or apply directly on Everlane's site. We never take the application ourselves.
Is this posting real?
- This role has been open
- 15 days Everlane's roles stay open a median of 45 days
- Reposted
- No
- Salary listed
- No 81% of Everlane's roles list one
- Ghost-job risk at Everlane
- high 27 stale, 3 reposted of 47 open
- Hiring momentum
- 61 roles opened in the last 90 days ↑ up vs. the prior 90 days
- Last confirmed on the employer's board
- 2026-09-17
Measured from postings appearing on and disappearing from Everlane's own greenhouse board since 2026-08-03. Full hiring picture for Everlane.
About this role
As a Floor Leader at Everlane, you will lead a team to create an exceptional store experience that aligns with the brand's values. Your responsibilities include motivating your team, setting goals, delegating tasks, and providing feedback to drive sales performance. You will also communicate business results and foster a positive environment for both customers and team members.
- benefits
- 1/5
- freshness
- 4/5
- career value
- 4/5
- role clarity
- 4/5
- pay transparency
- 0/5
Scored from the posting itself — how clearly the role is described, how much it says about pay and benefits, and how recently it was listed. Not a judgement of Everlane as an employer.
What you need
- 1-2 years of leadership experience
- Strong written and verbal communication skills
- Ability to work closely and effectively with the store leadership team
- Strong organization skills
- Proven track record of hiring, leading, and developing effective store teams
- Flexibility to work nights, weekends, and holidays
Nice to have
- A fan of Everlane, our product, and our values
Worth weighing
- No specific salary range provided
- Role requires physical activity including lifting and moving products
- Expectations and responsibilities may be further detailed upon hire
Summarised from Everlane's posting. Read the full original.
Listed by Everlane on their greenhouse job board, last confirmed open on 2026-09-17. PitchMeAI is not the employer.
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