Working as a Store Manager
Superdry is a well known retailer. Around two thirds of our turnover comes from our stores, and much of the reason why our brand is so well known and highly visible is because of our presence on the high street. Our stores are an incredibly important part of our business and the engine room of our success. Our Store Managers therefore play a critically important role in ensuring that we continue to be a profitable and successful business.
The role of a Store Manager ultimately comes down to making sure that our sales goals are delivered, that we are selling enough products to happy customers. This is achieved in a variety of ways – by managing our people really effectively and ensuring that we have a motivated, engaged, well trained, well supported team who are properly equipped to deliver amazing customer service; by understanding and interpreting sales data effectively and putting in place the right initiatives to boost sales; by ensuring that all company plans are implemented flawlessly; and by ensuring that the store always looks visually stunning, enticing and inspiring for our customers.
Store Managers need to be fantastic with people, able to motivate, inspire, lead, coach and listen to our people. We have to be able to recognise the right qualities, characteristics and attitude in people so we make the best hiring decisions. We need to understand how to get the very best out of a team full of diverse personalities, understand how customers think, what they want to see in the store and how they will respond to the kind of service we give them.
The Store Manager role is really rewarding and satisfying. It’s high pressured as we’re responsible for ensuring targets are achieved, and there are always challenges involved with managing a diverse group of people, all with their own working styles, issues and needs. There’s plenty of evening and weekend work involved, and as the most senior member of the team you are often the one who has to solve problems, and deal with the more challenging customers. This is a really enjoyable role, and the career opportunities and benefits are excellent too.
We occasionally advertise roles for Business Managers. This position only exists in our very largest stores and is a Store Manager equivalent level role, running a section of a very large store equivalent in size to a normal standalone store. Business Manager roles will be advertised on the Store Manager jobs page of our website.
Featured Store Manager jobs
Where could a career
at Superdry take you?
We offer 28 days paid holiday for full time Sales Assistants and Supervisors, and 33 days for Assistant Store Managers and Managers, inclusive of bank holidays.
You’re auto-enrolled into our pension scheme within 3 months of joining. You get 2% company contributions (you put in 1%). If you’re a Store Manager you can choose get 4% company contributions if you put in 5%. You can enrol immediately to get contributions from your first payday.
Everyone is covered by our group life assurance policy. It’s worth 2x your salary. That means if you were to die while you work for us, your named beneficiary would receive a tax free lump sum worth 2 years of your salary.
Everyone at Superdry gets 50% off everything bought in our UK standalone stores (not including House of Fraser concessions) and online, and 30% off in our outlet stores. You can only use your discount to buy products for yourself, though we do also offer limited friends and family discounts from time to time.
Every full-timer in stores gets vouchers worth £350 per year (split between summer and winter) for use in store or online, to buy the Superdry clothes you wear to work. Coupled with the staff discount, this gives you £700 per year of free Superdry product. Part timers get a pro-rated amount.
We regularly offer our people the chance to join Sharesave. You save money each month from your wages and at the end of 3 years you use your savings to buy discounted Superdry shares. You can then keep them or sell them, hopefully for a profit. The best thing is, you can’t lose money, only make it!
Every employee can elect to take part of their salary in childcare vouchers. These come out of your pre-tax salary, so if you have a child that goes to a registered childcare provider, they’re a good way to save money on your childcare costs compared to paying for it out of your after-tax salary.
Bike to Work Scheme
If you want to cycle to work but don’t have a bike, you obtain one through us, with payments coming out of your pre-tax salary. As well as being able to get a new bike without having to save up or use credit, it’s a good way to save money compared to paying for it out of your after-tax salary.
All employees have access to a free, confidential phone line that you can call if you have any worries about anything in your life, inside or outside work, and talk to a trained advisor about whatever is troubling you. It’s good to know that there is always someone there to talk to who can help.
The recruitment process
in a few easy steps
We use lots of different ways to assess candidates who apply for roles with us. Everyone’s journey through the recruitment process begins with an online application, but from there we will use a combination of different methods to decide on the perfect candidate for each role. We’ve outlined the key steps below, though we don’t use all of these steps for every vacancy. Which of these selection methods we use varies from role to role.
All our hires start with an online application. It’s a straightforward process, just click any of the apply links, create your account and follow the instructions.
We review all application forms and CVs carefully against the role criteria we set out in the job description, and pick the most suitable people for each role to take forward.
We usually start our head office recruitment with a short telephone interview, to understand more about your career history, achievements, capabilities and cultural fit.
We often use this for our Sales Assistant recruitment in stores. It is a group session involving interactive and creative exercises and a short sharp interview.
We invite people in to meet the recruiting manager for all head office and store management roles. It’s a great way to really get to know you and evaluate your experience and suitability.
Sometimes we use testing to understand technical competencies, management skills, numerical ability etc. This isn’t for every role, only where we need a skill that it’s hard to show at interview.
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