Don't Take a Temp-to-Hire Job with Crocs (if you have an alternative, at least) - Digital Marketing Campaign Coordinator bei Crocs: Mitarbeiterbewertung

2.0
3. Jan. 2014
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CEO-Befürwortung
Geschäftsprognose

Pros

You can't say it isn't located in a beautiful--not to mention fun, unique, and educated--area of the country. A lot of the people there are pretty friendly too, even if it's in a fairly superficial way. Free daily access to the gym was a definite plus for me.

Kontras

My experience of Crocs (and what my cousin has told me of his time working there) indicates to me the company has a pretty haphazard way of doing things and doesn't make much of a commitment to their employees. My hiring process was pretty touch and go; they called me and asked me to be there in two weeks and then--a week and a half later--after not returning any of my calls in the interim, informed me they couldn't hire me yet and would reconsider later on. They eventually did hire me on a six month temp-to-hire basis and I moved from out of state to take the job. After I had worked there about ten weeks--during which they had mostly been training me on several initial tasks and for two of which my supervisor was out of the country--they let me go. Actually they had the temp agency let me go. I hadn't actually worked with anyone from the temp agency and they couldn't, or wouldn't, explain why I was being let go. As you can imagine, this was pretty frustrating for me.

Mehr Bewertungen zu Crocs entdecken

5.0
1. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Great company to work for

Kontras

Easy retail job. Lots of paperwork

2.0
9. Mai 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

Strong global brand recognition and the opportunity to work with talented colleagues across multiple functions and backgrounds. The environment can provide broad exposure, fast-paced experience, and significant responsibility. Despite wider organizational challenges, many peer-level teams remained collaborative and supportive.

Kontras

In my experience, the culture felt highly top-down and heavily cost-constrained, with limited openness to employee initiative or new ideas. Workloads and expectations were often unrealistic, contributing to burnout and an unhealthy work-life balance, while teams frequently operated understaffed. Significant extra effort, including long hours and cross-functional collaboration, did not consistently translate into recognition, advancement, or long-term stability. Career progression often felt unpredictable, and opportunities sometimes appeared inconsistent or influenced by favoritism. Communication around organizational changes could be abrupt, creating uncertainty across teams. Employees were regularly expected to take on responsibilities outside their core expertise without sufficient support, which negatively impacted morale and overall job satisfaction. Compensation, benefits, and flexibility also felt less competitive compared to others in the footwear industry, while discussions around salary growth and professional development lacked transparency. Over time, the internal culture appeared to decline, creating a growing disconnect between the company’s external brand image and the employee experience.

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