Advance Auto Parts Jobs & Careers in Campbell, CA

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21 days ago

Business Analyst eServices

Advance Auto Parts Campbell, CA

Qualifications QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The… Glassdoor


1 day ago

Web Analyst – new

Advance Auto Parts Campbell, CA

Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed… Glassdoor


30+ days ago

Sr Visual Designer

Advance Auto Parts Campbell, CA

Qualifications • Creates visual designs for online customer experiences including graphics elements, animations and page level functionality… Glassdoor


30+ days ago

Web Copywriter

Advance Auto Parts Campbell, CA

Qualifications • Develop and consistently deliver content in our brand voice • Adhere to and assist in evolving copy style… Glassdoor


21 days ago

Finance Manager I

Advance Auto Parts Newark, CA

This role will be a business partner to the SVP of the eCommerce business providing financial… Glassdoor


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Advance Auto Parts CEO and Director Darren R. Jackson
Darren R. Jackson
421 Ratings
  1. 6 people found this helpful  

    AAP is a good place to work if you can live with the low wages.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Retail Parts Pro
    Current Employee - Retail Parts Pro

    I have been working at Advance Auto Parts full-time (less than an year)

    Pros

    My supervisor and those higher on the ladder have demonstrated interest in me, my training, and my advancement. Scheduling has been flexible. The company-supplied training is helpful.

    Cons

    The wages are extremely low. I work full-time, but I qualify for medicaid and SNAP. I work hard for my bonuses, but they are not big enough to make a difference.

    Advice to ManagementAdvice

    Make profit sharing or bonuses available to all hourly employees who have been with the company at least three months. As things stand, non-management employees are expected to work to get their supervisors bonuses.

    I would make bonuses more dependent on team results than they are now. You call us team members, but provide incentives to work against each other if a good sale is possible.

    Integrate the store-based and Internet-based systems. You make me look bad a couple of times per week with the current system. You also use the Internet to remove potential bonus money from my hands and then expect me to to serve Internet customers just as well as retail floor customers.

    Pay a living wage. If you really want service to be our best part, compensate the people who provide it adequately.

    You have work to do to demonstrate that the company's values (serve, inspire, grow) are consistent with the emphasis on developing a sales culture. Let's develop a service culture.

    Get your eyes off AutoZone. Everyone knows that they are dirtball company. Do not compare to them.

    Improve the technology. Our computer system is slow and inflexible. Give us keyword search for everything on the retail floor in the EPC. As it stands, I have to go to the AAP website to keyword search retail items. Our internet connection is slow, and it is an awkward multistage process to find an item and determine if it is in our store or not. Use Summit Racing's website as a benchmark, and then try to better it.

    If you want us to sell performance parts (Edelbrock, Holley, Mr. Gasket, etc.) give us technological tools to do so (see my previous comment about Summit).

    The AST training is good, but if you really want to sell to the hardcore car guy/gal as you say, then we need to step it up even more. At least RPP's, CPP's, AGM's, and GM's need more hands-on training and experience. Perhaps partner with a local community college to provide shop-based experiences.

    Lengthen battery warranties. A lot of people use battery warranty as their key indicator of quality.

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    No opinion of CEO

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