Staffing, Recruitment, & HR Blog
We’re looking for a Store Manager to lead a team focused on creating a welcoming, elevated experience while building strong relationships with customers and the local community.
This is a great opportunity for someone with a strong sales background, an entrepreneurial mindset, and a passion for developing both people and business. If that sounds like your next move, we’d love to connect!
AI has quickly become part of the way many teams work, and naturally, it’s starting to come up more often in hiring conversations, too.
As recruiters, we’re seeing employers take an interest in candidates who have some familiarity with AI and understand how it can support their work. This doesn’t necessarily mean being an AI expert or having a technical background. In many cases, employers are looking for candidates who are comfortable with the tools available and understand when they can make a process more efficient.
For candidates thinking about their next move, AI experience is becoming another skill worth developing and, when relevant, talking about during the hiring process.
There isn’t one definition of “AI experience,” especially across creative and consumer industries. How someone uses AI in a marketing role will look very different from how it might support someone working in design, ecommerce, recruiting, finance, or operations.
A marketer might use AI to help organize research or analyze campaign insights, while someone in ecommerce could use it to work through product data or identify patterns. Creative teams may explore AI during early research and ideation, while other functions might use it to simplify repetitive administrative work.
The value comes from understanding how the technology can support the work while still relying on the experience, judgment, and creativity behind it.
Simply listing an AI platform under the skills section of a resume doesn’t say much on its own. Sharing how that platform has actually been used can give employers a much better sense of someone’s experience with AI.
If an AI tool helped streamline a process, organize information, support research, or save time on a repetitive task, that context tells a much stronger story. Candidates can include relevant examples on a resume, but these experiences can also come up naturally during an interview.
There’s a difference between knowing the name of an AI tool and understanding how to use it thoughtfully. As AI becomes more common in the workplace, that distinction is becoming more important.
AI is changing quickly, which means there will always be something new to learn. Candidates don’t need experience with every platform or the latest tool to show that they’re comfortable with the technology.
Taking the time to explore the tools that are relevant to a particular field can be a good place to start. This could mean learning how AI is already being used within a current role, experimenting with a new platform, or simply staying informed about how the technology is changing the industry.
For someone early in their AI experience, talking about what they’ve learned and where they see opportunities to use it can be just as meaningful as having a long list of tools on a resume.
With so much conversation around AI, it can be easy to assume that every employer is looking for someone who can automate more of their work. What we’re seeing is more nuanced, with employers showing interest in AI skills while continuing to value the human experience behind the work.
The skills that have always mattered still matter. Creativity, communication, industry knowledge, problem-solving, leadership, and good judgment don’t become less valuable when AI enters the picture. If anything, knowing how to pair those skills with new technology can make them even stronger.
In industries built around brands and people, the human perspective remains a big part of the work.
For candidates already using AI, it may be worth taking another look at how that experience is represented professionally. Rather than adding “AI” as a standalone skill, think about where it has actually made a difference in the work.
A resume bullet can mention a process that became more efficient. A portfolio might show how AI supported research or ideation while still making the candidate’s own contribution clear. During an interview, a real example can help explain not only which tools were used, but why they were useful.
As recruiters, we’re always paying attention to the skills employers are asking about and how those needs are changing. AI is becoming part of that conversation, but it’s still one piece of a much bigger picture when evaluating talent.
The goal isn’t to become an AI expert overnight. Staying curious, continuing to learn, and understanding how these tools can complement existing skills and experience can help candidates feel more prepared as AI becomes a bigger part of the workplace.
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Technical Designers, we’ve got opportunities for all levels! We’re hiring across New York, Los Angeles, and Charleston, SC for roles spanning women’s activewear, swimwear, intimates, and loungewear.
Whether you’re growing your technical design career or bringing years of experience to the table, these roles offer the chance to work hands-on with fit, construction, and product development.
If technical design is your specialty and you’re looking for your next opportunity, we’d love to connect!
High Point Market is coming up, and we’re building a pool of talent to support brands throughout the event! Opportunities range from customer-facing showroom support to staging, setup, and breakdown, depending on each brand’s needs.
If you’re reliable, enjoy working in a fast-paced environment, and are looking for temporary work during the Market, we’d love to connect. High Point University students are encouraged to apply!
We’re looking for a General Manager for our menswear client in Nashville. This is an exciting opportunity for a sales-driven leader to oversee the day-to-day, grow the business, and create an environment where both the team and customers feel connected to the brand.
If this sounds like the right fit for you, we’d love to connect!
We’re looking for an Apparel and Swimwear Designer to join a premium family swimwear and lifestyle brand in Charleston, SC. If you love creating prints, developing new ideas, and seeing your designs come to life from concept to final product, we’d love to connect!
What We’re Hearing From Talent
As recruiters, we spend a lot of time talking with people about work. Those conversations go beyond what someone does day to day. We hear about what they enjoy, where they want to grow, what they’re ready for next, and what might make a new opportunity worth exploring.
Everyone has different priorities, but after enough conversations, certain themes start to come up again and again. Lately, we’ve been hearing a lot about growth, flexibility, compensation, leadership, and how connected someone feels to the brand itself.
Growth Looks Different for Everyone
Career growth doesn’t always mean moving into a bigger title. Some candidates are ready to manage a team for the first time, while others want more ownership, exposure to a new category, or the chance to join a growing brand where they can make an impact.
We’re also hearing candidates ask more about where a role could take them. They want to understand what they’ll learn, how their responsibilities might grow, and what opportunities could open up over time. Sharing more of that story during the hiring process can give someone a much better sense of what a future with the company could look like.
The Brand Still Matters
We can usually tell when a candidate has a genuine connection to a brand. They may have followed it for years, love the product, connect with the aesthetic, or simply feel excited about what the company is building.
We talk a lot about brand DNA at EB, and that connection is a big part of it. A brand’s culture, values, aesthetic, product, and point of view all shape its identity, and candidates are paying attention to those details when thinking about where they want to work next.
Experience and skills will always matter, but they’re only part of the decision. Sharing what makes the brand different gives candidates a chance to understand the bigger picture and decide whether it feels like a place where they can see themselves.
Flexibility and Compensation Are Part of the Bigger Picture
Flexibility continues to come up, although what that means varies quite a bit. Some candidates prefer a hybrid schedule, some are looking for remote opportunities, and others enjoy being in the office with their team. There isn’t one working model that appeals to everyone, so being clear about expectations early can help make sure everyone is on the same page.
Compensation conversations are happening earlier, too, and they often include more than salary. Benefits, bonus potential, PTO, flexibility, and room for growth can all factor into how someone looks at an opportunity.
The more clarity there is around those details from the beginning, the easier it is for both sides to focus on whether the role itself is the right fit.
Leadership Plays a Big Part
Candidates want to know about the people they’ll actually be working with. We hear questions about who they’ll report to, how teams work together, what leadership looks like, and who they’ll have the opportunity to learn from.
Those details can be difficult to capture in a job description, but they often come through naturally during the interview process. Getting to know the people behind the role gives candidates a much more realistic sense of what joining the team could look like.
The Interview Experience Leaves an Impression
An interview is often one of a candidate’s first real experiences with a company. The communication leading up to it, the people they meet, the questions they’re asked, and the follow-up afterward all contribute to how they walk away feeling about the brand.
A thoughtful candidate experience doesn’t need to be complicated. Clear communication and transparency throughout the recruiting process can go a long way, even when someone isn’t ultimately hired. In industries where networks overlap and people stay connected; a positive experience can leave an impression well beyond one open role.
What We Can Learn From These Conversations
There will never be one checklist of what every candidate wants. People are at different stages of their careers, and the things that matter most will naturally change from person to person.
That’s why staying close to talent is such an important part of what we do. These conversations help us understand what people are looking for and give us insight we can bring back to the brands we partner with. Sometimes that means talking through compensation or candidate expectations. Other times, it’s looking at the interview process, employer branding, or how an opportunity is being positioned.
Ultimately, recruiting is about people. Listening to what matters to them is a pretty good place to start.
We’re looking for a Director of Operations to join our client, a growing footwear brand. This is a hands-on leadership role for someone who can keep a fast-moving business organized, anticipate what’s coming next, and build strong processes along the way.
If you’re a problem solver who thrives in a growing brand environment and knows how to keep teams and operations moving forward, we’d love to connect!
We’re looking for a Temporary Technical Designer to join our client’s team in San Francisco. This is a great opportunity for someone with strong technical design experience who knows the details behind great-fitting, well-constructed outerwear.
From jackets and puffers to parkas and performance pieces, this role will support fit, construction, and technical development across a variety of styles. If outerwear is your area of expertise, we’d love to connect!
Pop-ups are an exciting way for brands to bring their product to life in new markets. Whether it’s testing a new market, supporting a product launch, or bringing an online community together in person, these temporary spaces create an opportunity to experience a brand in a completely different way.
Behind every great pop-up is the team bringing that experience to life.
At EB, we’ve helped brands staff pop-ups across the country, from one-time activations to ongoing retail launches in multiple markets. Our goal is build brand-aligned teams that are passionate about the vision and the overall success of the pop-up.
Pop-up hiring moves quickly, but that doesn’t mean finding the right fit matters any less.
For a customer walking into a pop-up, the person greeting them, introducing the product, or helping them make a purchase becomes an immediate representation of the brand. That experience needs to feel authentic.
For many customers, this may be their first or only in-person interaction with the brand, so it’s important that the experience feels thoughtful and leaves a strong, positive impression.
This is where our focus on brand DNA comes into play. Before recruiting begins, we get to know the brand, its customer, aesthetic, values, and the kind of experience it wants to create. From there, we look for people who can naturally bring that personality into the space.
Retail experience matters. Genuine enthusiasm for the brand matters, too.
Taking a pop-up into a new market comes with a unique set of hiring needs. A brand may have a strong internal team at home but need to build an entirely new retail team hundreds or thousands of miles away.
EB can support that process across the country.
Our nationwide recruiting network allows us to find local talent while giving brands one consistent staffing partner from market to market. If a pop-up moves from New York to Los Angeles, Miami, Dallas, or somewhere completely new, the hiring process doesn’t need to start over with a different partner each time.
The location changes. The understanding of the brand stays the same.
Every pop-up looks a little different, and so does the team behind it.
A longer activation may need experienced retail leadership to oversee the space, while a weekend event might call for a team of energetic sales associates or brand ambassadors. Other pop-ups need stock support, operations help, or additional hands during high-traffic days.
We build around what the activation actually needs rather than approaching every pop-up with the same staffing model.
Our experience within fashion, home, and beauty also gives us an understanding of the people behind these roles. Many members of the EB team come from the industries we recruit for, so we know the importance of finding talent who understands the product, customer, and pace of the environment.
Pop-ups tend to move quickly. Once a location is secured and dates are set, there can be a relatively short window to get a team in place.
Having a recruiting team already connected to retail talent can make that process much more seamless.
EB manages the sourcing, screening, candidate communication, and coordination that happens before opening day, giving the internal team more room to focus on everything else that goes into bringing the space together. This includes onboarding and handling all necessary paperwork so clients don’t have to.
When the doors open, the goal is for the team to feel ready to step in and represent the brand.
One of the most exciting parts of a pop-up is its flexibility. A brand can show up somewhere new, meet a different customer, and create an experience that may only exist for a few days or weeks.
Staffing that experience doesn’t need to feel temporary.
At EB, we approach pop-up hiring with the same attention to brand DNA that we bring to our permanent searches. We get to know the brand first, then build a team around it—wherever the next activation happens to be.
For brands planning one pop-up or an entire calendar of activations across the country, our team is there to help make sure the right people are in place when the doors open.
The space may be temporary, but the impression a great team leaves behind isn’t.
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We’re looking for an E-Commerce Data and Product Listing Specialist to join a growing team in Brooklyn, NY. This role is a great fit for someone who knows their way around Excel and major marketplaces like Amazon, Wayfair, or Walmart and enjoys keeping product information accurate, organized, and up to date.
Great retail starts with great leadership. We’re looking for an Assistant Store Director to join our client and help create the kind of experience that keeps customers coming back. If you love being on the sales floor, building genuine relationships, and helping a team grow and succeed, we’d love to connect!
Finding great talent starts with understanding what makes a brand different.
Experience and skillset will always play an important role in hiring, but they only tell part of the story. Every brand has its own culture, aesthetic, values, and point of view. Together, those pieces make up its brand DNA—and the people behind the brand become an extension of it.
At EB, understanding that DNA is where the recruiting process begins. Our team comes from the fashion, home, and beauty industries, giving us firsthand knowledge of the space and the people within it. We pair our industry experience with something equally as important: taking the time to understand what makes each individual brand its own.
A job description can outline responsibilities, experience, and qualifications. What it can't always capture are the details that make someone feel right for a particular team.
A fast-growing brand may need someone who feels comfortable building as they go. An established team may be looking for a specific category background or someone who can bring a new perspective. Culture, working style, product, customer, and future goals can all shape what the right fit looks like.
This is where brand DNA becomes an important part of the conversation. Before getting too far into a search, we want to understand the bigger picture. The more we know about the brand itself, the more intentional we can be about the people we introduce.
That understanding works both ways. It also allows us to talk with candidates about more than the position. We can share the story behind the opportunity and give them a sense of the brand they could become part of.
Each industry has their own nuances. Job titles vary between brands, category experience can carry a lot of weight, and two resumes that look similar at first glance can represent very different backgrounds.
Many members of the EB team have worked within these industries before moving into recruiting. These experiences give us a natural familiarity with the roles we're hiring for and helps us recognize the details that matter.
We're also constantly connected to the talent market. Conversations happen every day with people across design, merchandising, product, digital, retail, and beyond. Some are actively looking for what's next; many aren't.
Over time, those conversations turn into relationships. When a new search begins, in addition to reviewing the applications coming in, we also are able to connect with people we've gotten to know throughout their careers.
A recruiting partnership works best when it feels collaborative.
Our clients bring an understanding of their business that no outside partner could replace. We bring our knowledge of the industry, talent network, and perspective from being in the hiring market every day. Combining the two gives us a much fuller picture of the search.
That collaboration continues as the process moves forward. Candidate feedback can lead to a conversation about the market. An interview might uncover something new about what the team needs. Priorities can shift. The search evolves, and we evolve with it.
Meanwhile, our team keeps the day-to-day pieces moving—from sourcing and screening to scheduling and candidate communication. The internal team stays connected without having to carry every part of the search on its own.
Some of our client relationships have grown over years and across many different hires. There's a real benefit to that history.
With each search, we learn more. We get to know the team and the personalities within it. We see which backgrounds have worked well in the past and gain a better understanding of where the business is headed.
Most importantly, we continue learning the brand's DNA.
That knowledge doesn't disappear when a position is filled. It carries into the next conversation, the next hire, and the next stage of growth.
At EB, that's the kind of recruiting partnership we value most. One built on industry experience, relationships, and a genuine understanding of the brand.
The goal isn't simply to find someone who can do the job. It's to find talent who connects with what the brand stands for and can become part of where it's going next.
More on finding the right talent for your brand:
Looking for your next move in merchandising? We’re hiring a Merchandising Manager – Seasonal Décor & Botanicals to join a growing e-commerce brand in San Francisco.
If you have a great eye for seasonal décor and botanicals, love keeping up with trends, and are always thinking about what customers will want next, we’d love to connect!
Exciting opportunity in San Francisco, CA! We're looking for a Director of Merchandising – Bedding & Mattresses to lead merchandising strategy, identify new growth opportunities, and expand a high-performing product assortment for our client, a fast-growing home brand.
Exciting opportunities in Charleston, SC! We're hiring Technical Designers – All Levels for our client, a contemporary women's apparel brand. We're looking for Senior Technical Designers, Technical Designers, and Associate Technical Designers who are passionate about product development, garment fit, and bringing great designs to life.
