Working as a Floor Manager
The role of a Floor Manager (the new name for Supervisor) is the next step up from Sales Assistant, and is the first step on the management ladder within our stores. Floor Managers look after the daily activities of a group of Sales Assistants, which involves several different tasks. The most important part of the role is communication and scheduling – letting the Sales Assistants know which tasks or which zones they will be working on at different times of the day, making them aware of any news or directives from the Store Manager or head office, updating them on how well different products are selling, briefing them on new products arriving in store, keeping them updated on social information and so on. The Floor Manager acts as the key link between the Sales Assistants and the management team.
Floor Managers keep the Sales Assistants focused and motivated throughout the day. By demonstrating masses of enthusiasm and leading by example, we help the Sales Assistants to deliver the highest standards of customer service and sell our products. We make sure that everyone is putting what they learned on their REAL training into practice every minute of every day, and that the team are happy and contented at work. Sometimes we have little competitions or games to focus people on a particular task to make it more fun!
We also monitor stock levels on the shop floor, making sure gaps are filled when products are sold and ensuring that best-selling items or products we want to push are prominently displayed to customers. This involves working closely with the visual merchandising team to ensure guidelines are followed.
Finally, we also spend a lot of time serving customers, making them feel welcome, engaging them and building rapport, understanding their requirements, and helping them to find their perfect products. In many ways this is the best part of the job, as we all love dealing with customers and seeing them leave the store happy with a bag full of new Superdry product. It’s a job with loads of variety and loads of prospects, and although it can be tough and demanding, it is a fantastic first step on the path to management.
You may see us advertising roles called Team Leader or Supervisor on this page – these are former titles for the Floor Manager role, and adverts with these titles are gradually being phased out. You will see our colleagues on the videos on this page talking about being a Supervisor rather than a Floor Manager - the films were made before we changed the title but it's the same job. We also sometimes have vacancies for Stockroom Managers, a back-of-house role which is at an equivalent level within our structure to Floor Managers, so they will be advertised on this page
Where could a career
at Superdry take you?
In the UK we offer 28 days paid holiday for full time Sales Assistants and Floor Managers, and 33 days for Assistant Store Managers and Store Managers, inclusive of bank holidays.
From your first payday, you will be automatically enrolled into our Group Pension scheme. Superdry will contribute 4% of your annual salary providing you contribute 5% of your annual salary.
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 and online, and 30% off in our outlet stores. You can use your discount to buy products for yourself, friends and family up to an annual spending limit.
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!
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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