salary figures that attempt to get you drawn in. However, in the first 2 years these are unattainable. Ask for an average or a figure for the first two years and you will get "There's no limit or average, and that's the best part." That's the interviewer saying you will make right around $24,000 your first year of being on contract. They talk about a salary that will help keep you afloat during the tough times at the beginning. They lightly mention that you have to attain 3,000 production credits or commission dollars and 15 contracts as I was in the RBG division. This is not a problem assuming you have friends and family in the teaching profession. For someone without a network, it can be quite difficult especially for someone moving from out of state to take this position. They fail to mention that once the production threshold is attained you are at the discretion of your Manager to actually put you on contract. So depending on whether or not he met his new hire quota for the year he will "allow" you to go on contract. This will not be disclosed to you. Some have to wait a full six months to go on contract depending on when they passed their Series 7 Exam, even if your 3,000 PC 15 app requirement is met. For example, if you passed the series 7 in July and your manager has met his new hire quota, then he will want you to wait until January of the next year. Ask for a contract date in writing contigent on meeting your goal.

The first interview was a prelim phone call with the talent recruiter and then a second call with the Regional Vice President. I was then notified by email that I would not continue with the interview process