3 Day Blinds Jobs & Careers

Hiring? Post a Job

Show:  All Results Last 7 Days
4 days ago

District Sales Manager - San Diego, CA – easy apply

3 Day Blinds San Diego, CA

At 3 Day Blinds, we seek employees who are committed to achieving the bestindividuals with the vision and drive to work alongside other talented and… 3 Day Blinds

14 days ago

Inbound Phone Agent - Irvine, CA – easy apply

3 Day Blinds Irvine, CA

• Respond to calls within current turnaround standards. • Forward calls to Customer Service or other groups if the call is not an appointment… 3 Day Blinds

10 days ago

Customer Care Representative – easy apply

3 Day Blinds Irvine, CA

Hourly Rate: $14.00 per hour Benefits: 60 Days after start date Resolve basic types of customer service inquiries including: • Service recovery… 3 Day Blinds

18 days ago

Design Consultant – easy apply

3 Day Blinds Brea, CA +58 locations

• Samples (3 Day Blinds product, Hunter Douglas, Drapery, Soft Roman Shades, Decorative Hardware etc.) • Marketing… 3 Day Blinds

5 days ago

District Sales Manager - Sacramento, CA – easy apply

3 Day Blinds District Sales Manager - Sacramento, CA

At 3 Day Blinds, we seek employees who are committed to achieving the bestindividuals with the vision and drive to work alongside other talented and… 3 Day Blinds

4 days ago

Staff Accountant - AR, Collections, Sales Audit - Irvine, CA – easy apply

3 Day Blinds Staff Accountant - AR, Collections, Sales Audit - Irvine, CA

• Prepare the AR aging report for completed orders on a daily basis • Prepare and reconcile charges to customer account • Upload Cash Receipts… 3 Day Blinds

In order to show you the most relevant results, we have omitted some entries very similar to the ones already displayed. To see more, consider refining your search term or location.

3 Day Blinds Photos

Core Values

+ Add Photo

3 Day Blinds Reviews

33 Reviews
33 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
(no image)
Dave Hall
15 Ratings
  1. 5 people found this helpful  

    Unfortunately, we all leave. We have to.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Design Consultant "DC"  in  San Diego, CA
    Former Employee - Design Consultant "DC" in San Diego, CA

    I worked at 3 Day Blinds full-time


    Nice coworkers I miss. As you develop skills the projects get more interesting. It takes two years or so to become proficient, but it's not a career you can keep. Most customers are really fun and it's like visiting all day. The customer service and the product warranty is good.


    The ad I answered said flexible hours. Not so. You will not be allowed to arrange your day. You can't work part time or decide how many appointments you can handle. There are mandatory calls on your precious time early in the morning or on your day off. You drive all day and after you finally get home you have several hours of paperwork to do. Holidays are mandatory work days, Christmas Eve, Memorial Day, July 4th. You do not receive a salary yet you cannot close your schedule when you need to and sometimes you can't go on vacation. This may sound normal for a job, but this isn't a normal job. You may work all week and find you spent more in gas. The commissions are low. The company tells you to "work for the bonus" but the bonus is getting almost unattainable. The employee contract was updated to make it harder to bonus 3 times in the last two years. Yes, there are a few DCs that make a great income, but from what I saw 85% of really great DCs could barely pay their bills. You spend a lot of time on customer service issues, as you should, but while you are spending hours taking care of your good customers you make no money.

    Showrooms are closing down while other companies are opening them up and the customers don't like this. They like to preview the product before committing to an in home appointment, or come by after their appointment with friends and review the color samples. I had many sales that were finalized in that way. One of the best selling points of the product is the warranty and service. Customers have been able to bring their binds into the showrooms for service. Now what will they do?

    There is a system of tracking errors (just about anything is called "DC Error", customer doesn't like the product they chose, the installers made a mistake, the blinds were made too short) and you spend a lot of time fighting to prove you did what you were asked to do. If you can't win the battle, your income is reduced for 90 day periods. Brutal. Concerning real true mistakes after the first 4 weeks you are pretty much on your own and it's not enough training. Some training tools are provided online but you must do this on your own time and you won't have any. It would be nice if there was a senior person who could go to a job to help with tough projects. No such person exists. In fact, soon after you're hired YOU will be the trainer. As new people are hired they are scheduled to meet you on your appointments and observe. Imagine, you are going to see this customer on your own time. The customer probably wanted to visit the showroom first, and really wasn't ready to have someone come to the house. Now you tell them a friend is coming along. Maybe they are uncomfortable having 2 salespeople come over. They don't want training on their time. The new person may say something that interferes with your conversation. The customer gets uncomfortable. No commission for you and no compensation for training the new employee.

    The office staff is nice but sometimes they give you flack because they don't understand why we push so hard to get things done. Our urgency was for the customer, and to get our orders into production so we can have money on our paycheck to pay the RENT and EAT. Territories are huge, the appointments are not coordinated into organized trips. Gas reimbursement isn't enough to cover expenses. The miles will kill your car, your insurance goes up. There will be days you don't make any money yet you have to fill your tank. This job should at least have a base pay of minimum wage for 40 hours a week so we could have some security. The appointments are not qualified. Some customers will make a "free appointment" and waste our time trying to get our measurements so they can order online. Some just need repairs which is another department and should have never been scheduled for us. We are pressured to keep a high close rate but sometimes you don't have a chance. "Close rate" is often based on the daily sales report which is not accurate because you might have several orders paid and in pending status which show as unsold appointments until they are pushed into production. I've seen people counselled on this issue while they have signed orders in their hands. It's mind boggling. Then sometimes you get no appointments at all, often based on this daily sales report that isn't accurate. Your territory can change without notice and you may have no appointments at all. No consideration is made about hiring in the areas that actually need coverage. I see an ad running right now for an area that has too many DC's already. There is no time to attend installations but you need to prevent errors. It's a vicious cycle that wears you out. You begin to realize commissioned jobs equal "disposable" no matter how hard you try. And you will try, because the customers want you to. Eventually you give up because there is no security, no routine, no consideration.

    Advice to ManagementAdvice

    Advice to Executive level Management: Maybe things look good on paper, but customers don't like what's happening. They don't like the turnover. They think the company is hurting financially because the showrooms keep closing. Constant price increases doesn't mean the customers are doing so well they can afford it, it means your DC's have to discount more to be competitive. Using YTD close rate plus adding in all orders in pending would be the better way to evaluate our performance. I regretted having to leave but I would only come back if there were a base salary, the error system was revised and territories were smaller and organized with some consideration for our time.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO