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Founded in 1956, Williams-Sonoma, Inc. is the premier specialty retailer of high-quality products for the kitchen and home in the United States.
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Overview of the Lead, Sales (Key Holder) role. Our family of brands are Williams Sonoma, Williams Sonoma Home, Pottery Barn, Pottery Barn teen, pottery barn kids, Rejuvenation, Mark & Graham, west elm, or Outward.
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As a Part-time Key Holder , you'll play a major role in creating happy customers by treating customers the way you'd want to be treated. For over 35 years, UA Brands has been synonymous with fashion-forward specialty apparel for the medical and culinary professions.
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The Key Holder serves as an essential sales leader for the store, achieving daily sales objectives. Job DescriptionWhat to expect when you work hereAs a Key Holder, you would be responsible for providing every customer with a great experience.
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To provide equal employment and advancement opportunities to all individuals, employment decisions at UA Brands will be based on merit, qualifications, and abilities. UA Brands does not discriminate in employment opportunities or practices based on race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law.
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Overview of the Lead, Sales (Key Holder) role You will inspire customers to express themselves in their home. Our Company Founded in 1956, Williams-Sonoma, Inc. is the premier specialty retailer of high-quality products for the kitchen and home in the United States.
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Williams-Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance, or other applicable state or local laws and ordinances.
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San Francisco Locations: Williams-Sonoma, Inc. is an Equal Opportunity Employer. Williams-Sonoma, Inc. is an Equal Opportunity Employer. Our Mission Around Diversity, Equity & Inclusion We firmly believe that working in a culture focused on diversity, equity, and inclusion spurs innovation, creates healthy and high-performing teams, and delivers superior customer experiences.
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1 year + of Key Holder or Sales Lead experience, or an equivalent role at a retail store. As a Key Holder, you would be responsible for providing every customer with a great experience.
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Exciting opportunities to represent Cycle Gear at special eventsInternational Motorcycle Show, motocross races, etc. Comoto's brands, RevZilla, Cycle Gear, J&P Cycles, REVER, and Common Tread, deliver premium products, dedicated expertise, engaging media, and passionate customer support of the powersports community, through best-in-class e-commerce and retail experiences.
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The Liquor Store Key Holder supports liquor operations by raising profits that go back to the community, educating customers on products and merchandise, and making an enjoyable shopping experience for all customers.
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Cycle Gear provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. Comoto Holdings is America's largest and fastest-growing omnichannel platform in the powersports aftermarket-products industry; dedicated to advancing the experience of powersports enthusiasts across the globe.
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Our Diversity, Equity, and Inclusion council and employee resource groups promote open and honest communication, remove barriers, and champion policies to build a more equitable environment. Maintain store aesthetics by cleaning, stocking, organizing and following merchandising plans.
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Because a whole lot of life happens between paychecks, Comoto also offers a voluntary benefit to all team members called DailyPay which allows for secure, instant transfers of earned pay before payday.
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Motorcycle riding, knowledge, or interest (strongly desired, but not a requirement) We strongly value training and development - with that, your first 5 shifts will be base pay only, so you may focus on learning.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.