Pros
A pretty environment to work in. Apple products. Easy ordering system. Surrounded by talented people for the most part.
Cons
Quite a few: The company, as a whole, expects way more from gallery employees and truly cannot live up to the same standards. Most Regional Managers seemingly adapt a "there is no such thing as good enough" approach and assume that when people don't respond well to that, then it must mean they aren't the right people. There is a company-wide assumption that because RH is "the best" that the opportunity to work there should compensate for poor benefits, below average pay (when compared to other luxury brands), and outdated approaches to client outreach. They struggle greatly to have any worthwhile relationships with Trade/Designers/Builders because they assume RH is so awesome, they will work with them despite no additional discounts. Now that I work with Interior Designers (3 NYC firms, DC firms, and multiple in Florida), there is a WIDELY held sentiment that RH is dated and unable to adjust. I once asked a prominent Gallery Leader about the lack of a real Trade discount and he said "so if we gave an extra 10% off, that means we have to sell 10% more to compensate".....tell me you don't understand how business works without telling me you don't understand how business works. Ignoring the math and margins in that argument, if they showed appreciation for their clients, then more would use their products. But...laughable reasoning. If a Trade client has 10K to spend, the extra 10% off allows them to buy MORE of your product. In addition, it creates accessibility, something RH struggles with. A retail client buys a new sofa every 7 years...a designer buys one every 7 days. You don't think you should cater to them? The brand is run by Gary Friedman but even in all his glory (and he really is an actual visionary), he has no idea whats going on in most of his galleries, because he only shows up to the huge/new ones. I can name 5 galleries alone that if he walked into, he would consider closing within the week. He delegates his standards to a cabal of sycophants that, because they work "closely" with him, don't relay the concerns of the teams that rely on them. One of the most tone deaf lines I heard in my time there was "You either don't know, or you don't care", as if this zero sum idea is totally reliant on the individual who more than likely doesn't have the tools, resources, leadership, freedom, or voice to change and succeed. But again, to work at RH, you're supposed to forgo rationale and accept that your failure is your responsibility. They "pay" you to be perfect so they don't have to be...