Great pay/ benefits - High Risk Authenticator The RealReal Employee Review

3.0
Jun 7, 2024
Recommend
CEO approval
Business outlook

Pros

Great benefits, nice HSA contribution, great paid time off.

Cons

Unattainable goals. Master and senior authenticators are unfriendly and cliquey. Not much room for growth. Overall stale low moral across the warehouse. Really strict infraction policy. If you make one attention based mistake it’s a level three write up that doesn’t fall off for six months. Preventing you from moving up or out of the department. They want you to push numbers but have pristine performance. It’s extremely stressful.

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The RealReal Response
1y
Thank you for sharing your feedback. We are happy to hear you are satisfied with our benefits package. At The RealReal we strive to cultivate a culture of belonging and that starts with making all employees feel welcome. While it is important that we maintain certain KPIs to ensure a positive customer and consignor experience, it is also important that we give our employees grace and leverage constructive feedback to improve and maintain performance. We are consistently re-evaluating our performance metrics against team performance and business needs to ensure there is a healthy and achievable standard set. We never intend for our employees to feel stressed about their performance, and if there are specific instances or concerns with your performance that you would like to discuss, I encourage you to reach out to HRPerth@therealreal.com or leverage the AllVoices platform. Thank you again, for your insightful feedback, and we hope to hear from you soon.

Explore other reviews about The RealReal

5.0
May 8, 2026
Recommend
CEO approval
Business outlook

Pros

Overall, the receiving team is very sweet and engaging. They try to help you when you need it or ask for it.

Cons

When you don't reach your goal, they do get on you/

1.0
May 29, 2026
Recommend
CEO approval
Business outlook

Pros

Good peer group of women on the team. Mileage reimbursement is provided.

Cons

Extremely high sales quotas that are difficult to consistently achieve, paired with limited compensation upside even when goals are met. The organization feels top-heavy, with too many layers of management relative to the field team, which creates inefficiencies and slows decision-making. Management style can feel overly micromanaged and at times more focused on process and tone than actual business growth or performance metrics. There is limited perceived career growth, and compensation does not scale meaningfully with experience or performance. Overall morale among the sales team is low, and employee concerns around workload, pay, and structure do not always feel addressed in a meaningful way.

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