Zalando’s Post

I joined Zalando 5 years ago. Since then I have worked for 5 teams and 5 managers. The working conditions have changed since then, as well as the market, the tools and my role. Thanks to Internal Mobility, I have also changed my career path. And there are still so many new inspiring challenges to work on. Why I chose Zalando? The reason was the scale of the problems they offered (~2000 engineers employed, ~100 recruiters, very diverse tech stack), not really for the shopping discounts. Since I chose to be here to play the long game, I am definitely getting the feedback on my past decisions. Understanding complex problems requires becoming an integral part of the DNA. Applying the same remedy to different organisms often doesn't produce the same result. Too often, I've seen the recycling of proven solutions from previous companies go sideways in the hope of a quick win. Zalando is unique. There are no perfect companies or perfect employees. Each of us decides what kind of problems we want to deal with when starting a new job. And this is what I wanted to understand from the candidates when I interviewed them for Zalando. Is it all about perks (lunches, parties) or is it about having a great manager to get support from? Most of the time we join a company to work with a certain person, but what if they decide to leave at some point? I am convinced that if the company has the right culture, it will resonate and bring you new colleagues. Care to join us? Check out our current openings here: https://lnkd.in/drHY8tmJ

Zalando supports the #Zusammenland initiative in Germany. “Zusammenland” can be translated as “together land”. We employ people from over 140 nations, who assist more than 50 million customers across 25 European markets in expressing themselves freely and diversely through fashion. Whether at our headquarters in Berlin or at our many locations across Germany – it's these employees who have made Zalando the European success story that it is. We are committed to our employees and customers. We want them to feel at home in Germany. We want Germany to be a welcoming country. We want the best talent from all over the world to be happy to come to work and live here. That's why we believe in and advocate for diversity and inclusion, openness, and equal opportunities. We reject anything that opposes these values. And to avoid society becoming divided, the economy being damaged, and Germany becoming less liveable, we must never give space to exclusion, hate and xenophobia.  This campaign was created by DIE ZEIT, Süddeutsche Zeitung, Handelsblatt, Verlag Der Tagesspiegel, Ströer SE & Co. KGaA & WirtschaftsWoche. #diversity #inclusion

Being bold is more than just taking risks; it's about daring to step forward when others hesitate. The story of Zalando is a powerful example of how courage and vision can transform an idea into a global phenomenon. When Zalando started, the founders faced uncertainty, competition, and a rapidly changing market. But they didn’t back down. Instead, they pushed forward with boldness, embracing innovation and challenging the status quo. ✨ Their journey teaches us that being bold is crucial for success. It’s about believing in your vision, even when the path isn't clear. It’s about making decisions that others might shy away from, and having the courage to shape the future instead of just following trends. 🚀🔥 Zalando’s success wasn’t a stroke of luck; it was the result of bold moves, a commitment to excellence, and a willingness to lead rather than follow. So, whether you’re starting a new project, pursuing a dream, or simply trying to make an impact in your daily life, remember: boldness is your ally. It’s the key to unlocking opportunities, overcoming challenges, and creating something truly extraordinary. 🌟 Like Zalando, you have the power to turn bold decisions into a legacy. Be bold. Your future depends on it. 💥🌍 https://lnkd.in/gGeQmeyJ #zalando

✨ Exciting News! ✨ I'm thrilled to share that I’ve joined Zalando as a Senior Stock Control Manager 🚀 Zalando is not just a leader in fashion and tech, but also a company that truly values innovation, diversity, and inclusion—especially supporting women in tech. I’m proud to be part of this forward-thinking organization and can’t wait to contribute to our shared goals. Looking forward to embracing the challenges and opportunities ahead, and collaborating with such a talented team! #NewBeginnings #Zalando #WomenInTech #Innovation"

💡 Did you know that culture is seen as IKEA's biggest strength? It’s the backbone of their success. It connects people, drives innovation and fosters growth. IKEA hires based on values like humility and entrepreneurship, encourages taking risks (think of their ‘go bananas’ project) and continuously invests in developing their people. But what makes a strong culture? Your people. What’s often missing? Genuine connection. How do you build that connection? UNSNOOZED. Learn all about their culture-first strategy from Ulrika Biesèrt, IKEA’s CHRO: https://lnkd.in/e3bkiWW8 #culturefirst #culture #futureofwork #ikea #unsnoozed

Yesterday, I had the privilege of presenting at the Zalando Grow event. For those unfamiliar, Grow@Zalando is an annual, company-wide event focused on internal growth and development opportunities offered by Zalando. We discussed personal branding, a topic that resonates deeply with me. During the panel discussion, which included colleagues from various departments, we explored the challenges of creating a personal brand, the importance of authenticity, and the balance between professional and personal life while maintaining a strong professional image. Key themes such as courage, feedback, peer support, and leadership were highlighted. If you are interested, here are some tips for building your personal brand: # Treat it as a Project: Collect data and feedback from individuals you trust to provide honest and constructive criticism. Reflect on your value system and identify how your personal values align with the company’s values. # Be Authentic: Show genuine interest in your interactions. Authenticity fosters trust and credibility with your audience. # Set Clear Goals: Define your objectives for your personal brand. Establish both short-term and long-term goals that align with your values, career aspirations, and personal life. I was thrilled to see my team’s support, the audience's engagement, and the insightful questions that arose during the session. Thank you, Robert Schiller, Veronica Schilling, Fuada Daco for the opportunity & Preethi Rao, Miguel Dupret, Charlotte Preut for an amazing discussion & exchange. #insidezalando

🔥 Shein's potential £50bn IPO on the London Stock Exchange is more than just a controversial buzz! Is it really a win for the LSE or just another headline grabber? #Perspective Shein's move might seem like a victory lap for the LSE at first glance, but the reality isn't that rosy. Sure, the lure of a heavyweight IPO is tempting. But let's peel back the layers here: we're looking at a brand mired in debates over environmental ethics and labor practices. Should financial gains overshadow these critical global issues? #Industry The fashion giant's rapid product cycle, driven by the 'test and repeat' model, does wonders for consumer choices but at what cost? Fast fashion's impact on our planet and questions around its workforce can't be ignored. As Shein gears up for this massive flotation, it's essential to scrutinize not just the economic benefits but the broader implications of endorsing such business practices. #Your Thoughts? Do we celebrate Shein's ambitious market moves, or do we demand higher standards for corporate responsibility? Can the LSE leverage this opportunity to set new benchmarks for sustainability and ethics in business practices? Assertive, intriguing, and thought-provoking - let’s get the conversation going! 🚀 #FinancialDebate #InnovationChallenge #ASMX #Exlayr https://bbc.in/3V77XAP

Mango is one of the Spanish companies with the greatest capacity to attract and retain talent, according to the prestigious ranking Merco Talent Spain 2023, presented today. In addition to the general ranking, Mango has also been in the second position in the fashion retail companies ranking.     Merco Talent Spain 2023 is the result of an exhaustive analysis of over 52,100 surveys on different groups that value the capacity of companies to attract and retain talent and is one of the most reputable indicators in the world for managing and attracting talent. #Mango #Corporate #MercoTalentSpain2023

🎂 I just celebrated my 5th "Annivestiaire" - What a journey it's been! Reflecting on my 5️⃣ years in the leadership of Vestiaire Collective, here are 5️⃣ commandments: 🚀 You will deliver at a (very) fast pace: when volumes increase by 100%+, when you run out of cash, you have no choice but to deliver fast. 🔀 You will be versatile: being an expert on a single topic is not enough. You need to be able to lead teams from various functions - Ops, Commercial, Product, HR & Strategy so far. 🤓 You will be highly adaptable: leading team members with various backgrounds is definitely a challenge after BCG! 🎤 You will become public: need to represent Vestiaire in the public space, whether you like it or not. ♻️ You will be an activist: build your belief and start fighting for the cause, beyond the company. Going secondhand is just mandatory, full stop. Looking forward to the next 5 years! #fashion #luxury #secondhand #careers #leadership #startup

#WeThePeople... "A nation's culture resides in the hearts and in the soul of its people" — Mahatma Gandhi. In the early days of online shopping, Zappos, a shoe retailer, wasn't just selling footwear; it was building a reputation for something far more valuable– its unique company culture. Founded in 1999, Zappos broke away from the traditional corporate mold, prioritizing employee happiness and fostering a work environment that felt more like a family than an office. Tony Hsieh, the company's CEO, believed that happy employees lead to happy customers. He implemented unconventional practices like offering a $2,000 "happiness bonus" to employees who chose to leave the company after a year [ensuring they were truly a good fit]. Zappos also emphasised self-management, encouraging employees to wear multiple hats and take ownership of their roles. O2yculturation, which is a series of sessions I have with the brands in my company's portfolio, focuses on aligning the internal culture of that organisation so everyone, within the employ, from the gate to the highest floor, understands and speaks in a single brand voice. While Zappos offered fun perks like on-site games and a casual dress code, the core of their culture was built on deeper principles. The company valued transparency with regular all-hands meetings and open communication channels. They also fostered a collaborative environment where employees felt empowered to share ideas and contribute to the company's success. This people-centric approach paid off. Employees became brand ambassadors, providing exceptional customer service that went above and beyond. In 2009, Zappos was acquired by Amazon. However, a key condition of the deal was that Zappos would retain its unique culture. Brands need to; 1. Prioritise employee well-being and create an environment that fosters creativity and engagement. Happy employees translate to happy customers. 2. Trust their employees by providing them with autonomy, and encouraging them to take ownership. Zappos' story serves as a model for companies looking to move beyond traditional structures and build a future where employee well-being is at the core of their operations.