Store manager - Manager bei Foot Locker: Mitarbeiterbewertung

4.0
20. Jan. 2021
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CEO-Befürwortung
Geschäftsprognose

Pros

Good pay decent discount offered benefits and also had employee appreciation 3 times a year

Kontras

Long hours management is poor

Mehr Bewertungen zu Foot Locker entdecken

5.0
15. Apr. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Flexible hours, friendly staff, good discount

Kontras

Stores shutting down, locations were far

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Reaktion von Foot Locker
1w
Flexible scheduling, friendly coworkers, and a strong discount really do make a difference, especially in a part time role! It sounds like there were a lot of parts of the experience you genuinely enjoyed while working for Foot Locker. I can also understand how store closures and having locations spread far apart can create some uncertainty along the way. Wishing you all the best moving forward, and we appreciate you sharing your experience!!
3.0
1. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Working here puts you right at the center of sneaker, fashion, and youth culture. You get exposure to massive global vendor partnerships (Nike, Jordan, Adidas, Puma) and high-scale enterprise operations that look great on a resume. Solid corporate benefits package including a competitive 401(k) match, health/wellness accounts, and performance-based bonuses or RSUs at leadership levels. Excellent product perks, including an employee discount across all banners (Foot Locker, Champs, Kids Foot Locker). The corporate dress code is casual and sneaker-friendly. Internal Mobility: Because of the massive global corporate footprint, there are clear paths to transition across different departments (Marketing, Supply Chain, Tech, Finance, Merchandising) along with tuition reimbursement opportunities.

Kontras

In efforts to streamline costs, optimize the store fleet, and fund digital growth, the company has historically undergone structural realignments, corporate relocations, or localized layoffs, which can impact team morale and workload distribution.

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