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30+ days ago

900106 - Assistant Manager

Staples Paso Robles, CA

* Teach and reinforce behaviors that result in associates delivering Top Customer program * Efficiently manage all operational functions including… CareerBuilder

30+ days ago

Material Handler SPS

Staples Dallas, TX

• Unload incoming raw materials and supplies and place into inventory • Prepare, issue, and deliver materials to production floor • Return… CareerBuilder

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2,204 Reviews
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Staples Chairman and CEO Ron Sargent
Ron Sargent
1,164 Ratings
  1. 1 person found this helpful  


    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Account Manager in North Wales, PA
    Current Employee - Account Manager in North Wales, PA

    I have been working at Staples full-time (more than an year)


    Great people to work with.
    Good pay for kids in college.
    Flexible for busy school schedules.
    Lots of opportunities for advancement if you look for them.
    10% off everything.


    Open on almost every holiday.
    Poor rewards system to keep associates satisfied with their jobs.
    Antiquated systems that typically crash multiple times a day.
    IT department wastes time and is not at all helpful for store staff.
    Crummy health care.

    Advice to ManagementAdvice

    *Advice to Corporate*
    1. They need to reward their long term hard workers. I get that everyone starts at a base pay, but when you see a good worker that you value, you need to reward their efforts and offer them a reason to stay.
    2. District level management needs to grow up and admit that there are some rotten apples in their GM positions. Until that's solved, too many stores with great associates are going to suffer because their management staff is being led by someone who a) spends at most 20 hours in the building a week and/or b) doesn't care about their associates.
    3. Stop with the scare tactics. The roots of a company won't grow if they're being threatened all the time - they'll just die.
    4. Stick to your word. If you offer a bonus program, DON'T change the rules the day before a store is about to win because you don't want to pay out. That's unfair and it's unethical.
    5. Stop always being behind the eight ball by ten years. Catch up, spend the money necessary to get to where we need to be, and be willing to take that risk for the outlook of the reward. Once your associates, managers & sales team have the proper skills to perform the jobs they've been hired for, the profit will come naturally. Right now, all levels of the company are dealing with old software, broken systems, and too many hands in the pot. Streamline your systems, get rid of the dead weight, and straighten everything out to make it efficient.
    6. GO INTO THE STORES OUTSIDE OF MASSACHUSETTS. Take a field trip, visit the stores, and see what the other places outside of the corporate office are dealing with. Every area has their own clientele. Some of your ideas up at the corporate office don't work in other states. TALK to your people. LISTEN to your associates. ASK those that have been in multiple roles & stores what their opinion is and don't get mad if they say something you don't like. Don't retaliate and don't fire them. Everyone is scared to tell the truth for fear of getting canned - and that's not a good way to run a company. You'll never know what's really going on in your districts and in your regions until you talk to those that are in the trenches.
    7. Stop letting the good GMs and Assistant managers get bullied & fired. I've seen multiple managers get fired and/or verbally & mentally abused by their upper management while other freeloading managers have continued to stay in the system and never get reprimanded EVEN when caught red handed. You're losing your strong leaders.

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