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Auberge Resorts Overview

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Headquarters Mill Valley, CA
Size 1 to 50 Employees
Founded Unknown
Type Company - Private
Industry Arts, Entertainment & Recreation
Revenue $1 to $5 million (USD) per year
Competitors Unknown

Auberge Resorts Reviews

Rating Trends
Recommend to a friend
Approve of CEO
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Mark Harmon
3 Ratings
  • Great Company to work for, fantastic culture.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Positive Outlook
    Approves of CEO

    I have been working at Auberge Resorts full-time


    Culture, people, leadership and brand vision.


    Limited resources and training, systems and technology are not current

    Advice to Management

    Invest in the people who are making a difference.

Auberge Resorts Photos

Auberge Resorts Interviews

Interview Experience

Interview Experience


Getting an Interview

Getting an Interview


Interview Difficulty


Interview Difficulty




    Executive Assistant to Chief Executive Officer Interview

    Anonymous Interview Candidate in Mill Valley, CA
    No Offer
    Positive Experience
    Average Interview


    I applied online. The process took 5 weeks. I interviewed at Auberge Resorts (Mill Valley, CA) in May 2014.


    Applied directly via corporate website and received in an invitation to speak with VP of HR via phone. After phone interview an in person interview was scheduled to meet with VP HR, existing executive assistant, and possibly COO. First in person interview consisted entirely of meeting with existing executive assistant and the COO sat in briefly and the VP of HR also sat in briefly - no separate interview with those people. Third interview was an in person interview meeting directly with the CEO. Fourth interview was meeting with the executive assistant again. My perception of the people was that everyone was very nice and friendly. The CEO spoke of the importance of candor, ethics, accountability, and transparency in the workplace. From a cultural perspective I didn't feel the practice had been perfected by everyone I had met with. I had a "TMI" experience and much more information was shared than was necessary which left me with concerns, rightfully so. My ultimate perception is that there is a degree of functional dysfunction within the office and also there were internal concerns around the job description of the new EA to CEO even before the interview process even started.

    Interview Questions

    • Most unexpected question was in response to one of my weaknesses - that I am a poor delegator. In a fourth interview my poor delegating skills were discussed as a concern but I was able to explain the difference between delegating to a subordinate (I have prior management experience) and delegating to a co-worker who is managed by a different person. Because this role was not a manager role, I would have a weakness delegating my own work to someone else because I take full ownership of my personal workload. In retrospect I should have explained that this weakness is not a personal shortcoming but an area where I could benefit most from training, development and/or support.   Answer Question

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