The Children's Place Jobs & Careers

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30+ days ago


The Children's Place Toronto +34 locations

Key Accountabilities: • Aware of customer activity and responds with a sense of urgency, prioritizing assisting customers over other tasks… Glassdoor

30+ days ago


The Children's Place Vaughan

Key Accountabilities: • Motivates and inspires the associates to build brand loyalty and create a positive store environment for both internal… Glassdoor

30+ days ago


The Children's Place Edmonton +33 locations

Education and Experience: • 3 to 5 years experience as a specialty retail store manager in relevant traffic, volume and unit intensity • High… Glassdoor

30+ days ago


The Children's Place Scarborough +7 locations

Key Accountabilities: • responsible for supporting the store management team in achieving all Company goals and initiatives through driving… Glassdoor

30+ days ago


The Children's Place Vaughan

Key Accountabilities: • Create and maintain a diverse, high-performing store team through consistent selection, development and motivation… Glassdoor

30+ days ago


The Children's Place Niagara Falls +43 locations

Key Accountabilities: • Motivates and inspires the associates to build brand loyalty and create a positive store environment for both internal… Glassdoor

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The Children's Place President & CEO Jane Elfers
Jane Elfers
249 Ratings


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    Former Employee - Sales Associate in Toronto, ON
    Former Employee - Sales Associate in Toronto, ON

    I worked at The Children's Place part-time (more than an year)


    My team was amazing, and despite the horrible work experience we were able to have a good time.

    There is no dress code, which is nice because I didn't have to buy a whole new wardrobe to work here.


    Where do I begin? I worked at TCP for just over a year before finding something else and quitting.

    To start off, training was a joke. For someone who had never worked in retail before, training with a little handbook and then being expected to work based on that was unacceptable. It wasn't my manager's fault however. She was acting as Manager, after the previous Manager had quit. She was also promoted to Manager without adequate training, which backfired for her when she was more or less pushed out of the company by the DM.

    My store was INCREDIBLY understaffed, all because the company had underestimated the sales for that particular store. We were unable to have more than two-three staff working during weekdays, and three-four on weekends. A handful people were expected to run the store, which included floorset, shipments, AND sales. As you can imagine, hours were a joke. I worked 9.5 hours a week regularly at minimum wage ($10.25/hour). The only times I picked up extra hours were during the Christmas shopping season.

    The final straw for me was when we got "raises" of 26 cents about two and and a half months before I quit. We signed the forms for the performance reviews, and our new manager sent them on their way. The company was supposed to apply the raise two weeks after the review was sent in, but for some reason they didn't do so. When they finally applied the raise (two MONTHS after they were supposed to), they also released a statement saying they were not backpaying anyone in the store, despite the fact that the accounting error was on their end, and not ours.

    Then there was the issue of how quickly they moved through seasons. We were selling spring clothing on Boxing Day for crying out loud. Regardless of the customer complaints, TCP didn't change. We lost a large amount of money on sales because we were out of clothes for that particular season. Which brings us back to the issue of understaffing ... they justified cutting our hours because we lost sales due to their mistakes.

    AND THEN there was the issue of the store not being properly maintained. We were Toronto's first standalone store, and therefore had to have proper heating/AC so we could survive the elements. They didn't, of course. So in winter we had to wear scarves and gloves because the draft was so bad. And in summer we had to take breaks in the back or we would pass out from heatstroke.

    Another thing that really frustrated me is the fact that TCP uses factories with unsafe working conditions to make children's clothing. Now I understand that this is a business saving move, but still. When the factory in Bangladesh collapsed in 2013 (Google it if you are unaware of the story), TCP revealed that they use that factory regularly, and they were currently investigating if any of their clothes were being made there at the time. Of course, TCP also sent out a letter letting us know that if we ever spoke about this, gave our personal opinion on the topic, or shared this information with anyone, we could be fired and penalized. Can't fire me now, TCP.

    All in all, the company is great for customers. For employees ... not so much. If you're looking for a job that will fill time while you're in school, or between jobs, this is it. If you have a great time like I did, you'll survive.

    Advice to ManagementAdvice

    Listen to your employees. You may know the business side of things, but the frontline employees know what works. Aren't making sales? Ask us what needs to change. And when your employees work hard and deserve something like a 26 cent raise, maybe you should give it to them as soon as possible. If I was interested, I could have moved up with the company, and if this was a good company to work for, I would have stayed on as a Store Lead. But I would NEVER consider it, because I was incredibly unhappy here. I am not the only one who felt this way either.

    Doesn't Recommend
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