I interviewed for a position at True Stance and found the process misleading. In the first interview, most of the conversation focused on promoting their “#1 partner with Walmart” and making it seem like a major partnership. The job posting advertised a salary of $25 to $30 an hour, which made me think it was a standard pay role. In reality, this is a performance-based job. The so-called safety salary is around $16 an hour, which is basically minimum wage. Most of the work involves staffing AT&T booths at Costco and trying to get customers to switch phone providers. This is extremely difficult because most people just want to go in and out quickly. Your pay depends heavily on how many sales you make each week, so earnings can vary a lot. You also have to meet at their Parsippany office and then go to your assigned Costco location. They do not mention any of this until the end of the second interview. I only found out about the true pay structure after asking questions because the way it was initially described sounded misleading. During the second interview, the person I spoke with was a Level 4 operational manager. He tried to make it sound like you were getting both a base salary and performance pay, but in reality it is mostly commission. He also said most employees make $1,300 to $1,500 a week, but that is Level 4 pay, not entry-level. Considering they get around 600 resumes a week, only accept 50 to 100 for the first round, 30 for the second round, and 5 to 10 for the third round, it seems like the process is designed to make candidates feel special rather than reflect typical pay. In today’s economy, $1,300 to $1,500 a week is not much for the effort required. Advice to candidates: Be aware that this is not the salary-based role advertised. It is heavily commission-driven, and the real work is at retail booths rather than an office-based role. Success depends on convincing customers to switch providers, which is very challenging, especially at Costco. Transparency around pay and responsibilities is poor, and they wait until the very end of the interview process to reveal important information about compensation.