Introduction:Luckin Coffee has recently made headlines multiple times due to interview controversies, including job seekers being unfairly labeled with inaccurate negative traits such as “timid” and “weak,” as well as a 26-year-old woman being rejected due to her age. These incidents have drawn attention to the inconsistent recruitment standards between Luckin’s company-operated and franchised stores, and have also prompted job seekers to reflect on how to respond when facing corporate screening processes.
Luckin Coffee has frequently sparked discussion lately due to two interview-related incidents, with related topics trending on social media. One job seeker reported that despite performing normally and even actively during the interview, they were ultimately not hired and were labeled by the interviewer with negative traits like “timid” and “weak” that did not match their actual performance. Another 26-year-old woman was rejected because of her age, highlighting potential ambiguities in recruitment criteria and underlying discrimination issues at Luckin.
These incidents have not only disappointed job seekers but also drawn public attention to the employment model behind Luckin’s vast network of stores. As of recently, Luckin has surpassed 20,000 stores in China. To maintain operations, it has significant staffing needs and thus frequently recruits externally. However, Luckin’s stores are divided into two models: company-operated and franchised, which differ significantly in recruitment procedures and standards, further exacerbating confusion and a sense of unfairness among job applicants.
It is understood that company-operated stores are directly managed by Luckin’s headquarters, where the recruitment process and standards are relatively uniform, typically overseen by headquarters HR or designated personnel. In contrast, franchised stores are operated by local franchisees, where hiring conditions are often determined by store owners or regional managers, allowing for greater flexibility. During actual interviews, some interviewers may adjust criteria on the spot based on immediate needs or personal impressions, causing job seekers to be eliminated for non-ability-related factors despite being well-prepared.
One netizen shared a group interview experience, stating, “There were dozens of people in the room, and in the end, they didn’t want undergraduates, didn’t want vocational school graduates, didn’t want older candidates, and didn’t want younger ones either — most people didn’t make it through.” This reflects that some stores may set overly strict or unnecessary thresholds during interviews, preventing many job seekers from advancing to further evaluation. Some job seekers also revealed that they were rejected for wearing a hearing aid, with the reasoning being that “they might drop it into the coffee,” raising questions about the basis of such judgments and the level of respect shown.
In response to public scrutiny, Luckin’s customer service stated that interview-related issues would be handled by designated personnel and emphasized that there are differences in recruitment standards between company-operated and franchised stores, with specific details needing to be inquired at individual locations. However, this response did not alleviate public concerns but instead led more people to focus on whether the company provides job seekers with due respect and transparent communication during the interview process.
Industry insiders pointed out that interviews are meant to be a two-way selection process. While companies have the right to screen candidates based on job requirements, they should avoid using subjective and potentially discriminatory descriptions—such as “timid,” “weak,” or “older candidates may have generational gaps”—when providing rejection reasons. Job seekers are advised that if they receive vague or negative feedback after an interview, they should proactively seek specific responses to understand the real reasons and to avoid being affected by ambiguous labels that could impact future job-seeking confidence.
For job seekers in general, when applying to large chain brands like Luckin, in addition to preparing basic skills and a service-oriented attitude, it is also recommended to understand the differences between its company-operated and franchised models in advance and to mentally prepare for possible non-ability-related challenges. At the same time, it’s important to demonstrate confidence and communication skills during the interview process. Even if not hired, the experience can still be valuable for building a future career.
The above content is compiled by CoffeeHunters, a coffee news website.
