DICK'S Sporting Goods FAQ

Great team! Some of the smartest and hardest working people you will meet. Fun office environment with great perks and activities.

Leadership transitions and company restructuring made moving up or laterally hard.

Decent paycheck, and healthcare benefits

Gotcha culture, constantly told what is wrong Good Ole Boy Network Stores understaffed Upper management clueless to how it is in the store

gym, paid time off. vacation. weekends and holidays off

paid lower than other buying jobs in the area

Open-ended in some ways. Ex. reasonably open about what software solutions are used. Some teams / managers seem well-run and get results. Casual dress code - jeans (no shorts) or dresses, tee shirts, athletic shoes, etc. Easy to disappear - can get management off your back and come up with something impressive that nobody asked for, or that was put on the backburner I believe the health-related benefits (health, dental, vision, life, disability) are good. I don't have much experience with other companies however. The gym is pretty advanced, but like any gym, it can be intimidating to use it if you are not already a "gym person". It also costs extra (around $200 a year I believe). 3 personal days + 8 days PTO + 6 company holidays. If the company is doing well you usually get Christmas Eve off as well. Annual bonus if you and the company meet all your goals.

Closed-off in some ways. Ex. some tasks are handed to teams with lacking motivation on why they are needed. Extreme social stratification. Some teams are given the world and new Macbooks, others get by with what they have. No more remote work Open plan offices with tons of people. If you tour the campus, be sure to tour one of the open offices (ex. 1C, 2A, 2C) and note the noise level and chaos. No investment - roles stay open because we cannot attract the talent required at the salary we desire Official company policy to build everything in-house. (See: "Tech Chief Goes All Out on In-House Software".) DSG is very hesitant to buy anything software-related from anyone else. This results in software that works okay but is not as professional as commercial packages. There are benefits to this but I think it should be case-by-case and not company policy. No teams know what the other is doing. We have huge legacy tech debt from each team spinning up their own solution that does 80% of what some other team already did. Collaborative attitude depends on the team. We invited other teams along on projects, but were sometimes not given that same opportunity even when it would have made sense. Success depends on your manager. I saw people do amazing things, and recognition never went beyond their manager. Other teams announce their successes to a wide audience, sometimes overstating the success to build clout. Many benefits and perks are on a glacial timescale. 401(k)s take around 8 months (ballpark) of work in a calendar year to be match-eligible, so if you join later in the year you are probably out of luck. Each year of 401(k) match vests over 5 years. There are other stock benefits that take 3 years to kick in. Although lip-service is given to the idea of post-mortems, there are very few hard questions asked about projects that go bad (over time, over budget, under deliver, etc.). Often, the people familiar with the negatives of the project aren't even in the room. So, management only gets a good impression and agrees to additional substandard work.

Management says they want to govern with data and hypotheses. If they actually did this, it would be excellent. Instead management comes up with ideas and has no desire to determine if they are good or not. I'm positive they didn't look at the science of open plan offices (search for Harvard open plan office to see what I mean) nor do they care about the outcome of their massive change. This is one example of many where management showed a glib attitude towards employee concerns.

Big Company with great benefits and PTO

Small fish in a big pond type feel