Website Specialized Bicycle
Employer Snapshot (Cycle-Jobs Insight)
- Transparency Score: 3.9 / 5 — Good (Industry avg: 3.2 / 5)
- Company Size: large
- Ownership: Privately held
- Glassdoor: ⭐ ⭐ 3.0 / 5
- HR Index: 75.14% ▲ (Industry avg: 53.14%)
- Commitment: Actively engaged in responsible business and transparency
- Official Salary: $22.00 - $25.00/hr (Converted to yearly range: $45,800 – $52,000 / year)
- Estimated Salary (Cycle-Jobs): 🇺🇸 22,000-28,000 USD / year
Company Overview
Innovation has guided Specialized since 1974. The company is dedicated to building a diverse and inclusive workforce and inspiring riders everywhere. Specialized strives to be transformative, inclusive, authentic, rider-focused, and collaborative, delivering world-class rider care. The company believes bikes have the power to change lives and is committed to breaking barriers and having a positive impact on the world. Specialized supports better health through cycling and is made for riders, by riders.
Role Description
The Ecommerce Support Specialist ensures a seamless digital purchasing experience for riders across multiple platforms. This role is vital in delivering world-class rider care and supporting the company’s mission to inspire and serve cyclists. The position rewards detail-oriented, passionate individuals who believe in the transformative power of bikes.
Position Snapshot
- Seniority: Entry-level
- Function: Customer Service
- Department: Retail
- Experience required: 1+ years of experience preferred
- Contract type: Part-time
- Work model: On-site
- Remote policy: On-site (strict)
Description
The Ecommerce Support Specialist supports digital excellence across platforms that riders interact with and use to purchase from the company (Ebay, Shopify, etc). This role rewards diligent, detailed, and focused bike-fans who share the core belief that bikes change lives. The position involves using various programs and learning new systems to provide quality service to riders at every interaction.
Responsibilities
- Support digital excellence across ecommerce platforms such as Ebay and Shopify.
- Interact with riders and team members to provide quality service.
- Stand for extensive time periods and occasionally walk, kneel, or reach.
- Lift at least 50 lbs. or more using proper lifting skills.
Location
This position is based in
Santa Rosa, CA, USA
Compensation
$22.00 – $25.00/hr (Converted to yearly range: $45,800 – $52,000 / year)
Benefits
Competitive health care (Medical PPO or HDHP), Dental, Vision, Health Savings Account (HSA), Short and Long Term Disability, Company sponsored life insurance, Optional Term Life Insurance, Optional Critical Illness insurance, Optional Critical Accident insurance, Competitive vacation package, 401(k) with match, 8 Weeks paid parental leave, Paid company holidays, Employee discounts on all product, Deep partner retail discounts, Fitness & Events Reimbursement, Employee Assistance Program, Commuter Benefits.
Additional Information
- Diversity & Inclusion: We’re committed to building a diverse and inclusive workforce where all people thrive. We want to increase representation of all races, genders, and body types in the cycling industry. We encourage everyone – especially those from marginalized groups – to apply. We are always looking for creative, innovative, and passionate people eager to contribute to our mission.
- Team & Reporting: Works within the Company Owned Retail team and collaborates with riders and team members. Reports to retail management.
Application Details
Posted: March 28, 2026
R0011398
Before you apply (Cycle-Jobs Insight)
Some important details are not fully specified in this job post. To make an informed decision, you may want to clarify the following points:
- Flexibility & schedule: Check expected weekly hours, evenings/weekends, and flexibility.
- Required languages: Verify language expectations in daily work.
- Application deadline: Ask if the position closes at a fixed date or remains open until filled.
- Weekly schedule: Clarify typical weekly hours and schedule.
- Travel requirements: Ask how often travel is required and whether expenses are covered.
- Contract length: Verify the duration if the contract is fixed-term.
- Equipment provided: Ask what equipment or tools are supplied by the employer.
- Visa sponsorship: Clarify whether visa support is available or required.
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The essential content remains faithful to the original employer version.
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📊 Methodology – HR Indicators, Estimated Salary & Transparency Score
The data and indicators presented on this job page (Employer Snapshot, Transparency Score, Before You Apply) are built from a structured evaluation grid. Each section uses measurable and comparable criteria applied to public information in order to ensure fairness between employers.
1) Data integrity and sources
Each company profile and job listing is analyzed using multiple open sources such as career pages, company websites, and public employment data. These signals are verified for consistency and density before being used to compute HR indicators.
- Employer data: company size, sector, and employee reviews.
- Job content: completeness of title, responsibilities, and requirements.
- Salary and benefits: presence of official or inferred compensation details.
2) Core methodology
The transparency model is based on a weighted ratio between core and secondary information axes:
- Core fields (×2 weight): title, company, location, contract type, work model, salary, application link, posting date, main description, requirements, and responsibilities.
- Secondary fields (×1 weight): benefits, culture & mission, team hierarchy, diversity & inclusion, recruitment process, flexibility, language, and deadline.
Each field is marked as present or missing. The final score reflects the ratio of completed fields to the total possible weighted score.
Transparency Ratio = (Σ core_fields × 2 + Σ secondary_fields × 1)
÷ (total_core × 2 + total_secondary × 1)
The result is converted to a 5-star scale (0–5, half-stars included) and displayed beside the Transparency Score badge.
3) Star rating and color scale
| Score (out of 5) | Label | Interpretation |
|---|---|---|
| 4.5 – 5.0 ★★★★★ | Excellent | All essential and most secondary details present. |
| 3.5 – 4.4 ★★★★☆ | Good | Major elements available; minor gaps remain. |
| 2.5 – 3.4 ★★★☆☆ | Moderate | Several missing sections or low specificity. |
| 0.0 – 2.4 ★★☆☆☆ | Low | Few key details provided; limited transparency. |
The badge color follows a red→green hue scale from low (0) to high (5) transparency. The average transparency across the cycling industry in 2025 is approximately 3.2 / 5.
4) Employer Snapshot indicators
- HR Index: overall HR quality combining stability, satisfaction, and transparency.
- Employee Stability Index (ESI): ratio of long-term to short-term employment movements.
- Employee Satisfaction Weighted Score (ESWS): average of employee review metrics.
- Commitment: social responsibility, inclusion, and openness indicators.
HR Index = (0.4 × ESI) + (0.3 × ESWS)
+ (0.2 × (1 − Turnover)) + (0.1 × Data Confidence)
5) Estimated salary bands
When the employer does not specify a salary, Cycle-Jobs provides a non-binding estimated band using benchmark data and standardized adjustments:
- Base grid by role family and seniority.
- Adjustment by contract type and expected weekly hours.
- Location factor for cost of living and taxation context.
- Company size influence on pay dispersion.
- Recent market signals from similar industry roles.
6) “Before You Apply” contextual tips
Missing or unclear fields are listed with guidance questions to help candidates clarify key aspects such as scope, compensation, or flexibility. This allows a more balanced and informed dialogue between employer and applicant.
7) Limitations and ethics
- No confidential data is used — only verified public information.
- Data accuracy depends on employer updates and public sources.
- Scores are dynamic and recalculated as new information emerges.
These models aim to promote fair, transparent, and comparable insights across cycling industry employers. They are informational only and not a substitute for an internal HR audit.