Lumber Liquidators

  www.lumberliquidators.com
  www.lumberliquidators.com

Lumber Liquidators Jobs & Careers in Toano, VA

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9 days ago

Supervisor, Installation Projects - Work in our Richmond or

Lumber Liquidators, Inc Toano, VA

* Provide leadership, training, and coaching for Installation Project Coordinators to ensure all representatives are proficient and knowledgeable in… CareerBuilder


30+ days ago

Director, Sourcing - South America

Lumber Liquidators, Inc Toano, VA

* Develop and lead the implementation of South America sourcing strategy and vision; improve/build strong supplier base to ensure continuity of… CareerBuilder


9 days ago

Analyst, Global Product Compliance

Lumber Liquidators, Inc Toano, VA

. Contact HR for additional information. Primary (Essential) Functions: • Maintain knowledge of applicable laws, regulations and standards… CareerBuilder


9 days ago

Director, Sourcing - Domestic Hardwoods

Lumber Liquidators, Inc Toano, VA

* Develop and lead the implementation of U.S. domestic hardwood sourcing strategy and vision; improve/build… CareerBuilder


9 days ago

Installation Project Coordinator

Lumber Liquidators, Inc Toano, VA

The position is responsible for the daily operation of Lumber Liquidators Installation Services' (LLIS) Program including, but not limited to… CareerBuilder


30+ days ago

Customer Relations Specialist

Lumber Liquidators, Inc Toano, VA

* Communicating and coordinating with internal departments, including Store Managers and Regional Managers about customer related issues. What makes… CareerBuilder


30+ days ago

Sales Representative, Inbound

Lumber Liquidators Toano, VA

The Inbound Sales Representative is responsible for receiving incoming customer traffic, over the phone or on-line and to present and sell company… Glassdoor


30+ days ago

Regional Manager

Lumber Liquidators Toano, VA

§ Achieve performance and profit goals consistent with corporate objectives including achieving assigned region P & L objectives. § Leads and… Glassdoor


9 days ago

Inspector, Quality Assurance - Sandston, VA (1st shift)

Lumber Liquidators, Inc Sandston, VA

This position performs incoming, in-process, and finished goods inspection of hardwood flooring and related products to verify compliance to… CareerBuilder


4 days ago

Administrator, HR and Payroll

Lumber Liquidators Williamsburg, VA

· Reset passwords daily as requested. · Work closely with third-party unemployment representative to ensure timely and accurate reporting of… Glassdoor


Lumber Liquidators Reviews

67 Reviews
2.4
67 Reviews
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Lumber Liquidators President, CEO, & Director Robert M. Lynch
Robert M. Lynch
31 Ratings
  1.  

    Works for a time, but generally lacking

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee in Toano, VA
    Former Employee - Anonymous Employee in Toano, VA

    I worked at Lumber Liquidators full-time (more than 3 years)

    Pros

    Company is small enough where even the lowest corporate employee's have access to high level information (to a fault) and have interaction with executive team on a regular basis.

    Good benefits (generous PTO policy that scales quickly by seniority, inexpensive insurance, standard 401k, strong discount on merchandise)

    The company is growing quickly, and its exciting to see strong top line balance sheet growth.

    Excellent work life balance, generally a straight 9-5 that doesn't follow you home and leaves you free on weekends.

    Casual work atmosphere with flexible hours (many people work 8-4) and a relaxed dress code (everyone's in jeans)
    Ability to work from home on a regular basis.

    Employee's are generally very nice, albeit a touch insular.

    Cons

    The work was not challenging. I was able to automate a significant portion of my daily responsibilities, and was declined additional work when I asked. This can make the day to day very tedious, and I spent countless hours on mindless tasks with no real value that management believed would take much longer than actually needed.
    Employee talent levels wildly vary. Workers who have been at the company from before 2012 are generally sub par. A large segment of employees lack basic technical skills, and do not possess the intellectual curiosity to develop them. New technology and process changes are generally shunned until the employee base is forced into using them, causing massive knowledge gaps between similar employees. Additionally, the employee base seems blind to larger company health and outlook, even when Lumber Liquidators is a publicly traded company.

    There is little opportunity for personal advancement, and in my experience it was done based on seniority. If you're looking for a track up the ladder, it does not exist at Lumber Liquidators.

    The company really isn't interested in cultivating/developing employees. Little besides "on the job" training, no training seminars, software training is ad hoc, no mention of any professional certification. No tuition reimbursement plan, even with ~5 universities within the livable distance of headquarters.

    Work environment is unprofessional. The dress code is stretched (graphic tee's and ripped jeans on Fridays, flip flops in the summer). Socializing is loud and constant, and can be incredibly unprofessional and offputting (sometimes bordering on HR actionable).

    There is a large disconnect between the store/sales staff and back end support staff. The corporate culture encourages a certain cowboy attitude that causes disruptions and reinforces inefficient methods. This was changing (brought about by poor sales results), but still remains firmly cemented that stores get what they what regardless of the business results. As such, job performance was difficult to monitor, and there is no real mechanism to show if your performing adequately.

    The corporate culture is very "wannabe" masculine, and is a bit "try hard". Sports metaphors are used constantly, even when not applicable. Upper management cultivates an "in your face" underdog attitude. The hyper masculinity gets old very quickly.The company culture feels "cheap" and dated.

    The majority of management (all management, not just upper) lives in the Richmond area and works from a Richmond location on Fridays. This essentially creates a 4 day workweek for anyone left in the corporate headquarters. Its nice at first, but gets old very quickly.

    A noticeable amount of the sales staff (all level) left the company (fired) in Q1 of 2014. After an incredible 2013, Q1 and Q2 of 2014 were remarkable poor. This questions the long term strategic planning of upper management, whether they are working to grow the company for future years or whether they only care about the current quarter.

    Lumber Liquidators sells cheap flooring, and as such has generally poor reviews among customers. You won't be proud of what your company is selling. Additionally, the company was raided in 2013 by the U.S. Fish and Wildlife Service for illegally sourced lumber, so be prepared for your friends/family to ask you how many Siberian tigers you've killed.

    Headquarters is in the middle of nowhere (45 minutes from downtown Richmond, same from Newport News, 20 minutes outside WIlliamsburg). If you forget your lunch, your options are Subway, McDonald's, or Sbarro). However, on positive of this is that its a 10 minute drive to a state park that has picnic table to eat lunch on (very pretty view of the river).

    Wages are (generally) in line with market rates, but are still fairly low. Salary doesn't really increase if your given new responsibilities unless you receive a title change. Year over year raises generally come under the inflation index.

    No stock purchase plan (as of 7/1/14)

    The short version: If you want to live in Richmond/Newport News area, raise a family with a no stress 9-5, LL is a great place. If you have any ambition, at best LL is a pit stop.

    Advice to ManagementAdvice

    Hire a consulting team to do a full scale review of HR policies and current staffing levels, as well as basic business processes. Encourage more turnover among lower level employees. Hire more qualified/better employees. Do more to retain high level performers. Install employee training programs, or add tuition reimbursement for relevant classes. Make corporate culture more professional, where employees go to work and not to lounge around. Don't allow entry level employees to access full company financial data in real time.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

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