G-III Apparel Reviews

Updated March 16, 2015
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2.7
22 Reviews
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G-III Apparel Chairman and CEO Morris Goldfarb
Morris Goldfarb
12 Ratings

Employee Reviews

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  1. Helpful (3)

    Calvin Klein Performance - don't expect work/life balance as a designer

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Fashion Designer in New York, NY
    Current Employee - Fashion Designer in New York, NY

    I have been working at G-III Apparel

    Doesn't Recommend
    Doesn't Recommend

    Pros

    - designers (other than the head of design) are cool - ended up commiserating with them

    Cons

    - terrible hours
    - sociopathic head of design
    - you are guilted if you don't stay late hours to finish up the mountains of work that exist because the design team is understaffed

    Advice to Management

    you would have a lot less turnover if your head of design treated her employees better

  2. G.H. Bass & Co. Stressful and disorganized company

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Assistant Manager
    Former Employee - Assistant Manager

    I worked at G-III Apparel

    Doesn't Recommend
    Neutral Outlook
    Doesn't Recommend
    Neutral Outlook

    Pros

    The people within the stores were great. My inability to work during parts of the weekend was respected (but I had also been with Bass for 8 years). The discount is 40% and you get it at Wilsons Leather and PVH stores.

    Cons

    The company had just taken over Bass that year and they clearly didn't know what they were doing. Hiring good, experienced candidates was not a priority, neither is training them. My store when weeks without a store manager and when they hired someone, they trained for only 2 weeks. Don't work on commission but they keep track of individual sales and there are warnings and repercussion if you don't consistently make goals. Very limited schedule hours but they still expect you to do everything as if you were staffed appropriately.

    Advice to Management

    Take it a day at a time and try to maintain a relatively upbeat environment. If you've never worked for PVH (the company that owned Bass prior to AM retail) you should be fine because you may not be aware of what it was before.

  3. Helpful (1)

    Overall GOOD!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Licensing Manager in New York, NY
    Current Employee - Licensing Manager in New York, NY

    I have been working at G-III Apparel full-time (more than a year)

    Recommends
    Positive Outlook
    Approves of CEO
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    -Good benefits- choose from 2 healthcare options, vacations (10 days), sick days (6 days), floating holiday (1). Early closing before a holiday (2:00pm). All major holiday (non religious).
    - Very good people
    - Casual at most times. You can talk to the VP of your division like a regular co-worker, no one is pretentious.
    -They do prefer to promote within
    -Early salary increments (very minimum, but it's something!)

    Cons

    -Sometimes there's no direction
    -in my division, they're scared of firing people, which means there's a lot of people there that shouldn't be there who are just screwing up or not really contributing the same as other
    -No real way to grow, in terms of position. A lot of people have been there for a long time, so unless someone quits or gets fired, you won't be moving on up

    Advice to Management

    -Get rid of anyone that is not really bringing anything to the table and open space for others to shine
    -Make sure everyone understands how the division works as a whole and not only what there department does, it will make everything flow better

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  5. Company is experienced in licensing product, not maintaining/developing an in house design brand (e.g. Andrew Marc).

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Designer in New York, NY
    Former Employee - Designer in New York, NY

    I worked at G-III Apparel full-time (more than 3 years)

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    Time-off policy, health insurance, pay scale same as in many other companies.

    Cons

    Management didn't understand the specifics of the in-house brand, the differences between designed and licensed product. There was no strong/experienced creative director who would drive unified brand image, therefore each department designed product according to their own understanding of the brand.

    Advice to Management

    Correct brand strategies will result in desired brand perception and increased sales. Stop muddling.

  6. Helpful (1)

    Outdated mess

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Contractor - Associate Designer in New York, NY
    Former Contractor - Associate Designer in New York, NY

    I worked at G-III Apparel as a contractor (less than a year)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    - Putting a big name on your resume

    Cons

    - Incredibly inefficient management.
    - Very low salary.
    - The Calvin Klein division has extremely outdate PC's that have even older software of Adobe Creative Suite (CS2). I.T. is no help whatsoever in helping with frequent computer crashes.
    - The design managers are disorganized and guilt you into staying late hours every week.
    - Bleak opportunity for growth at best.

    Advice to Management

    Take some time to invest in the tools to make your employees more proficient and maybe the high turnover rate won't be as bad.

  7. Internship Program

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Intern - Design/Sales in New York, NY
    Former Intern - Design/Sales in New York, NY

    I worked at G-III Apparel as an intern (less than a year)

    Recommends
    Neutral Outlook
    No opinion of CEO
    Recommends
    Neutral Outlook
    No opinion of CEO

    Pros

    The internship program allows for good work experience with people already in professional field. Hands on experience to real projects, market meetings. Flexible program for rotating to different departments.

    Cons

    Like any other fashion internship, it is paid minimum wage or just school credit.

    Advice to Management

    Can involve interns more, or do a job shadowing event.

  8. Design Intern

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Intern - Design Intern in New York, NY
    Former Intern - Design Intern in New York, NY

    I worked at G-III Apparel as an intern (less than a year)

    Recommends
    Positive Outlook
    Approves of CEO
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    flexibility, familial company nature, work-life balance, nice people, fast-paced

    Cons

    menial work, lots of errand running, unstructured intern program

    Advice to Management

    add a focus on mentorship to intern program

  9. Antiquated systems but feels like smaller family based company

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

    I have been working at G-III Apparel

    Pros

    The company has grown quite a bit over the past few years which makes you think there should be a lot of job opportunities. There is great potential.

    Cons

    Systems and process are not aligned between divisions and the only updated system is outlook emails. Design hands off sketches only to the factories without any spec or fabric/trim details. Areas and management are stingy with sharing information and best practices which would make the company a lot better overall.

    Advice to Management

    Use human resources to better source people for job opportunities rather than hiring within each division/department and not advising human resources when there are open positions.

  10. Part of Acquisition

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

    I worked at G-III Apparel full-time (less than a year)

    Doesn't Recommend
    Disapproves of CEO
    Doesn't Recommend
    Disapproves of CEO

    Pros

    A family run business that although public is very much catered to those with blood ties

    Cons

    Unfortunately the credibility of the company is poor at best.

  11. Success of their business model is applied consistently to all their brands

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Technical Designer in New York, NY
    Former Employee - Technical Designer in New York, NY

    I worked at G-III Apparel full-time (more than 3 years)

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    Pros

    Success of their business model
    Culturally diverse
    Bonus driven

    Cons

    Company values practically not existent, promotions are not based on merit but "who belongs to the club"
    Executive level lacks of civilization, respect and diplomacy. HR calls it "G-III Managerial Style"

    Advice to Management

    Have the executive level attend cultural sensitivity / behavioral training classes once a year to keep them in touch with their culturally diverse environment.
    **Intimidating management styles across executive level causes a nervous unproductive employee

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