Lands' End Jobs in Pleasanton, CA

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18 days ago

Lands' End School Uniform Account Executitve

Lands' End San Francisco, CA

In 1997, at the request of some passionate moms, we branched out and started the Lands’ End School Uniform division. Today, we serve over… Lands' End


30+ days ago

Business Outfitters - Field Sales Representative

Lands' End San Francisco, CA

The Business Outfitters Field Sales Representative will be responsible to obtain new customers and programs within their assigned territory. They… Lands' End


Lands' End Reviews

3.0
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Lands' End CEO Federica Marchionni
Federica Marchionni
8 Ratings
  • Helpful (3)

    They want to do well, but are mired by the past

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Dodgeville, WI
    Current Employee - Anonymous Employee in Dodgeville, WI
    Doesn't Recommend
    Negative Outlook

    I have been working at Lands' End full-time (More than a year)

    Pros

    There are some really bright people that are part of this organization. In the last couple years there has been an influx of top-tier talent brought in at top dollar to help try to drive Lands' End into the future. There are some exceptionally bright people that work in certain pockets. Work/life balance is pretty good in most areas of the company. They are pretty flexible with family schedules, and they have a lot of nice perks for employees like the fitness center. Oh, and they are a casual shop, though this really means 'dress-up-how-you-want-to' on the creative side of the business.

    Cons

    Things looked hopeful with a spinoff from Sears, but the upper management turmoil that has gone on for the last few years has left the company tailspun and floundering. Especially in the IT department, the influx of new talent and their ideas are met with violent opposition from the old school. It's very much the case of worlds colliding, past and future. They don't invest in professional development AT ALL. They expect any learning to be done on your own time and dollar, so it's no shock that a lot of people are really old school in their skill sets and management styles. The hangover from Sears and the layoff days is still around, and the mass exodus of the more market-attractive roles attests to the curmudgeon culture. If you haven't stewed in the cranky, antiquated, complacent environment for most of your career, as so many still there have, the IT culture is pretty hard to tolerate long-term. Progressive management is not a thing over there. Not all parts of the business are that bad, but things are not looking good.

    Advice to Management

    LE goes out into the market recruiting with the message that you are looking for innovative talent that wants to effect change and be invested. The message is that we want to find bright people, and give them autonomy...collaborate...let them leverage their talents. However, especially as it pertains to recruiting Millennial's, you get ahold of them, and don't seen to know what to do with them. Especially in the IT org, the old 'because I said so' micromanagement style is still rampant and the old school management processes prevail. It seems that a lot of folks that have been in the org for a long time are feeling threatened by change, and are lashing out trying to assuage their discomfort with change and their distrust of young talent by keeping a strangle-hold. Their are still too many people mired in the old ways of doing things, and unable to change or give autonomy to new talent for the company to truly execute their IT objectives, so they are just trudging along in inefficiency and low morale. As a result, we go out in the market paying top dollar to bring in talent, then it's just a total revolving door .


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