A complete guide for prospective leaders exploring roles at our new distribution center.

 

SECTION 1 — QUESTIONS ABOUT THE FACILITY & OPERATION

​

1. What makes this distribution center different from others? This facility was built from the ground up to set a new standard for performance, technology, and leadership. It integrates advanced automation, deep operational visibility, and modern systems that allow leaders to run a fast, disciplined, high-production environment with clarity and control.

 

2. Is this a fully automated facility? The DC is automation-enabled and robotics-ready. We leverage modern WMS systems, conveyor automation, data visualization tools, and AI-supported planning models. Automation supports our people - it does not replace them.

 

3. What is the size and scope of the operation? The DC is approximately 900,000+ square feet, servicing some of the fastest-growing markets in the company. It will become one of the cornerstone nodes in our national supply chain.

 

4. What shifts does the facility operate? We operate multiple shifts depending on volume and business needs. Leadership candidates may be placed on any shift where their strengths and leadership style are most needed. Supervisors work 3 or 4-day shifts. Operations Managers work 5-day shifts. Overtime may be required.

 

5. What type of products will this DC handle? A wide range of farm, ranch, and rural-lifestyle products - from feed and fencing to pet supplies, tools, apparel, and seasonal goods.

 

SECTION 2 — QUESTIONS ABOUT THE JOB & LEADERSHIP EXPECTATIONS

 

6. What leadership roles are available? We hire for Operations Managers, Supervisors, Inventory Control, Training, Maintenance, and other key leadership roles. Each role has a defined scope, measurable KPIs, and a clear path for growth.

 

7. What are the core responsibilities of leaders in this building? Leaders drive flow, develop people, uphold standards, and run disciplined operations. They are accountable for productivity, quality, safety, engagement, and throughput.

 

8. What does success look like in the first 6-12 months? Stabilize your team, deliver predictable results, establish clear expectations, improve KPIs, and contribute to building the culture. Leaders who succeed here bring steadiness, clarity, and accountability.

 

9. How much autonomy do leaders have? A great deal. This is a new building - leaders have both responsibility and authority. You will shape the systems, refine the processes, and build the teams.

 

10. What type of leader thrives here? Someone who embraces high standards, communicates clearly, leads with humility and strength, and sees continuous improvement as a core discipline. Builders, not maintainers.

 

SECTION 3 — QUESTIONS ABOUT CULTURE, VALUES & THE TEAM

 

11. What is the leadership culture like? Intentional, steady, disciplined, and people-focused. We model servant leadership with strong expectations. We mentor, we train, and we uphold the integrity of the work.

 

12. How does the team approach accountability? With clarity and fairness. Expectations are defined, communicated, reinforced, and upheld consistently. Accountability is a positive force - it protects the culture.

 

13. Is professional development supported? Yes. Strongly. We offer Supervisor in Training, Operations Manager development, AGM tracks, cross-training, and AI fundamentals training. We invest heavily in the next generation of leaders.

 

14. Will I have visibility to senior leadership? Yes. This facility is a flagship project, and high performers earn meaningful visibility across the network.

 

SECTION 4 — QUESTIONS ABOUT RELOCATION & LIVING IN THE AREA

 

15. Is relocation assistance available? Yes. We provide relocation packages for qualified leadership candidates, including assistance with moving logistics and settling in.

 

16. What is the cost of living like? The region offers affordable housing compared to many major markets. Safe neighborhoods, expanding communities, and strong value for families.

 

17. What is the local area like? The area offers clean communities, excellent outdoor recreation, strong schools, and a family-friendly atmosphere. It’s a region where people can build a stable life.

 

18. When would I be expected to move? Timing depends on the role and the stage of the DC startup. Detailed relocation timelines will be shared during the hiring process.

 

19. Will my spouse or family receive support? We help with community insights, schools, cost-of-living information, and settling resources. We want your entire family to feel welcomed and supported.

 

SECTION 5 — QUESTIONS ABOUT PAY, BENEFITS & SCHEDULE

 

20. What does the compensation package look like? Competitive pay, bonus structures, annual merit increases, 401(k), healthcare coverage, and additional incentives based on performance.

 

21. What does the schedule look like for leaders? Schedules are shift-based and depend on operational needs. Leaders are expected to be present, visible, and consistent. Our supervisors work 3 or 4-day schedules. Our operations managers work a 5-day schedule.

 

22. Are there opportunities for overtime or additional earnings? In some roles, yes. Additional compensation structures will be explained during the interview process.

 

23. Do benefits start immediately? Benefits typically begin shortly after employment start. Full details will be provided by HR during onboarding.

 

SECTION 6 — QUESTIONS ABOUT THE HIRING PROCESS & NEXT STEPS

 

24. What are the steps in the hiring process? 1. Initial screening 2. Virtual interview 3. On-site or panel interview 4. Offer 5. Relocation support discussion

 

25. How long does the process usually take? Most candidates complete the process within 2–4 weeks, depending on scheduling and the role.

 

26. What should I prepare before the interview? Come ready to discuss leadership experience, KPI ownership, past results, team development approach, and examples of problem-solving under pressure. Since Nampa is a start-up environment, questions may include inquiries regarding candidates' understanding of start-up dynamics, experience with start-ups, build-outs, or turnaround assignments, etc. We've prepared an interview guide to assist you in the interview process.

 

27. Is this a good fit for someone seeking long-term growth? Yes. This facility will develop leaders who can advance anywhere in the network — including future AGM, GM, or regional leadership roles.

 

28. Who do I contact if I have additional questions? A dedicated recruiter and hiring leader will be assigned to you once you enter the process. If you have questions prior to entering the process, we recommend attending a virtual Info-Session where you will learn more about the opportunity to join our elite Nampa team.