Hiring, Training, and Advancement

Ross is dedicated to shaping a workforce that embraces our values, drives growth, and contributes positively to our communities. To do so, we have implemented key initiatives across our organization to attract, retain, and nurture top talent.

Training and Development Programs

Ross’ training and development programs reflect our commitment to learning and empowering our Associates to do their best and realize their full potential. We provide a range of learning and development opportunities designed to help Associates, managers, and executives reach their career aspirations. These include e-learning classes, instructor-led courses, on-the-job training, feedback and coaching, and career development programs.

Training courses are tailored to complement the personal training and the individual development plans that begin from an Associate’s first day on the job. We offer a mix of in-person meetings and trainings, along with digital learning and engagement options. In 2024, our Associates completed over two million e-learning courses.

Every area of our business requires specialized knowledge and skills for success. We provide Associates with the tools they need to succeed in each of these areas. Here are a few examples:

• In the Buying Offices, we believe that the best way to learn is on the job, working alongside managers in an “Apprenticeship Model.” To complement our array of instructor-led training and e-learning classes, our managers coach Associates and reinforce core skills to provide feedback to Associates in real time. We are also rotating Associates into other business areas to broaden their overall business knowledge, giving Associates and leaders exposure to different people, while building broader skills and capabilities.
• In the Corporate Office, Associates at all levels have access to thousands of learning resources that provide support in developing across a wide range of competencies and skills. In addition to the coaching they receive from their managers, Associates have the opportunity to attend live events, technology and leadership development bootcamps, and instructor-led courses.
• Store Leaders are supported with our Lead Your Career program when they are new to a role by completing formal and on-the-job training, with coaching and feedback from experienced leaders. New retail Associates receive both e-learning and on-the-job training supported by an experienced Associate.
• The Distribution Center Supervisor in Training (SIT) program is a training initiative focused on teaching the necessary skills and providing on-the-job training for aspiring distribution center Supervisors. During the program, SITs are mentored by both a Manager and a Supervisor. Participants learn leadership skills, department metrics, best practices, and processes, while also having the opportunity to apply these skills by coaching their own team of Associates.

Due to the diverse nature of our workforce, several of our distribution centers offer on-site Spanish and English as a Second Language classes. This program breaks down barriers and improves communication while also providing Associates an opportunity to learn a second language.

Ross searches for the best and brightest on college campuses around the country for our full-time, hands-on internship programs in our Buying Offices. For more information about internship opportunities, visit the Internships section of the Careers website.

Read more about our commitment to training and development on our Careers website.

Growing Our Own Talent

At Ross, our goal is not simply to provide jobs but to also help Associates develop their careers. The professional growth of our Associates is important to our success as a business. We identify key competencies we believe are critical for executing our business model and delivering the value our Customers expect, and we rely on these competencies in the development of our teams.

It is a source of pride that many of our current managers and executives have risen through our ranks and that so many of our Associates develop into leadership roles. In 2024, 78 percent of Store Leaders—including Area Supervisors, Assistant Store Managers, and Store Managers—started at Ross and dd’s DISCOUNTS Stores as hourly retail Associates. In our distribution centers, more than 60 percent of the supervisors and managers were internal promotions.

One such Associate, Krishna, Vice President of Distribution Center Inventory & Quality Control, joined the Company after friends shared their positive work experiences at Ross. Starting as a Trainer, he has spent 21 years advancing through various leadership roles across several distribution centers. Krishna attributes his success to Ross’ culture of openness, which has helped him quickly adapt to new situations, and he credits his peers and leaders with continuously teaching him. He enjoys the people that he works with and values the ongoing opportunities to learn.

“Ross has truly been life-changing for me. It’s where I’ve grown into the leader I am today, thanks to the inspiring mentors who guided me and the incredible teams I’ve been privileged to support. Every day, I strive to make a positive impact and pay it forward.”

— Dolores, Zone Director

Dolores, a Zone Director for Ross Dress for Less, joined the Company 28 years ago when she was recruited to be a Store Manager in Torrance, California. She spent 10 years managing Stores, was promoted to District Manager, and then in 2016, became Zone Director for the Arizona and New Mexico Stores. Dolores said that the support she received at Ross has helped her grow professionally and has equipped her with the tools and mentorship she needed to succeed at each level. She credits her long tenure to the supportive leadership and dedicated teams at Ross. She takes pride in the meaningful impact they make every day in the communities they serve.

Ross is committed to supporting the career growth of our Associates. As such, we offer Associates interested in leadership roles the opportunity to gain the training and experience they need to move up in the Company. In 2024, 65 percent of our managerial openings in Stores and field leadership roles were filled through internal promotions. Overall, 37 percent of supervisors and above across the Company were promoted last year.

Learn more about the opportunities at Ross Stores and the career journeys of additional Associates by visiting our Careers website.

Hiring in Our Communities

Ross is dedicated to supporting the local economy and the residents in the communities we serve across the country. When we open a new Ross Dress for Less Store, dd’s DISCOUNTS Store, or distribution center, we make it a priority to hire from within the community. In fiscal year 2024, we opened 89 Stores, creating 3,100 new jobs.

To fill these and other new roles, we host job fairs and partner with organizations and agencies such as the YMCA and local Employment Development Department Offices to source talent.

As highlighted in the Diversity, Equality, & Inclusion section, we take an inclusive approach to hiring. We work to reach potential candidates from all different races, ethnicities, ages, sexual orientations, gender identities, abilities, life experiences, and more. We seek criminal history information only after an offer of employment has been extended, so we can consider the widest number of applicants while also protecting the safety and security of our workplaces. For those with certain criminal histories, we do an individualized assessment of their history and any additional information they provide prior to making any employment decisions, even where the law does not require us to do so. When hiring and promoting Associates, we do not require a college degree for most positions, and we offer support for those who wish to continue their education. We also proactively offer accommodations for candidates and Associates with disabilities.

Military Recruiting Program

We are proud of our long-standing commitment to supporting the members of our United States Armed Services when they choose to reenter civilian life. Through our Military Recruiting Program, we have found that transitioning service members, veterans, and military spouses are a great fit for our culture and have the qualities we seek in our Associates.

The Military Recruiting Program aligns the teamwork, leadership, and problem-solving skills that veterans learned in the military with the talent needs of our high growth organization. Depending on service, experience, and interests, we offer many points of entry across our entire Company.

Ross partners with a number of organizations to support our efforts to hire and assist veterans and their spouses. For instance, we signed the Employer Support of the Guard and Reserve statement to demonstrate that we stand committed to our military Associates and recognize the value they bring to the workplace. We have also supported the Military Spouse Employment Partnership program of the U.S. Department of Defense since 2014.

In fiscal year 2024, we hired over 2,100 veterans and 700 military spouses. Over the last five years, Ross has hired over 17,000 veterans and military spouses.

Visit our Careers website to read more about our Military Recruiting Program.

Commitment to Our Equal Employment Opportunity Policy

Ross is an Equal Employment Opportunity (EEO) employer committed to a diverse and inclusive workplace.  For more information, refer to our full EEO statement. Our EEO-1 report data table can be found in the Diversity, Equality, & Inclusion section.