Jul 3, 2024
Brooks Running reviews
3.9
84% would recommend to a friend
Dan Sheridan
91% approve of CEO
81% positive business outlook
Race / Ethnicity
Gender
Sexual orientation
Disability
Parent or family caregiver
Veteran status
4.0
Feb 27, 2024
Recommend
CEO approval
Business Outlook
Pros
Great co workers, everyone is willing to help and support, 3-5weeks of time off, employee discounts, healthy culture, free lunch, if you like running this is the place to be, potential to be remote for few functions.
Cons
Previous brands had provided much better health care coverage, pay is not too exciting for the industry, locations cost of living is very expensive.
5.0
Feb 12, 2024
A great experience overall, but recent changes fall short
Current employee, more than 3 years
Seattle, WA
Recommend
CEO approval
Business Outlook
Pros
There are so many things to love about working at Brooks: 1.) A positive, optimistic culture that results in some of the most kind, welcoming, and helpful coworkers you could imagine working with. 2.) An impressive focus on DEI that not only touches our corporate environment, but helps ensure representation of runners from all backgrounds throughout our marketing campaigns and within the run community as a whole. 3.) A major investment into people leaders via a robust 3-year development program aimed at helping set all managers up for success. I've never seen anything like this at previous companies. 4.) Approachable and down-to-earth senior leadership. It is a pleasure getting to interact with every single employee who works at this company, to experience the unique culture that exists here, and to feel so well-supported by the leaders we have running our team.
Cons
1.) The pay is not competitive. I applaud the recent investment in trying to get everyone's compensation closer to the market, but truth is that it still falls short and we risk losing great talent to other companies who can pay AT LEAST 10% more base salary while offering stocks and a better (and less variable) bonus, blowing the total comp at Brooks out of the water. 2.) Removing flexibility to work from home. Requiring individuals to be in office not only on specific days, but enforcing the amount of hours they must be present in office is highly impactful and borders on micromanagement. Especially given the fact Brooks has many employees with families and/or other outside commitments they need to tend to. The 40-60% designation that was previously in place struck a perfect balance of increasing in-person engagement while providing flexibility to work around one's personal schedule, and there should have been work done to get employee feedback before making what will be a drastic change by the end of 2024.
Viewing 22 - 24 of 70 Reviews