Avoid...a sinking ship with no signs of improvement - Design/Merchandising CAMILLA Employee Review

1.0
4 Jul 2025
Recommend
CEO approval
Business outlook

Pros

- Some genuinely wonderful people within the company, though they tend to leave quickly or become trapped in the environment. - Staff uniform allowance and cheap clothes at staff only faulty/second hand sales. - Other departments, aside from design/merchandising seem much more pleasant to work in -No all nighters/weekend work expected, unlike other companies like Zimmermann

Cons

- The interview process feels more like an interrogation, with the company pressuring candidates to guarantee a one-year stay to be considered for the role. - Management remains trapped in an echo chamber of self-praise, recycling old ideas and stifling new perspectives. - Salaries are seen as fixed and non-negotiable, with no bonuses and insulting 3% annual pay rises. Management repeatedly cites budget constraints, despite significant expenditure on the creation of new unnecessary senior roles, sample spend and team bonding holidays for a select few favourites. Not to mention, the US president likely earns over $500K AUD (based on the salary guidelines publicly advertised on the job ad), and lavish spending on influencer parties and luxury store fit-outs continues. -The design and merchandising teams are plagued by a toxic, outdated culture. Senior staff resist change, engage in workplace politics (e.g. favouritism) and prioritise brown-nosing their superiors over innovation. -Junior employees receive little to no training and are paid below market rates. Career progression is blocked, and promotions are rare, with internal candidates overlooked in favour of external hires. -Attempts to broaden skill sets or express interest in other teams are met with hostility, leaving employees frustrated and stuck in stagnant roles. -Staff are terrified to WFH lest they feel the wrath of the anti-WFH department head, despite claims of a flexible work culture - an issue that interestingly doesn't apply to certain untouchable senior employees. -Some employees are bullied into not using their paid leave, while others are granted 3 month sabbaticals to travel the world.

Explore other reviews about CAMILLA

5.0
10 Feb 2023
Recommend
CEO approval
Business outlook

Pros

Great staff. Very supportive management.

Cons

None. This is a fantastic city.

1.0
18 Jun 2026
Recommend
CEO approval
Business outlook

Pros

* Beautiful product and strong brand aesthetic. * Loyal client base that genuinely loves the brand. * Opportunity to gain experience in luxury retail, clienteling, and styling. * Some talented and hardworking people at the store level.

Cons

* Significant disconnect between corporate expectations and the realities of store operations. * Aggressive sales, clienteling, and performance expectations without consistent support, staffing, or resources. * Frequent changes in priorities and direction made it difficult to execute effectively. * Communication often felt reactive rather than proactive. * Store leaders were held highly accountable for results but did not always have the tools or support needed to achieve them. * High-pressure environment that could contribute to burnout. * Unrealistic conversion and performance expectations relative to traffic and market conditions. * Heavy emphasis on metrics without always addressing the root causes impacting performance. * Frequent turnover and staffing challenges. * Limited partnership between field leadership and store teams. * Store managers expected to wear multiple hats simultaneously (sales leader, recruiter, trainer, operations manager, clienteling lead, visual merchandiser, etc.) with limited support from regional or HQ. Initiative and problem-solving were frequently required to keep the business running, yet solutions implemented out of necessity were often met with criticism or requests for revision rather than recognition and support. * Reactive rather than strategic decision-making. * Lack of consistency in accountability across teams and locations. * Difficulty maintaining work-life balance due to the demands of the role. * Feedback from store-level leaders did not always feel heard or acted upon. Overall, store leaders were expected to deliver results comparable to much larger organizations while operating with significantly fewer resources and support.

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