manager in training

visual merchandiser

client advisor

driver (independent contractor)

customer care coordinator

Hudsons Furniture

A typical day at work, you clock in and get on the "ups list".  You want to walk the showroom and ensure the place is customer ready. While waiting for you opportunity with a new customer, you want to follow up with previous ones and check on outstanding orders and update those customers as required.  The goal of each day is to close as many sales as possible to increase your chance of making a commission pay check. Be warned, that's not as easy as it sounds, mostly because stock in the warehouse is minimal and commission is paid after items are delivered. So, you do the math. Management is very unprofessional. The manager often allows personal feelings to influence professional decisions, which can impact objectivity in the workplace.  Team dynamics are impacted by passive-aggressive interactions and a general lack of transparency and ethical conduct among some team members. The creates tension and lack of trust. 
The hardest parts of the job are;  Lack of product availability, in today's market place more than 50% of customer are not willing to wait weeks for products to get to their home, especially when they are paying top dollar. The role requires persuading customers of the product’s value and cost alignment, only to then inform them that there is no guaranteed delivery date. This creates a frustrating and often uncomfortable dynamic, where weekly check-ins serve more as damage control rather than meaningful updates. It undermines customer trust and places the employee in a difficult position; essentially selling a promise we can’t commit to delivering on time. Keep in mind, your commission is paid after a successful delivery. 
Pay special attention to the specifics in your pay agreement. Some terms might seem minor at first, but they can have a big impact down the line. One of the biggest mistakes I made was waiting too long to leave this job; holding on and hoping things would eventually change. After dedicating over seven years to a previous furniture company where I saw firsthand how a well-run, efficient operation functions, stepping into this environment has been a deeply disappointing contrast.
What’s been most disheartening is the culture of performative leadership. Management carries a quiet arrogance on the surface, they ask for feedback and input, but in reality, it feels more like they're testing the waters to gauge morale, not to drive any meaningful change. It creates a false sense of inclusion while reinforcing the same dysfunctional patterns. 
The one truly beautiful aspect of this job was the connection I had with my customers. The genuine pleasure I got from helping them, guiding them through their decisions, solving problems, and being a part of creating comfort in their homes was more fulfilling than any paycheck.
With over 14 years of experience in furniture sales and management, I can confidently say that nothing compares to the joy and relief on a customer’s face when they feel heard, understood, and taken care of. That’s always been the most rewarding part of the work for me.

I was excited to start working with great quality furniture but once I started, they changed the pay structure at least 3 times which was super confusing. Once I grasped the pay structure I am now getting paid from delivered furniture. 
Most sales have an ETA of 3-6 months and sometimes a year out. So you won’t get paid until those items get delivered. So their is hope the longer you stay with them. 
They house (take away commission) on most of your sales so after working extremely hard on closing sales you may get “housed” for issues beyond your control. You as the sales person gets penalized. 
Management is questionable but the other departments are janky. Janky meaning that I have caught them multiple times making mistakes which can cause you to lose commission or “housed”. They are starting to hire multiple associates so the more associates a store has the least amount of commission each associate can get. And they tell you just sell more even though the statistics of the store has numbers from the previous years that you can predict sales for the store. I have a bachelors degree and can tell you that I have ran stores and look at numbers and can predict what the store will make, so hiring multiple ppl and telling them they all can make some number that doesn’t make since to the previous years of sales is outrageous. 
Coming from a visual merchandising background, the visuals here are the worst I’ve seen. Competing with so many surrounding furniture stores, the visual department and buying department are hideous. I understand this is a family owned store but they will have a higher success rate if they hired professionals to do visuals and buying for the store. 
Overall I am trying my hardest and do not want to give up until I’ve at least been with the company for a year but the first six months is extremely shaky. 

Pros: At the Sanford location one can count on being in a semi-relaxed environment. Your fellow sales people are pleasant to work with and speak with during down time and they are encouraging to help you be successful.

Cons: There’s a bit of a lack of transparency when it comes to job security, compensation and expectations. When I initially applied, the job details as well as the manager insinuated that there was a $2500 monthly salary payment regardless of performance to which my mentor also affirmed to me. I have not received that amount as I learned that you have to hit a performance criteria to receive that. It appears Hudson’s is being abit more honest in their current postings, that wasn’t the case when I interviewed. In addition, the assistant manager is also required to INDIVIDUALLY hit numbers so that is another sales person that you have to compete against and it disincentivizes the assistant manager from wanting to assist their employees to the maximum capacity. Which leads to people being sent home early and random crashing of sales(volunteering oneself into another colleague’s transaction and splitting profits.), which the company frowns upon but still occurs anyway.

Conclusion: If you are one whom doesn’t have prior experience in Furniture sales, I do not recommend starting that career at Hudson’s Furniture, at least as far the Sanford goes. Given the current low foot traffic of customers at that location, leadership can’t afford the luxury of a new person being able to learn the business from start to finish. There are sales goals they want/need to hit. Unfortunately, I was a test subject for this realization as my employment has ended this day with Hudson’s Furniture. As a former manager for a previous career, I recommend they keep whom they have now and only hire people with previous Furniture experience. And also to consider placing the assistant manager on a salaried compensation so that they aren’t competing with their own employees.



Working at Hudson's Furniture was a bad idea from the start, and I knew it. From the beginning, they were deceptive and blamed their employees for everything. They start you off with this whole unrealistic mindset that "You can make $80,000 a year! Employees never have to compete for commission! You can make as much money as you want!" and it's all bull. Look, you're either good at sales or you're not, and most people are not. You can psych yourself up and swear up and down that you're going to give it your all, but at the end of the day, if you're not a shark, you're not a shark. Plus, even if you DO make great sales and you do everything you're supposed to do, orders are ALWAYS late, they're USUALLY damaged, and you will have customers screaming at you EVERY DAY. I sold plenty of furniture, but in the end, I got sick of the stress from angry customers, the toxic work environment as everyone was constantly stabbing everyone else in the back, the completely unrealistic pay structure--100% commission, and it takes MONTHS to be able to support yourself!--and knowing that every time I told a customer their furniture would be ready in 8 weeks, I was lying to their face. Everything was late always, and customers who love you one second turn on you the instant something goes wrong. It's a horrible job with a horrible environment, and the pay sucks. That's why they turn over 70% of their employees every six months. Oh, and they force you to tote this "Furniture Protection Plan" to everyone that is literally wasted money that covers NOTHING, and then when customers want to use it, Hudson's does everything they can to not help them, which means the customers are then furious with YOU. And the managers straight up lie to you: they have this Selling Guide they make you do, and they'll tell you it's guaranteed to work, and they've been using it for teeeeeen yeeeeeears--BS! they implemented it a few months ago and change it every six months. They have no idea what they're doing.

Hudson’s Furniture is committed to creating a workplace that values its employees, fosters growth, and promotes a positive company culture. As someone who has worked closely with company leadership, I’ve seen firsthand their dedication to improving the employee experience. They have embraced meaningful changes, focusing on leadership development, work-life balance, and employee support.

The company has actively addressed past challenges and continues to invest in training and career development. The work environment encourages collaboration, accountability, and personal growth. Management listens to employee feedback and takes real steps to enhance workplace culture. Those looking for a workplace where leadership is engaged and committed to continuous improvement will find Hudson’s Furniture to be a great place to grow.

They have a very backwards way of trying to train a new employee, so it's very difficult for you to get the information because either the employees aren't very helpful because they have their job to do  and don't want to miss a lead ( don't blame them ) or the manager doesn't know themselves how to do it. A very disappointing experience especially on a management end. I really think they need to view themselves the training manuals so they know what's going on for a new employee that's never sold Furniture before. Which is what they look for! Every employee I spoke to said they never had to take this training on the computer so even though some of them are trying to be helpful had never taken that particular training themselves. Videos are from 2016 and very tedious because they repeat themselves over when they're trying to train you on the computer end.  Although I got a hundred percent on all my tests I still didn't know where to find the information necessary to complete the task at hand in just practice. Once again I put this on management for not knowing how to properly run the sales floor.
Take a day or two to show the new employee the sales floor and how to find the information needed for posting different product lines. Then get them the information needed to continue onto the video end of the training so you're totally aware of what is happening.

Up front, Hudson’s looks like an amazing company. After your training period, you discover that the Hudson’s are terrible selfish people who don’t know how to run the company. They cut corners everywhere they can and constantly change policies and procedures. They bring in new advisors constantly because they can’t figure out why turnover is so high and the company isn’t growing. These advisors change everything, but then when they tell the Hudson’s that they aren’t running the company well, they get let go and on to the next. All of these constant system changes are tremendously taxing on the employees. They micromanage you and demand that you do everything their way. 

It is nearly impossible to make a living at Hudson’s, due to constant delays, damaged furniture, and housing of sales. The pricing is so complicated that the people who make the sales and signs make constant mistakes, however, if you make a mistake that could be as little as ten dollars off, your sale gets housed. This could be a great company to work for. Sadly, it’s corrupt, and treats their employees terribly. No loyalty. You could be amazing for years and then have a rough few months and get fired at the drop of a hat. The Hudson’s have terrible tempers and turn their direct reports into beaten down terrible people like themselves. They put on a great show when hiring, but the promises aren’t kept.

This is a compensation based job there are people working there for years that make the same money they made from day one.  Hudsons is always looking for a way to cut the workers pay so they can save money. The management is terrible they don’t care about their worker. Management has no hands on experience in the work at Hudson‘s furniture. The delivery team manager is a woman and she does not know anything about loading trucks or managing  i’m not exactly sure why she has that job she is definitely not qualified  Not because she is a woman but because she does not care about anyone but herself and how much vacation time she has .. she gets more vacation than anyone in the company..  it’s sad because this can be a good company with the right leaders.. The manager and one of her supervisor runs every driver and supervisor out of their jobs .. they expect people to use their own devices to preform work duties and also conduct Hudson’s business from their own homes when it’s needed.. they have Bogus TCI score which is designed to make the workers produce the best results .you get a 94 on the TCI you get a bonus .. this number is Manipulated  whenever they feel like it.. this company does not have your best interest at hand.

Hudson's carries a bewildering amount of furniture vendors. If a customer cannot find it at Hudson's it probably does not exist. This however can be a double edge sword by giving the customer too many choices leaving them in a confused state. This happens more often than not. When hired the management team was very upfront about earnings possibilities and what is expected from you. The staff was wonderful to work with and I found the atmosphere generally to be very relaxed. When you join this company you have to expect that you are not going to make huge sums of money right out of the gate. If you do not have a financial cushion to fall back on for at least the first 3 months of employment, this job is not for you. The reason behind this is that most sales are custom order requiring 8-10 weeks delivery time. The sale people get paid on delivered items. The upside is that once you build up enough sales and clientele you will make a lot of money here. The Management team was great and Hudson family is very approachable if you have a concern as an employee

Management keeps you from being seen because you ARE better than they are. Everything is about numbers. People come and go, most new people go because you work so hard to get one person a day. They flood the floors because it’s easier to pay as little as possible. Left hand doesn’t speak to right hand. And managers have been there for a lifetime because they see opportunities and grab them up before anyone else. I hear you can’t make it now in management. Anyone who got management between 2018-2021 was a gift and probably have very little skills but figured out how to get paid other ways. Don’t recommend, get your training get your 6 months written if you can and get out. People who been there 7+ years get what they want, are catered to and pretty much lack skills of what the whole Hudson’s moto is. But learned to scam, cover, hide, and manufacture things to go in their favor. They know who they are too. 

Top Job Titles	Average Salary
Manager in training 2 salaries reported	$100,000 per year
Visual merchandiser 15 salaries reported	$16.73 per hour
Client advisor 41 salaries reported	$45,000 per year
Driver (independent contractor) 8 salaries reported	$70,000 per year
Customer care coordinator 7 salaries reported	$15.00 per hour

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