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Floor & Decor provides equal employment opportunities to all associates and applicants without regard to age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, disability, veteran status, genetic information, ethnicity, citizenship, or any other category protected by law.
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Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity. As a Retail Front End Supervisor, you'll be an integral part of the store leadership team, working closely with Store Management in the areas of Merchandising, Customer Service, Operations, and Human Resources.
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EWC Growth is an affirmative action and equal opportunity employer. EWC Growth is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities.
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Gap Inc. is an equal-opportunity employer and is committed to providing a workplace free from harassment and discrimination. Merchandise discount for our brands: 50% off regular-priced merchandise at Old Navy, Gap, Banana Republic and Athleta, and 30% off at Outlet for all employees.
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Ready to step into a lucrative sales role fueled by equal parts business intelligence and pure ambition? We are committed to employing a diverse workforce and are an equal-opportunity employer.
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If you want to grow your retail career with a caring and inclusive organization, come join us as a Burlington Stores Full-Time Customer Service Supervisor or Full-Time Selling Floor Supervisor.
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Equal Employment Opportunity. Floor & Decor’s Sales Associates play a key role in continuously providing customers with friendly, accurate service and support in finding products to complete their project.
Starting at $15 an hourPart-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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We use business as a force for good by putting people and the planet right up there with profit, which is why Athleta is a certified B Corp. Ready to make a move? Leverage omni channel offerings to deliver a frictionless customer experience.
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At OSL, we're industry innovators committed to revolutionizing the retail sales landscape, and we're growing! Solid sales or retail experience. Our commitment to our team is evident in our personalized in-store and online LMS training and partnerships with educational institutions like Franklin University, offering opportunities to further your true potential.
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Developing and managing positive business relationships with retail store management and employeesAdditional Job Requirements:Physical ability to perform tasks that may require prolonged bending, stooping, reaching, twisting, lifting, pushing, pulling, walking, standing and moving itemsRequires the ability to move around the store, assist customers and maneuver merchandise when necessaryPerforms additional duties as assignedMarketSource is an equal opportunity employer.
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The actual hourly rate will equal or exceed the required minimum wage applicable to the job location. Prior retail experience preferred. Additional benefits include a same day pay option (hourly associates only), discounts on Apple products, Verizon, AT&T services, and more.
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Seed to Table TikTok Seed to Table Facebook Seed to Table Instagram Seed to Table LinkedIn Seed to Table YouTube Seed to Table Website Equal Opportunity Statement: Seed to Table is an equal opportunity employer, welcoming candidates from all backgrounds.
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Full-Time Benefits include: Competitive Wages Medical, Dental and Prescription Benefits 401(k) Program with Company Match Paid Vacation Personal Paid Time Off (PPTO) Employee Discount Life Insurance and Long Term Disability Insurance (LTD) Flexible Spending Plan Holiday Pay Hobby Lobby Stores, Inc., is an Equal Opportunity Employer.
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FEATURED BLOG POSTS
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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.