I applied for Team lead position for which relocation was possible. They claimed in the description that they are experts of relocation taking care of A to Z. I was impressed with their honesty and the description provided.
Spent around couple of hours to fill the application which included below questions
Why do you want to work at Coolblue?
What do you think would be the best part of being a Team lead?
After filling the application I was pretty confident about getting a call but to my surprise I recieved following response
We've carefully reviewed your application, and unfortunately had to conclude that we can’t continue with the application procedure. This is due to the amount of effort the relocation process would take, given the country you're applying from. They claim they are experts of relocation but reject application because it take more effort for them. I haven't seen such discriminatory email before just because I belong to a country my application is reject.
This response comes from a company which claims their culture is DARE TO CHANGE ,ANYTHING FOR A SMILE.
It's pretty understandable not every one can be relocated but when the firm claims they are experts of relocation and then not decide your application based on skills you possess and simply reject because it takes more effort. This a serious red flag and I would advise anyone who are looking for opportunities like this beware companies take advantage of candidates aspirations, make them spend time to apply and then finally reject because you are from this country. What would have helped is a list of countries they can't sponsor candidate from.
Unhappy with this I emailed their CEO and didnt get any response. Don't work for a company which doesn't stand for what they value. Save your valuable time instead of applying
Interview questions [1]
Question 1
How do you ensure that your team continues to improve? Tip: Use examples, for example of results you have achieved.
What song do you want to add to the playlist for Friday drinks?
Do you have any questions for us? (optional)
I applied online. I interviewed at Coolblue in Sept 2025
Interview
After my first interview with the recruiter, they quickly scheduled a technical interview with two team leads — which I initially appreciated, as it showed responsiveness.
However, during the second interview, the team leads mostly asked behavioral questions like “How would you deal with someone who isn’t performing well?” I answered honestly, explaining that I would try to mentor and support the person to get back on track — a normal approach in a healthy team environment!
after interview, I received a call informing me that I was rejected because they were looking for someone who would “be direct,” meaning someone who would confront others directly rather than help or mentor them.
That moment made everything clear. I had heard rumors about Coolblue’s toxic and aggressive work culture, but didn’t fully believe them — until this interview confirmed it firsthand!
Interview questions [1]
Question 1
How would you deal with someone who isn’t performing well
I applied through a recruiter. I interviewed at Coolblue
Interview
I was invited for the first round with HR. During our conversation, she mentioned that the company has a list of countries from which it does not hire candidates. While I understand that companies may have certain policies due to business or regulatory considerations, it would have been helpful for this information to be transparently communicated on the website or within the job description.
Such communication ensures clarity and saves time for both candidates and the recruitment team. Transparency also reflects positively on the company's commitment to fostering diversity and inclusion, which I believe is an important value for many professionals today. Additionally, when I inquired about the reasons for this policy, the explanation provided was unclear. Judging all residents of a particular country based on past experiences or isolated events may not be a fair or justified approach. This could inadvertently create a perception of bias, which might deter otherwise qualified and skilled candidates from applying.
Offered a time and a re-schedule via mail.
Did not respond to the re-scheduling email. (Twice)
Joined the call 5 minutes late, left at 10th minute after joining.
Recruiter was looking to find an irrelevant excuse to drop off.
Proposed an excuse and said it was not a good match.
Joined late, left early.
