Just like any other retail job. - Beauty Advisor Dillard's Employee Review

3.0
Jul 1, 2012
Recommend
CEO approval
Business Outlook

Pros

I love working for my cosmetic line and helping my customers. I have a lot of regulars that I've grown close to. I've made a lot of good friends. Overtime is a non issue for most cosmetic employees and pay is above average. There is a 401K and different insurance plans. Schedule is made a month in advance and I like that so I can plan things accordingly. Im young (22) and they really make an effort to work with me on my schedule when I have things come up.

Cons

I worked in a clothing department for a short time while I had my interviews with my cosmetic line and I did not enjoy working over there. They send out 10 clothing racks at a time full of new product and expect it to be put away immediately. Managers are constantly changing displays and expect you to do it all. There is a SPH (sales per hour) you need to maintain. Its often reasonable, and the goal to get a raise only a few dollars higher, but they stick twice as many employees into an area so it can brutal. There is a lot of competition. In three months, I saw multiple people leaving the floor in tears, or leaving altogether. Credit is the most important thing and its become difficult to get them.

Explore other reviews about Dillard's

5.0
Jun 25, 2026
Recommend
CEO approval
Business Outlook

Pros

Great payment benefits and flexible schedules

Cons

long-standing hours and sometimes overnight work or very early mornings for inventory

1.0
Jun 8, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Only pro is that you can expect there won't be any. So, transparency.

Cons

Annual raises for salaried employees are minimal, often only 100–500 dollars per year, regardless of performance or inflation. Salaried roles are consistently compensated below industry standards for comparable positions. Management routinely solicits employee input and feedback, then consistently ignores it, making requests for opinions feel performative rather than genuine. Excessive favoritism is openly displayed, accompanied by constant gossip, drama, and office politics that undermine professionalism and team cohesion. Leadership culture normalizes poor treatment by implying that if everyone is miserable together, the situation is acceptable. The company shows little concern for employee health and safety, pressuring staff to work in unsafe conditions because “it was done before.” Employees who raise workplace health concerns or request alternate work arrangements for health reasons are consistently penalized rather than supported, effectively forcing them to choose between their health and their job. The building was shot at, and management waited several hours to inform employees and refused to let anyone go home, demonstrating a disregard for basic safety and crisis response expectations. Any non-vacation time off, including sick time, medical appointments, and other approved leave, can be held against employees and negatively affect promotions, raises, and recognition. Promotions and raises are often denied based on incomplete or misleading assessments of performance, while significant individual contributions and permanent fixes to long-standing issues go unrecognized. External or third-party training and professional development are not supported and, in some cases, are actively discouraged. Execs are only concerned about profits and never employee well being, morale, or happiness.

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