Avoid if you can! - Recensione dipendente - Marketing presso Zulily

This is just my opinion, but buckle up... -Politics are status quo Workplace politics stunt your growth here. Managers aren’t held accountable as long as they drive business results. Entire teams can leave a manager more than once and it never raises any eyebrows... attrition is a problem. Hiring good talent is hard here. Leadership has asked managers to post reviews in an effort to improve reputation at least once during my tenure. When you can’t replace those who are leaving by choice and you’re laying others off, you aren’t growing. -Not progressive The office is not configured for working remotely and people who WFH are judged and met with a lot of (inappropriate) skepticism that’s typical of a toxic workplace. It’s policy now, but the culture hasn’t evolved. Distrust of your workforce is not a great indicator of respect for your employees. Zulily is a website for women that was created by and is staffed with men in all the highest ranks. The vast majority of key decision makers are men. You can tell by the maternity benefits that they are more interested in women’s wallets and spending habits. -Not inclusive Arbitrarily deciding the new brand is inclusive doesn’t actually make it inclusive. A director once asked me why I thought I belonged here when I was seeking growth. A grassroots black employee network was met with pushback. They ignored Pride in Seattle for a decade. Straight people were photographed in rainbow double-headed “love is love” sweaters for PR. Women executives have left the company. Sponsoring soccer teams because you have difficulty hiring with your reputation is not social responsibility. -Serves bigots Zulily panders to empty nesters in the Midwest on Facebook. This customer is Zulily’s bread and butter and they are chained to them for better or for worse. Merchandising managers know this. No savvy shopper is paying $6-8 in shipping costs for low quality junk that takes more than 3 weeks to arrive. Zulily is too afraid to stand up to hate in fear of alienating their customer. Lack of integrity doesn’t bode well for the company’s longevity. -Not good for the environment Zulily’s business model is irresponsibly selling cheap junk to moms. Do you think Zulily is just trying to keep the lights on and units moving, or do you think they really care about sustainable products and reducing negative effects on the environment? Zulily isn’t in a place to be selective of what they sell. Supporting fast fashion and the sale of literal junk amid the climate crisis and greatest existential threat to our planet is to our detriment. -Under-developed leadership Managers are quick to criticize teams without providing adequate support, vision or strategy. A low support/high expectations environment leads to inevitable longterm failure and burnout to the severe detriment of employees’ confidence and self-esteem. No thought/care, logic or philosophy behind people leadership. Several individuals who shouldn’t manage people are stuck with teams because of politics, departures, and rash decisions. -People don’t get promoted Varies, but people generally don’t get promotions. There’s an abundance of complacent middle managers who are comfortable where they’re at in a highly political environment dictated by reputation. Their comfort and reluctance to move on, coupled with their inability to move up, means little to no mobility for the teams beneath them. Teams are often merged or flattened when people leave, making internal upward mobility a rare occurrence. -Not a good place to work You must be data-driven to work at Zulily, so look at the data on their reputation (consumer and employee reviews) in aggregate, and draw your own conclusions. Go with your gut and do not ignore red flags. In a city teeming with opportunity like Seattle, the opportunity cost of working for Zulily is too high, unless you’re a manager who wants to chill or you have little experience. Other employers may lowball you after Zulily with the common understanding that Zulily does not compensate well.