Don’t Do It. - Designer Steven Madden Employee Review

1.0
Mar 30, 2020
Recommend
CEO approval
Business outlook

Pros

There are None. Zero. Zilch.

Cons

Everything. They’ve proven that they find their employees expendable. With the recent company furlough, upper management favorites were kept and hard workers who kept healthy boundaries were left to fend for themselves. People who mass six figures, just took pay cuts don’t worry they still got to keep their cushy salaries and weekend homes. What’s worse is the company boasts its revenue and net worth at every chance it gets but failed to properly prepare itself to protect its employees in time of crisis like COVID-19. If there’s anything you’ve learned from this review it should be this; never work somewhere that allows you to feel disposable, and Steve Madden is definitely a place that will do that. If you live for nepotism then maybe this is the place for you but if you have a soul and actually care about the people you with, their livelihood and their wellbeing as well as give a crap about your own mental health then run for the hills and never look back. It’s not like the pay or benefits add any value to all the negativity that oozes from this place.

Explore other reviews about Steven Madden

5.0
Apr 13, 2026
Recommend
CEO approval
Business outlook

Pros

Inclusive company culture, opportunities to grow within the organization with tenure, work/life balance

Cons

Low starting pay, low commission

1.0
Mar 14, 2026
Recommend
CEO approval
Business outlook

Pros

•Great stepping stone into mid-tier fashion retail •Excellent employee discounts (50% and some months 60%) •Get free shoes every season •Easy & straightforward training

Cons

• Favoritism toward certain employees can impact fairness in opportunities and treatment. • Workplace culture can sometimes feel overly focused on pleasing management rather than collaboration. • There have been instances where employees felt they experienced retaliation when management disagreed with how someone operated in their role. • Scheduling flexibility is advertised for employees with second jobs, but in practice there may be pressure to commit to specific opening or closing days. • When concerns are raised, coaching from leadership can be inconsistent, and discussions have at times turned into workplace gossip rather than constructive feedback. • Transparency around promotions and full-time opportunities can be unclear; employees have reported being told no positions were available while listings appeared externally. Management bonus incentives are relatively small (around $250 at most) and may be affected if store labor hours exceed the allotted budget. • Some employees feel discouraged from taking mental health days due to perceived judgment. •They allow misbehavior of code of conduct

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