Lalamove

Vorstellungsgespräche

Verbesserungsvorschläge

This position actually needs more people focused on top of only KPI target and dismiss disqualified agents. I would also suggest that more adjustment of management cultutre from Asian market to the German market.

Bewerbungsfragen

Verbesserungsvorschläge

The hiring process at Lalamove Germany GmbH was a disappointing and frustrating experience.

From the interview onward, it was clear that the role was not well defined. The scope, responsibilities, and expectations changed depending on the question, and concrete answers were largely missing.

The HR representative seemed unfamiliar with the actual position, which resulted in a confusing and unprofessional conversation.

As discussions progressed, the position was consistently downplayed, especially when talking about responsibility and impact. At the same time, it was communicated very clearly that there was little to no flexibility in salary negotiations, which felt inconsistent with the initial framing of the role and the expectations placed on candidates.
Basic employment conditions were also handled poorly.

A mandatory five-day in-office policy was mentioned only late in the process, and even fundamental information such as the number of vacation days could not be clearly answered. This lack of transparency around standard contract terms is difficult to understand.

Overall, the process felt poorly prepared, non-transparent, and disrespectful of candidates’ time. I can only echo previous reviews that point out similar issues. I would strongly advise candidates to clarify all details upfront before investing further time in this process.

Verbesserungsvorschläge

Lalamove’s HR department was by far the worst and most unprofessional hiring process I have ever had. The behaviour of their HR representative alone was enough for me to immediately lose all interest in the company.

Throughout the process, HR showed a complete lack of structure, professionalism, and integrity. Information about other candidates and employees was openly shared during conversations, something that is not only unethical but a major red flag for anyone considering working there.

Communication was equally poor: long periods without updates, disorganised scheduling, and a complete lack of transparency.
After investing significant time into their process, I received a generic rejection email with zero feedback, even after asking directly.

If HR is supposed to represent a company’s values, then Lalamove is in serious trouble. Their hiring process is chaotic, unprofessional, and disrespectful to candidates. I strongly advise others to avoid engaging with them until they fix their HR practices.

Verbesserungsvorschläge

They want to rely on a freelancer courier model, which is already outdated in Germany and has no future. On top of that, they are resistant to advice from people like me who have many years of experience in this field and know it well

Bewerbungsfragen

They give you a case study, and the goal of this case study is to extract as much information as possible about the German market. They even wanted names and direct contact persons of fleets from me. Be very careful here. Don’t give away too much information. It’s best to complete the case with the help of AI if you already have a lot of knowledge about the market. They came across like sharks trying to drain everything out of you. The interview after submitting the case study felt quite unprofessional. Be cautious.

Verbesserungsvorschläge

I applied for a role at Lalamove and waited over three months just to hear back. The interview was scheduled for 30 minutes but ended up lasting an hour. While it was interesting to learn about their plans in Germany, the information shared was confusing and contradictory.

The job description clearly stated that the role involved overlooking CS support. However, during the interview, HR emphasised that the agents would be outsourced and managed externally.
Once I understood the true scope of the position, which included far more complexity and responsibility than originally advertised, I decided to raise my salary expectations accordingly. I didn’t appreciate that the HR representative then began downplaying the role’s demands, seemingly trying to keep me within a lower salary bracket.

Later, I was asked to complete an Excel-based case study. It included multiple tasks requiring not only advanced Excel skills but also headcount forecasting, something more suited to a workforce analyst than a customer service manager. Despite the mismatch, I gave it a shot.

One of the case study questions asked how I would handle poor performance from a direct report. This was baffling, considering HR had explicitly stated there would be no people management involved. When I followed up for clarification, I received vague and contradictory response: people management wasn’t required, but the role could evolve.

At that point, it became clear that Lalamove lacks a coherent strategy for launching in Germany and doesn’t seem to know what they’re looking for in candidates. It took them another two weeks to respond to my case study, and I received a generic rejection email with zero feedback. Even after requesting feedback directly from HR, I got nothing.

All the talk during the first interview about Lalamove being responsive and valuing employees felt like empty promises: likely the optimistic view of the only employee they currently have in Germany, their HR assistant.

Unless you're comfortable taking on unclear responsibilities with little support or structure, I strongly recommend looking elsewhere. This company is not ready for serious hiring in this market.