Pros
-A small office with an intimate group of colleagues. -Free-flowing creativity runs in and out of the office and company. -Weekly all-hands meeting with SF headquarter. -A diligent and organized design team, with emphasis on product and quality. -Design team established by one of the most experienced professionals, former Head of Product and Design, Rebekka Bay. -Many opportunities, especially in the newly-formed retail department. -Company provided weekly lunch. -Work from home and unlimited vacation. -Great branding, PR, social media, marketing and customer service appeal.
Cons
-On the other side of the NY office, marketing and retail team runs their own office without much supervision. -Whatever goes, whatever works approach as directed from the very top, as long as one serves his/her purpose to the company; the higher the metrics, the bigger the hype, the more revenue and sales, the better. -Because the company is a "startup", it can get away with disorganization, creating/fulfilling roles only sufficient for business needs, promoting unsuitable employees and compensating below industry standards. Perhaps certain practices are not applicable to Everlane because the company seems to have outsmarted the industry? -Contradictory because the brand supremely compares product and pricing to vaguely defined "traditional retailers", when actually Everlane supplies from factories that produce for other mass fast-fashion retailers as well. -Company hires part-time employees to fill voids in the workforce, with the false premise that one might potentially continue or be promoted as full-time at this growing startup. -It seems like once full-time leads make it at Everlane, they have secured their future and position, and could care less about disposable junior workers, who are there to support their agendas. -Marketing/events, retail and other leads are entitled to their place in the company due to their duration and positioning in the company. Secondary and subsidiary roles are undertaken by full-time freelancers/independent contractors, and leads get promoted, even when newcomers may be as experienced, qualified and knowledgable. Of course leads would not show that they might know less, sometimes even taking more credit. They are familiar with the proceedings of the company and use their seniority to maintain the procedures, even though there isn't a system to begin with. After all, that's how they benefit most from the progression of the company, which granted them advancements and secured places.