Rue Gilt Groupe
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What It's Like to Work at Rue Gilt Groupe
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's it like to work at Rue Gilt Groupe?
Strengths in flexible working arrangements, supportive teams, and a robust benefits package are accompanied by challenges in pay competitiveness, executive visibility, and workload intensity. Together, these dynamics suggest a mixed employer reputation that fits those who value flexibility and perks, while being less aligned for those prioritizing higher compensation, steadier leadership signals, or a more measured pace.
Positive Themes About Rue Gilt Groupe
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Benefits & Perks: Comprehensive benefits include health coverage, 401(k) with matching, equity, generous paid parental leave, flexible time off, and notable employee discounts across Rue La La, Gilt, and ShopSimon. Additional perks such as Summer Fridays, a birthday day off, paid volunteer time, wellness programs, and office amenities feature prominently.
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Work-Life Balance: Flexible work arrangements are supported through hybrid, in‑office, and fully remote options depending on role and function. Flexible PTO, Summer Fridays, and discretionary time off help many roles manage schedules when business needs permit.
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Team Support: Colleagues are often described as friendly, helpful, and collaborative, fostering pride and camaraderie across teams. Cross‑functional collaboration and a supportive day‑to‑day environment are emphasized in many corporate teams.
Considerations About Rue Gilt Groupe
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Low Compensation: Pay is considered below competitive levels by some, with calls to offer candidates stronger salaries and to move away from “cheap labor” perceptions. Compensation concerns also include modest raises and perceptions of undervaluation in certain roles.
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Leadership Gaps: Leadership and executive presence are viewed as needing improvement, including requests for the CEO and CFO to be more visible in operations. Concerns about HR effectiveness and uneven direction contribute to a sense that top‑level guidance and communication could be stronger.
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Workload & Burnout: The pace of work is frequently described as extremely fast, with periods of long hours, heavy workloads, and stress—especially in customer-facing and operations roles. Volume spikes and metric pressure in fulfillment and service functions intensify demands during peak periods.
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