Floyd began in 2013 out of a reaction to disposable furniture. We design products that are thoughtful, high quality, & built to last. Floyd products are in the homes of over 30,000 customers, and today we’re one of the fastest growing furniture brands in the country.
We’re Building the Future of Furniture
The Future of Furniture
Detroit and Beyond
We’re a team in Detroit (and beyond) of passionate & determined folks who care about the environment & each other. We appreciate thoughtful design, whether it’s a great sofa or a vegetable peeler. That care and appreciation is woven into the fabric (literally, and figuratively) of our company and each product we make. And we’re just getting started! Join us as we continue to scale & build the world’s most beloved furniture brand.
Values & People
We aspire to build an inclusive environment where people have the tools they need to be successful, at work & at home. We intentionally pull from our differences to make decisions that drive our culture and growth. We understand that inclusion is an ongoing & intentional act, and we’re committed to creating a space where differences are equally valued and everyone feels heard & welcomed.
From the start, we always felt that the most sustainable thing we could do was design products that people will keep. Furniture that is timeless, and pieces that are designed to be serviceable, making it easy for customers to replace parts over time if necessary. We believe that furniture is made for the home, not the land-fill — so we’re doing something about it. Learn more here
At Floyd, we aim to anticipate the needs of our customers & we do this through thoughtful design. At the start of each project we think of things like delivery, assembly, modularity, moveability (& more) — and that ultimately shapes the design of a product our customers can keep for a lifetime. We value design because it creatively solves the world's problems & creates really, really, well made furniture.
Our mission is to keep furniture out of landfills, so we design timeless products with longevity in mind.
At Floyd we aspire to build a work environment where everyone can thrive, and all voices are heard and integrated into the work we do. From entry-level to leadership and across every team, our diverse collective of people collaborate to change & improve the way people consume, keep, and enjoy furniture.
We encourage people from underrepresented backgrounds and all walks of life to apply. Check out our open spots below. If you see something that catches your eye, please apply & we’ll keep you updated over the next few weeks!
No available openings
No available openings
Director of E-Commerce Engineering
Detroit, MI (or remote)
Head of People
A hiring manager will review your application. If they would like to move forward with interviews, they’ll email you to schedule next steps. Our interview process usually involves 2-4 interviews, by phone and Zoom, and can take a few weeks in total. We are a small, but nimble team, which means there may be a delay in responding to your application, but we do promise to let you know either way.
We aim to be transparent about the skills and experiences necessary to be effective in a role when we write our job descriptions. That means we start by looking at your background and understanding how what you’ve already accomplished can help you have impact at Floyd. While some roles require more direct experience than others, we know that broader skills, like communication and collaboration, can be gained from a variety of experiences, so we stay open to different backgrounds.
We understand bias exists, and we're doing the work at a personal & company level to ensure we're more conscious of it, reduce it, and hire the best person for the role. In addition to what we shared above, we structure our interviews to assess skills and competencies needed in a role through scenario-based questions. This helps us get to know your background beyond your resume. Additionally, interviewers from different teams meet with you so that we can incorporate their diverse perspectives when we make collaborative hiring decisions.