zulily FAQ

All answers shown come directly from zulily Reviews and are not edited or altered.

30 English questions out of 30

5 October 2019

Does zulily give time off to volunteer?

Pros

+Paid volunteer hours +Salad bar +Pretty sunset/water views +Plenty of small rooms to take phone screens in + You mostly just have to show up +You may cross paths with some cool people but the brilliant ones are just passing through +You can use your experience to work for a better company

Cons

This is just my opinion, but buckle up... -Politics are status quo Workplace politics stunt your growth here. Managers aren’t held accountable as long as they drive business results. Entire teams can leave a manager more than once and it never raises any eyebrows... attrition is a problem. Hiring good talent is hard here. Leadership has asked managers to post reviews in an effort to improve reputation at least once during my tenure. When you can’t replace those who are leaving by choice and you’re laying others off, you aren’t growing. -Not progressive The office is not configured for working remotely and people who WFH are judged and met with a lot of (inappropriate) skepticism that’s typical of a toxic workplace. It’s policy now, but the culture hasn’t evolved. Distrust of your workforce is not a great indicator of respect for your employees. Zulily is a website for women that was created by and is staffed with men in all the highest ranks. The vast majority of key decision makers are men. You can tell by the maternity benefits that they are more interested in women’s wallets and spending habits. -Not inclusive Arbitrarily deciding the new brand is inclusive doesn’t actually make it inclusive. A director once asked me why I thought I belonged here when I was seeking growth. A grassroots black employee network was met with pushback. They ignored Pride in Seattle for a decade. Straight people were photographed in rainbow double-headed “love is love” sweaters for PR. Women executives have left the company. Sponsoring soccer teams because you have difficulty hiring with your reputation is not social responsibility. -Serves bigots Zulily panders to empty nesters in the Midwest on Facebook. This customer is Zulily’s bread and butter and they are chained to them for better or for worse. Merchandising managers know this. No savvy shopper is paying $6-8 in shipping costs for low quality junk that takes more than 3 weeks to arrive. Zulily is too afraid to stand up to hate in fear of alienating their customer. Lack of integrity doesn’t bode well for the company’s longevity. -Not good for the environment Zulily’s business model is irresponsibly selling cheap junk to moms. Do you think Zulily is just trying to keep the lights on and units moving, or do you think they really care about sustainable products and reducing negative effects on the environment? Zulily isn’t in a place to be selective of what they sell. Supporting fast fashion and the sale of literal junk amid the climate crisis and greatest existential threat to our planet is to our detriment. -Under-developed leadership Managers are quick to criticize teams without providing adequate support, vision or strategy. A low support/high expectations environment leads to inevitable longterm failure and burnout to the severe detriment of employees’ confidence and self-esteem. No thought/care, logic or philosophy behind people leadership. Several individuals who shouldn’t manage people are stuck with teams because of politics, departures, and rash decisions. -People don’t get promoted Varies, but people generally don’t get promotions. There’s an abundance of complacent middle managers who are comfortable where they’re at in a highly political environment dictated by reputation. Their comfort and reluctance to move on, coupled with their inability to move up, means little to no mobility for the teams beneath them. Teams are often merged or flattened when people leave, making internal upward mobility a rare occurrence. -Not a good place to work You must be data-driven to work at Zulily, so look at the data on their reputation (consumer and employee reviews) in aggregate, and draw your own conclusions. Go with your gut and do not ignore red flags. In a city teeming with opportunity like Seattle, the opportunity cost of working for Zulily is too high, unless you’re a manager who wants to chill or you have little experience. Other employers may lowball you after Zulily with the common understanding that Zulily does not compensate well.

Advice to Management

Grow up or stay where you are, but whatever you do, don’t bring your culture to exciting companies in Seattle doing great things.

+Paid volunteer hours

5 October 2019

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28 May 2020

What is the retirement plan like at zulily?

Pros

- Nice people - tech education budget $1900 per yr - you'll have a $1000 equipment budget for your first year of employment, which isn't much because it's not vested in 5 years - Sounders sponsorship, so you can get good tickets for cheap

Cons

Company policies are a way less than ideal. I'm going to take this space for the candidate who's interested in working at Zulily: Ask the right questions before you accept their offer. Here's what I found during my time here: - Company doesn't give yearly bonuses - You'll have to pay for healthcare from your own pocket, it'll be literally deducted from your own salary. And the amount you pay for it changes based on how healthy you are. - Ask to review the "Employee Handbook". You'll see the that you won't be able to quit your job immediately because there will be a lot at stake for you to peacefully leave. Employee Handbook states that you can quit your job any time you want to, but you also can't quit it before saying you're going prior to 14 days. - You can't cash in unused time offs, and you can't use them during your last 14 days of your employment - The company's 401k contributions are vested once a year, which is the beginning of the year. You will not be eligible for those contributions you've worked for the year unless you stay until next year - your sign on bonus is vested in 2 years (this is typical especially with Amazon as well) - you are only eligible for stock awards after 3 months of your employment date and you'll have to wait for a year to wait for your stocks to get vested, so for your first period of vesting is actually 15 months, not 12.

Advice to Management

Get away from Qurate, it has never been beneficial to you at all. The relationship is embarrassingly one way, and that is from Zulily to Qurate. Be more transparent with your employees when you're on hiring freeze, people are learning this from outside sources instead, this isn't helping for the ongoing fear of the future of business.

- The company's 401k contributions are vested once a year, which is the beginning of the year.

28 May 2020

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24 July 2018

Does zulily offer employee discounts?

Pros

It’s hard to think of any. A lot of your peers are really nice creative people.. besides that.. I can’t think of anything.

Cons

Everything. The pay is about half of what you can make at another company doing the same job. Nothing ever works There is no training There is no work life balance Only the cheerleaders get promoted. It’s not based on anything other than being a loud favorite Your managers don’t even know how to use a computer Old ladies who know nothing about technology run the company.. it’s painful Overall it’s a bad company with bad values. You will be used, under paid, under valued, and run into the ground Bad discount and you still pay shipping

Advice to Management

Clean house! I have had like 30 managers in almost 4 years and almost all of them had no idea what we did there, what there job was, what my job was, what my name was, or how to use a computer. You aren’t a startup anymore! Stop pretending you are so you can get away with not paying people Give bonuses and raises Stop taking advantage of everyone and at least pretend you care Your reputation is awful and just keeps getting worse

Bad discount and you still pay shipping

24 July 2018

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26 June 2019

How are senior leaders perceived at zulily?

Pros

Great benefits, great people to work with

Cons

No communication, no longer hours, leadership is horrible

Advice to Management

LISTEN when employees come to you with feedback, do just promote whoever applies for a lead position. Vett them.

No communication, no longer hours, leadership is horrible

26 June 2019

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9 November 2019

What are some insights into the strategy or vision at zulily?

Pros

Health benefits have improved tremendously since QRG take over. Also, they recently rolled out allowing 2 WFH/week. This was not widely embraced by most buyers, MM's or directors. In fact, out in the open on the merch floor directors and buyers were complaining. I think with a 40% post lay off attrition rate managers need to ease up on their controlling and micromanaging strategy. The new Head Merchant seems to be aware of how unhappy people are, but he's only gotten a mere glimpse of how actually toxic the environment is for assistant buyers.

Cons

AB duties include: curating events, negotiating costs with vendors, piloting markdowns, hanging samples, organizing samples, managing multiple vendors and strategically finding opportunities to grow their business while simultaneously working towards reaching their buyer's monthly demand goals. AB's work weekends, they work every night and sometimes early mornings (before 6 am). AB's ARE PAID ROUGHLY $45k for all this work. The 2 WFH's that our Head Merchant promised, well sad to say that most buyers and mm's are making it near impossible for AB's to use them. This company keeps bad managers. They allow poor behavior and ill-treatment of their AB's. It is a verbally and mentally abusive environment. The way AB's have to walk on eggshells and are afraid to ask for WFH or PTO day is ridiculous. I think the only reason this company hasn't been sued yet is that they're paid so little that they can't afford to retain a lawyer to represent them.

Advice to Management

Pay your team fairly. You're based in downtown Seattle, you know anything under $65k isn't a viable salary in this area. We know we don't have to live in the city, but WFH days aren't easily allowed by MM's and Buyers so that's an issue. It's time to say goodbye to bad managers. The complaints by AB's aren't fake or dramatic, they're unfortunately true. 1) Increase pay for AB's as soon as possible 2) Get rid of bad managers 3) Train managers 4) Create opportunities for growth

I think with a 40% post lay off attrition rate managers need to ease up on their controlling and micromanaging strategy.

9 November 2019

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30 English questions out of 30