At John’s Crazy Socks, we sell more than just socks, we’re in the business of spreading happiness. That mission lives in everything we do, especially how we hire and empower our warehouse team, including our pickers affectionately known as our Sock Wranglers.
Every e-commerce company needs to fulfill orders. It’s a fundamental part of doing business online. Many businesses choose to outsource that function to third-party logistics (3PL) companies. But we don’t. We run our own pick-and-pack warehouse because we believe in doing things differently and for the right reasons.
We want to create jobs. We want to offer meaningful work to people with differing abilities. And we want every order to feel personal and full of joy, something no outsourced partner could ever replicate.
Why We Do Fulfillment In-House
Operating our own warehouse isn’t just a logistics choice. It’s a values choice. E-commerce is booming and fulfillment centers are popping up all over. But few of them are built with inclusion at the core.
Our Sock Wranglers who pick and pack each order are the heart of our business. This is our entry-level role, and the vast majority of our Sock Wranglers have a differing ability. Yet they don’t work here because of charity. They work here because they earn their job.
Building a Talent Pipeline Before the Job Opens
Inclusive hiring isn’t about scrambling to find someone the day you post a job. At John’s Crazy Socks, we’re always building community.
We:
- Share stories and behind-the-scenes videos of our Sock Wranglers at work
- Host tours for schools and social service agencies, over 4,000 people have taken a tour led by John himself
- Welcome student work groups to give real-world experience
- Are active in the community
We want people to see others like themselves thriving at work. That alone sparks hope, confidence, and a sense of belonging.
When we do post a job opening, it doesn’t go into a void. We don’t use Zip Recruiter or Indeed because they generate hundreds of disconnected resumes. Our community rallies. Families, agencies, teachers, and, most importantly, current team members spread the word. There’s built-in alignment and a beautiful form of self-selection: applicants already know what we’re about, and they want to be part of it.
A Hiring Process That Respects and Empowers
We’re thoughtful about how we bring people into our business. Here’s how it works:
- Application Review & Interviews
We review each application and invite candidates to come in not just to interview, but to see our team in action. They meet the people they’d work alongside. They learn about our mission, our values, and how we operate.
We want to hear from the candidates themselves, not just job coaches or parents. We’re not interested in checking boxes. We want to know: Do you want this job? Do you believe in what we do?
- Training by Peers
If a candidate wants to move forward, we start training. But it’s not formalized HR training, it’s peer training. One of our current Sock Wranglers will teach the new recruit. It builds pride, responsibility, and camaraderie.
There’s no pressure or deadline. Trainees go at their own pace. We believe people learn best when they’re respected and supported.
- The Sock Wrangler Test
Once someone feels ready, they take our Sock Wrangler Test: pick six orders in 20 minutes or less. It’s a real-world test that reflects the actual job, nothing extra, nothing arbitrary.
If they pass, they join our team.
We Don’t Hand Out Jobs, We Celebrate Earned Success
Let me be clear: we don’t give out jobs. We’re not running a charity. We’re running a business. A mission-driven business.
If you know John, you know he’s the nicest guy in the world. I’m not. If you are going to work here, you need to produce. We hold people to a standard. Because that’s part of the dignity of work: earning your spot and knowing you belong because you deliver results.
Every person here has earned their job. And they know it. That’s powerful.
What Are the Results?
- Morale is sky-high
- Retention is outstanding, people don’t leave
- Same-day shipping, every day
- An error rate of just 0.2%
- Over 500,000 packages shipped to 94 countries
This isn’t a feel-good story. This is a case study in operational excellence—and the secret is inclusion.
Inclusion Is Not Altruism. It’s Smart Business.
We say this in every keynote and every TEDx Talk: hiring people with differing abilities is not about being nice. It’s good business. It creates loyal employees, energized teams, and meaningful impact—for your customers and your community.
❤️ Want to learn more?
We’d love to share our process or help your organization start your own inclusive hiring journey. Contact us at booking@jmspeak.com or visit johnandmarkcronin.com. Of course, you can always visit johnscrazysocks.com.
