What types of positions are currently looking to fill?

Right now we are recruiting for various disciplines. The one that is first and foremost on my calendar is in the category--to help Starbucks better utilize customer analytics. In times of economic distress, understanding our customers is a way to unlock future value.

What is the process for interviewing candidates for IT jobs at Starbucks?

I like to do a before I bring a candidate in for more extensive interviews because the last thing I want to do is have a candidate go through a one- or two-day, eight hour session only to get to me and not be a fit. The talent acquisition team at Starbucks does a first pass, then I spend an hour with the candidate on the phone or in person. If that works, I bring them in for the full interview cycle.

When I build the interview cycle for vice presidents and above, I have the candidate interview with their potential direct reports to show the directors and their staff that I value their opinion when it comes to hiring their future leadership. I typically conduct those interviews in a group setting of two or three directors so that it is not one-on-one--a director with their potential boss, which could be uncomfortable for the director. A group environment gives the directors more confidence.