Overstock.com FAQ

Pros

Remote job/work from home, potential for commission and moving up, benefit options

Cons

Poor training, high expectations of perfection, helpline is zero help, chat help line is zero help, team leads did not respond quick enough to help, breaks don't really exist, unpredictable schedule, mandatory overtime, mentally exhausting, lead/coworker drama, difficulties with pto

Advice to Management

more help lead employees and better training

Pros

Nice Coworkers had good benefits remote working

Cons

Not flexible with switching between part time and full time. Takes a certain person to deal with angry customers

Pros

Benefits, home/work life balance, competitive compensation, leverages technology

Cons

I've been employed by this company for 7+ years. Although we've went through some rough patches, they are always seeking to improve themselves as an employer. With that being said, I can't provide any cons

Advice to Management

Provide some sort of regularity in bonus structure and pay out.

Pros

Cool corporate campus, fun monthly events, good insurance options, generous 401k match, on-site health clinic & daycare, and a reasonably priced cafeteria with tasty food.

Cons

Nepotism really is as rampant as other reviewers say. It's leadership roulette, some seem capable and confident while others... are less so. Building trust in leadership is a constant, company-wide struggle. Direct management is also a toss-up. In my time at Overstock, I had managers that were empowering and trusting as well as managers that seemed to enjoy belittling, shaming, and criticizing others. A lot still needs to be done to improve psychological safety in the workplace. Early on, compensation was fair and competitive, but Overstock has developed a habit of permanently increasing job responsibilities without increasing pay. It's easy to get stuck in a dead-end position. Not enough opportunities for advancement. There's a perception that management's only willing to create new positions for friends.

Advice to Management

Make your retail employees feel valued again, and not by throwing them a few RSUs or more days of PTO. The gap between what your retail employees are worth and what they are paid is rapidly increasing. Enough excuses. It costs less to give a consistent/reliable employee a modest raise than it does to hire and train their replacement.