Good Hours, Zero Creativity/ Employee Development - Mitarbeiter (anonym) bei Randa Accessories: Mitarbeiterbewertung

2,0
21. Jan. 2015
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

Pretty standard 9-5 job unless it is market week or you have a big meeting. Office is pretty nice, and they do things like toy drives, nice Christmas parties, Birthday lunches, and flex hours.

Kontras

Ridiculous rules like no plants, no coat on the back of your chair, etc. Everyone walks around miserable, no promotions, you are in no way challenged to be creative, upper management blatantly shows favoritism (ex: will take only certain employees out for happy hour, chit chat and gossip in offices if they like you). Either management gives you no time at all or patrols the office like it's a prison. Sales people seem happy, but any creative roles such as Graphic Designers, Designers, Merchandisers are either creatively stifled or too dumb to notice they are. This is in no way a "fashion" job. Just do as your told, sit behind a desk, log everything you do in plm, and don't you dare come in a minute late (never mind you were there until 10pm the night before) or you will pay through passive aggressive glares from management all day.

Mehr Bewertungen zu Randa Accessories entdecken

5,0
25. Juli 2025
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CEO-Befürwortung
Geschäftsprognose

Pros

- Warm and welcoming office environment - Potential for career growth - Upper management is accessible and caring

Kontras

- None; so far my experience has been very positive

1
3,0
8. Juni 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

Really enjoy working within my team. Lots of challenges to solve but great work life balance and genuine people.

Kontras

There is no cross coordination between business units resulting in constant internal failures Sales has unfortunately earned a negative reputation. They do not work well with others. Would like to see employees show more respect for their colleagues and how every business unit works together to meet our goals.

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