Website Trek Bicycle
Employer Snapshot (Cycle-Jobs Insight)
- Transparency Score: 3.9 / 5 — Good (Industry avg: 3.2 / 5)
- Company Size: large
- Ownership: Privately held
- Glassdoor: ⭐ ⭐ 3.5 / 5
- HR Index: 72.38% ▲ (Industry avg: 53.14%)
- Commitment: Committed to sustainable mobility
- Official Salary: N/A
- Estimated Salary (Cycle-Jobs): 🇺🇸 48,000-58,000 USD / year
Company Overview
Trek is an awesome place to work, with amazing benefits for all employees. We build only products we love, provide incredible hospitality to our customers, and change the world by getting more people on bikes. When you’re on our team, you’re taken care of, encouraged to learn and grow, and given lots of opportunities to do so. Trek was named to Fortune Magazine’s list of Top 100 Best Companies to Work For. Every person has a unique history and life experience to bring to the table, and Trek respects and values that diversity.
Role Description
The Service Manager leads the Service Center operations, ensuring exceptional customer experiences and efficient workflow. This role is responsible for team leadership, service quality, and integrating sales and service. By developing staff and optimizing processes, the Service Manager helps drive the store’s success and customer satisfaction.
Position Snapshot
- Seniority: Manager
- Function: Retail / Store
- Department: Retail
- Experience required: 3+ years of bicycle service center experience
- Contract type: Full-time
- Work model: On-site
- Remote policy: On-site (strict)
Description
As Service Manager, you’ll be the operations lead for your store’s Service Center and be accountable for all decisions relating to workflow, staffing of mechanics, and KPIs to ensure every customer has the best experience. You’ll be the primary service advisor at the shop, integrating the sales and service experience, training your team, engaging with customers to recommend the right service at the right time, managing and controlling service costs, keeping service orders organized, ensuring a clean and efficient department, and taking an active lead in ensuring the right bikes are built and delivered to the sales floor and customers.
Responsibilities
- Be the operations lead for the store’s Service Center and accountable for all decisions relating to workflow, staffing, and KPIs.
- Act as the primary service advisor, integrating sales and service experience.
- Hold the team accountable for delivering signature hospitality.
- Train the team and engage with customers to recommend the right service at the right time.
- Manage and control service costs and keep service orders organized.
- Ensure a clean and efficient department.
- Take an active lead in ensuring bikes are built and delivered to the sales floor and customers.
- Manage all communication from the Service Department to customers and write more than 50% of the work orders for the shop.
- Develop employees, find efficiencies by reviewing service reports, and anticipate shop needs.
Location
This position is based in
Centerville, OH, USA
Compensation
Salary information not provided by employer.
Benefits
Flexible and fun company culture, Competitive health care, PPO & HDHP medical plan options, Dental insurance, Vision insurance, Flexible Spending Accounts (FSA), Free life insurance & optional term life insurance, Competitive vacation package, 401(k) with match and Employee Stock Ownership Plans (ESOP), 12 weeks of maternity leave with 100% pay, Paid company holidays, Tuition Reimbursement up to $15,000! (Undergraduate & Masters programs), Employee discounts on all product, Deep partner retail discounts
Additional Information
- Diversity & Inclusion: We are an Equal Employment Opportunity (“EEO”) Employer. Trek strictly prohibits discrimination on the basis of race, color, creed, religion, gender, gender identity, pregnancy, marital status, partnership status, sexual orientation, age, national origin, veteran or military status, disability, medical condition, genetic information, or any other characteristic prohibited by federal, state and/or local laws. This policy applies to all aspects of employment, including hiring, promotion, demotion, compensation, training, working conditions, transfer, job assignments, benefits, layoff, and termination. Trek is a place where you’re valued for being you. Every person has a unique history and life experience to bring to the table. We respect that. It’s what makes us who we are.
- Flexibility: Flexible and fun company culture, Competitive vacation package, Paid company holidays.
- Team & Reporting: Leads the Service Center team, manages mechanics, acts as primary service advisor, and is responsible for training and developing employees.
Application Details
Posted: March 28, 2026
Trek114377
October 1, 2026
To apply, please visit the following URL:https://trekbikes.wd1.myworkdayjobs.com/en-US/TREK/job/Centerville-Utah/Service-Manager_Trek114377-3→
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:
- Salary & compensation: Ask for the exact salary range, variable compensation, and whether negotiation is possible.
- Recruitment process: Ask about the number of steps and expected timeline.
- Required languages: Verify language expectations in daily work.
- 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.
🛡️ You will be redirected to the official company website.
Cycle-Jobs never collects CVs or stores personal application data.
Disclaimer: Cycle-Jobs.com aggregates job postings from public and partner sources. We are not affiliated with the hiring company unless explicitly stated. While every effort is made to ensure accuracy, Cycle-Jobs cannot guarantee the completeness or continued availability of this information. Candidates should always verify details directly with the employer before applying.
Content adaptation notice:
Cycle-Jobs.com adapts job postings for improved readability and consistency across the site.
The essential content remains faithful to the original employer version.
We encourage candidates to review the official job description before applying.
Legal & Privacy: Terms & Legal Notice · Refund Policy · Privacy Policy
📊 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.