About Sun Country Airlines's Hiring Philosophy

Sun Country Airlines is a Minneapolis-based hybrid carrier that blends scheduled passenger service, charter, and cargo flying. For flight attendants, that means the airline leans hard on personality, warmth, and teamwork. Candidates consistently describe the process as relaxed, friendly, and community-driven, with recruiters and current flight attendants who "make everyone feel comfortable and confident throughout the whole interview process" (Flight Attendant candidate, accepted offer). The culture reads as tight-knit and genuine, with one candidate noting it "felt like a tight-knit family and not in a fake way like other airlines."

The trade-off is that the airline runs high-volume group hiring events (often 30 to 80 candidates for a handful of openings) and does not fly candidates out or pay for training. Several applicants declined offers over unpaid, unaccommodated training away from Minneapolis. So while the vibe is warm, the funnel is competitive, and your job is to stand out on personality and customer-service instinct without coming across as rehearsed.

Quick Stats

* Typical process: 2 to 3 stages (one-way video, then an in-person group event with one-on-ones), about 1 to 4 weeks

* Format: One-way recorded video first, then an in-person group interview with group activities and one-on-one panels

* Core focus: Customer service, teamwork, personality, safety announcements, situational judgment

* Difficulty: Moderate (2.5/5 company-wide); questions are easy, but the competition and quirky prompts trip people up

What Sun Country Airlines Looks For

* Genuine warmth and a personality that shows in a group setting without being loud or fake

* Real customer-service instinct and a clear "why Sun Country" motivation

* Strong teamwork under light pressure during group activities

* Poise reading safety and boarding announcements out loud

"Sun Country is a great place for an airline career." (Flight Attendant candidate, accepted offer)

Round 1: One-Way Recorded Video Screen (~15 to 20 min)

What to Expect

After you apply online (93% of candidates got in by applying directly), Sun Country emails you a recorded, one-way video interview. You are sent prompts, you record yourself answering to camera, and a timer runs (candidates report roughly a minute per answer). There are no live follow-ups. One candidate liked that "they even let you re-record your answer," and another described being "sent prompts and record yourself answering them." Answers are short, so lead with your point.

Example or Reported Questions

* "Why do you want to work for us?"

* "Why do you want to become a flight attendant?"

* "Why is now a good time to become a flight attendant?"

* "What does customer service mean to you?"

Tips

* Answer in the STAR method (Situation, Task, Action, Results) so short responses still feel complete; one accepted candidate specifically credited "always answer in the STAR method."

* Smile, look into the camera lens, and keep energy up; this is a personality screen as much as a content screen.

* Practice timed, no-follow-up answers with Nora's HireVue Interview mode so the timer and one-way camera feel routine before the real thing.

Round 2: In-Person Group Interview and Activities (~1 to 2 hours)

What to Expect

If you pass the video, you are invited to an in-person hiring event, often with 30 to 40 (sometimes 60 to 80) candidates. It typically opens with a company presentation covering pay, reserve schedules, and a video, followed by lots of Q&A. Then everyone introduces themselves with an icebreaker, mingles while recruiters observe, and breaks into small groups of 4 to 6 for activities. Reported activities include collaborating on how to answer situational questions, stacking a beverage cart "with random things in order of importance," and reading a boarding or safety announcement aloud. A panel of current flight attendants and recruiters watches how you work with others.

Example or Reported Questions

* "Can you do the safety announcement with all the given pieces?"

* "What would you name the title of your book?"

* "If a penguin in a top hat walked into the room with a box, what is in the box?"

* "What would a penguin wearing a sombrero on his head say if he walked in this room?"

Tips

* Break the ice; candidates note "there's a few that will break the ice" and everyone warms up, so be one of those people without dominating.

* Treat the group activity as the real test: contribute ideas, pull quieter people in, and stay collaborative since recruiters grade teamwork.

* Rehearse the quirky "if you were a book / song / CD" prompts and service scenarios out loud with Nora's Live Virtual Interview mode so playful questions land as personality, not panic.

Round 3: One-on-One Panels and Inflight Supervisor (~15 min)

What to Expect

Still at the same event, you rotate into one-on-one interviews, sometimes two rounds: a first that asks about the group activity, then a second with different recruiters (often HR plus an inflight supervisor) covering job-related basics. Some candidates report 11 questions in about 15 minutes. The final touchpoint with the inflight supervisor can be as simple as "Why do you want to be a flight attendant?" Fingerprints, photos for your lanyard, and paperwork happen while you wait. Accepted candidates often received a conditional job offer (CJO) within a few days to two weeks by email.

Example or Reported Questions

* "What did you think your group struggled with during the group activities?"

* "How do you deal with a coworker who isn't pulling their weight?"

* "What would you say to a passenger who was nervous about flying?"

* "What is one concern you have about becoming a flight attendant?"

Tips

* Have honest, self-aware answers ready for the recurring "misconception about you" and "negative trait" questions; reflect, don't deflect.

* For the passenger and coworker scenarios, show calm, empathetic service instinct with a concrete example using STAR.

* Run a full mixed behavioral-and-service mock with Nora's Standard Interview mode to smooth the handoff from group activity questions to solo panel questions.

Frequently Asked Questions (FAQ)

1) How many rounds are there?

Usually 2 to 3 stages: a one-way recorded video screen, then a single in-person hiring event that contains group activities plus one or two one-on-one interviews (often ending with a brief inflight supervisor conversation). Most of the live evaluation happens in that one packed event.

2) What topics are most common?

* Motivation ("why Sun Country," "why now," "why be a flight attendant") and what customer service means to you

* Teamwork in group activities, safety and boarding announcements, and quirky personality prompts (book title, song, penguin questions)

3) How long does the process take?

Typically about 1 to 4 weeks. Candidates report invites to the video within days of applying, and conditional job offers arriving from a couple of days up to two weeks after the in-person event.

4) How should I prepare?

* Prepare 3 to 5 STAR stories on customer service, difficult coworkers, and nervous or upset passengers, since the same themes repeat across rounds.

* Practice reading a boarding and safety announcement aloud, clearly and warmly, because you will likely do it live in the group.

* Know your "why Sun Country" and a self-aware "misconception / negative trait" answer, and be ready to be genuinely social in a big-group setting.

* Use Nora AI's HireVue Interview mode for the timed one-way video, then Live Virtual Interview and Standard Interview modes to rehearse the group scenarios, quirky prompts, and one-on-one panel questions.