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The Home Depot Overview

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Atlanta, GA (US)
10000+ employees
1978
Company - Public (HD)
Unknown
$10+ billion (USD) per year
Target, Walmart
At The Home Depot, we believe that the greater the diversity of our people, the greater our ability to serve our customers. To that end, we pride ourselves on hiring the most talented professionals available from a diverse range of personal and professional backgrounds. Even our ... Read more

Mission: Giving back is a fundamental value of The Home Depot and a passion for our associate-led volunteer program, Team Depot. The Home Depot donates millions of hours, tools and supplies each year to non-profit organizations and community service projects. Click here to learn more ... Read more

The Home Depot Reviews

3.5
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Approve of CEO
The Home Depot President & CEO Craig Menear
Craig Menear
4,957 Ratings
  • Helpful (2)

    "CAREER GROWTH: Everyone is Responsible for Doing Their Part"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Business Analyst in Atlanta, GA (US)
    Former Employee - Senior Business Analyst in Atlanta, GA (US)
    Recommends
    Positive Outlook
    Approves of CEO

    I worked at The Home Depot full-time (More than 10 years)

    Pros

    * Executive/Most Senior leadership genuinely cares, wanting the best for people and the organization
    * Executive/Most Senior leadership surrounds themselves with smart people to make sound business decisions and take smart risks for the betterment of their associates, organization, and the bottom line
    * Executive/Most Senior leadership consistently walk their talk, having integrity, character and taking ownership
    * Executive/Most Senior leadership and most managers appreciate people with strong, impeccable work ethic and adaptability
    * Great working environment: fast-paced, friendly, exciting, diversity is welcomed, and associates support each other (individual teams and cross-functionally) to ensure the success of tasks, projects, and events
    * Middle management, for the most part and depending on the business area, is: fair, supportive, and understanding
    * Wealth of opportunities to take your career any direction you want, IF your current manager champions you, OR you know the hiring manager; so network smart and with a purpose, and maintain a champion
    * Pays very well (above minimum wage and market comparable)
    * Excellent benefits (medical, dental, life insurance, 401K +matching)
    * Awarding perks (bonuses, training classes, care/solution hotlines)

    Cons

    * Favoritism, cliques, politics, biased performance reviews, and unethical managers can make it difficult for anyone, even top talent, to fairly grow their career
    * Conflict-avoidance is thick (1) Human Resources working for managers instead of associates, not taking associate concerns seriously, and not being true mediators for amicable solutions (2) Untrained, unseasoned, immature managers “getting rid of people,” instead of taking the high road and ownership to work through concerns
    * Middle management, small percentage and depending on the business area, tend to be: unfair regarding associate development, showing favoritism and suppressing talents of others; insecure; intimidated by direct reports; and retaliatory

    Advice to Management

    * EXECUTIVE/MOST SENIOR LEADERSHIP: Please get rid of performance reviews because they do not speak to the true quality of individuals, teams, or the work, and reviews are too subjective (feckless managers insert gratuitous biases and inaccurate information that tarnish people’s reputation which can prevent them from fairly growing their career); Spend a little more time with front line associates (due to the layers between you and them), listening for understanding and ensuring that the right thing is always done; Transform the culture into objectivity-focused a.k.a. quality of work opposed to “likability”

    * HUMAN RESOURCES LEADERSHIP: Become better advocates for associates and effective mediators for them and their managers to ensure palatable solutions; Develop mandatory instructor-led Leadership Training classes for managers; Implement programs and systems that reveal internal untapped talent to increase fairness in role selection and robust distribution of talent (skill sets)

    * MIDDLE MANAGEMENT: Read "Built from Scratch" by B. Marcus and A. Blank; Ensure that your personal core values align with THD's Core Values while in the workplace; Knowing that “liking” someone is a choice and a bonus, focus more on: value-add tasks and projects, quality of work, and associate development for each person you are responsible for leading

    *ALL: Keep up the GREAT JOB! Loving that stock price!!
    #OrangeBlooded #FairCareerGrowthForAll #THDRocks

See All 17,822 Reviews

The Home Depot Photos

The Home Depot photo of: Corporate
The Home Depot photo of: Sales/ Customer Service
The Home Depot photo of: Cashier
The Home Depot photo of: Contact Center
The Home Depot photo of: Contact Center
The Home Depot photo of: Internships - IT
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The Home Depot Interviews

Experience

Experience
68%
19%
13%

Getting an Interview

Getting an Interview
79%
9%
5%
3
2
2
0

Difficulty

2.2
Average

Difficulty

Hard
Average
Easy
  1. Helpful (507)  

    Sales Associate Interview

    Anonymous Employee
    Accepted Offer
    Positive Experience
    Easy Interview

    Application

    I applied through college or university. The process took 2+ weeks. I interviewed at The Home Depot.

    Interview

    First phone interview then assistant manager interview then store manager interview then you have to do drug test and they will call you back for training which is really long

See All 4,221 Interviews

The Home Depot Awards & Accolades

  • Fortune 500, Fortune, 2015
  • World's Most Admired Companies of 2013, Fortune, 2013
See More

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