Avoid Umbra unless you're truly out of options — and even then, keep your job search active.
Working at the Toronto flagship store — the only physical Umbra store globally — was one of the most demoralizing experiences of my career. Despite the store's unique position, it’s been neglected for years. There has been no official store manager for over two years, not because no one is available, but because Umbra won’t offer competitive compensation. As a result, front-line staff are expected to take on everything: customer service, merchandising, operations, cleaning, even loss prevention — all with minimal support, vague expectations, and some of the lowest wages in the city.
Head office frequently promises improvements and development opportunities, but those rarely materialize. Employees are encouraged to “go above and beyond,” yet there’s no recognition, advancement, or additional compensation for doing so. The overall message is clear: you are replaceable.
An unusual and concerning aspect of the company culture is the influence of someone with no formal role at Umbra but a clear hand in store operations and personnel decisions. A member of ownership's family — who holds no official title or accountability — is heavily involved in decision-making, especially when it comes to hiring, firing, and even store layout. This individual’s influence overrides even executive decisions, creating an unstable environment where staff can be dismissed based on personal impressions rather than performance. It fosters a sense of unpredictability and favoritism that makes long-term employment feel precarious.
Recent changes in Sales and Marketing were introduced with big promises of store revitalization. Unfortunately, what's actually happened is minimal follow-through and frequent credit-taking for ideas that originated from retail staff. It’s deeply frustrating to watch the contributions of hardworking employees be overlooked or repackaged without acknowledgment.
Turnover across the company is high — especially at the store level and among non-executive office staff. Long-standing leadership appears disconnected and resistant to change, while newer employees often burn out quickly or are let go without much notice. The internal culture is cold, hierarchical, and difficult to navigate.
In short, Umbra may have built a strong external brand, but the internal experience doesn’t match. Employee well-being, fair compensation, and workplace respect are not prioritized. What looks like a design-forward, creative company on the outside feels corporate, disorganized, and deeply out of touch behind the scenes.
Think carefully before accepting a role here. If you care about your time, mental health, or professional growth, there are better options.
