Neiman Marcus reviews

Dysfunctional company top to bottom. Opportunities for growth are non existent. For opportunities that do exist, HR is completely inept at matching candidates to open positions. External candidates are more valued than internal candidates. Who you work for, not your skill level, determines your outcome. Extremely unprofessional work environment, boss would openly criticize their employees and leaders and call people stupid behind their backs. Limited accountability- certain people act like tyrants with no recourse. Workload is extremely high for low pay and not spread evenly across organization. Constant turnover and burnout. Extremely top heavy organization with lots of executives dreaming up new things, with no one at the bottom to actually execute them. Majority of top leadership doesn't even live in Dallas, consensus is these positions are just a temporary money grab for them while they party at New York Fashion Week and leave in a year or two. Bonuses and yearly raises are minuscule and more of an insult than they're even worth. Bonuses do not track individual performance, so a person who tries and one who doesn't make the same amount. Company is divided between newer, motivated employees who are cycled in and out and the employees who have been there for decades who refuse to change or learn anything new. Poor, outdated technology. Systems used by assistants were broken half the time and job was not possible to do often. If someone left their position, new hires wouldn't come quickly at all, meaning impossible workloads would just increase even further. Everything at the company is an emergency and you will be expected to do it immediately and redo it several times as leadership continues to change their mind. No forward planning on anything. Use this job as a resume builder to leave, it won't be more than that.

It's nearly impossible to get clarity on career development. Overall buyers have no incentive to promote since they will have to take on the responsibility of training a new AB. Company wide there are zero guidelines on how to get your buyer or DMM to "release" you so you can begin interviewing for a promotion. You might get stuck in a pyramid that holds ABs for 4+ years or you might get lucky and move fast. A lot of the merchant support teams (Vendor set up, pricing, data, etc) don't support you - they will either be grumpy when you ask for help or will flat out ignore you until you stalk them nonstop. The sample sales really helped boost morale but those ended when Covid began. Also - as much as the company talks about love there is an overall attitude of "why should we thank you for doing your job." As a result you feel undervalued since no one acknowledges when you go above and beyond. Some buyers are truly amazing but others kiss up and kick down. I've had buyers that I did not report to be aggressive and rude in division wide meetings and no one acknowledged the situation. Overall there were a lot of people who are unprofessional but got away with it due to tenure. Lastly the admin work between ABs is not evenly distributed, offices with more than 30 brands should have 3 assistants to help with the day to day minutia. Since a lot of the onus of development is put on ABs to network and self train they need to have an evenly distributed work load to level the playing field. Pay is not competitive and totally all over the place, in general expect 1 -3 % raise a year.