Hiring, Training, and Advancement

Ross strives to have a workforce that embodies our values, supports our business growth, and strengthens our communities. Throughout our organization, we have key programs to recruit, retain, and develop 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 offer a variety of learning and development opportunities—including e-Learning, instructor-led training, on-the-job training, feedback and coaching, and career development—to support Associates, managers, and executives in achieving their career goals.

Our custom courses complement the personal training and the individual development plans that begin the first day an Associate comes to work with us. We provide in-person meetings and trainings, as well as digital learning and engagement opportunities. In 2022 alone, our Associates completed over two million e-Learning courses.

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 suite of full-time, hands-on internship programs. For more information about internship opportunities, visit the Campus 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 to help Associates develop their careers, not simply to provide jobs. The professional growth of our Associates is important to our success as a business. We identify key competencies we believe are critical to our ability to execute our business model and deliver the values our Customers expect. We utilize 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. In 2022, 80 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, over half of the Supervisors and Managers were internal promotions. We are proud that so many of our Associates develop into leadership roles.

One such Associate is Byron, Director of Operations at our Houston, TX Distribution Center. Twenty years ago, as a student, Byron was looking for a summer job, and a temp agency placed him at Ross’ Southeast Distribution Center. Beginning as a Material Handler, he worked his way up to Supervisor and then progressed through a number of Manager roles before becoming a Director. In 2021, Byron was selected for his broad range of experience to serve as Director of Operations on the startup team at the newest Distribution Center in Houston, TX. Byron’s experience is just one example of the way Ross invests in the development of its people, ensuring that they are prepared to take the next step in their careers when opportunities arise.

“My career progression is evidence of the emphasis Ross places on people development. It is something our entry-level Associates look forward to as they begin their careers with Ross. ”

— Byron, Director of Operations

From our Stores organization, dd’s DISCOUNTS District Manager Bryan joined Ross eight years ago. He was looking for a company that was growing and would offer him opportunities for career growth. Bryan started as an Assistant Manager and held many different positions before being promoted to District Manager in 2019. Throughout his time at dd’s, Bryan has received critical support in developing effective leadership skills in off-price retail. Now, as a leader himself, Bryan prioritizes developing other Associates in their careers and ensuring they are supported in meeting their goals.

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 2022, 76 percent of our managerial openings in Stores and Field Offices were filled through internal promotions. Overall, nearly 52 percent of supervisors and above across the Company were promoted last year. In addition to promotions, we invest in long-term development and are proud that 18 percent of supervisors and above have been at the Company for ten or more years.

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 Distribution Center, Ross Dress for Less Store, or dd’s DISCOUNTS Store, we make it a priority to hire from within the community. In fiscal year 2022, we opened 99 new 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 routinely 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. We partner 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 of Support to demonstrate that we stand committed to our military Associates and recognize the value they bring to the workplace. We also have supported the Military Spouse Employment Partnership program of the U.S. Department of Defense since 2014.

In fiscal year 2022, we hired nearly 3,000 veterans and 1,100 military spouses. Over the last five years, Ross has hired over 13,000 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 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.