Staffing, Recruitment, & HR Blog
We’re looking for a Store Director to lead a new store opening in Atlanta, GA and help bring a premium outdoor lifestyle brand to life in a new city.
This is an exciting opportunity to build the store experience from the ground up, develop a strong team, and create genuine connections with customers and the Atlanta community.
If you’re an experienced retail leader who’s excited to make your mark on a new store, we’d love to connect!
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!
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!
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 Sales Operations Associate to join a growing apparel team and help keep everything from orders to client relationships on track.
This is a great fit for someone with wholesale apparel experience who’s organized, detail-oriented, and enjoys working across sales, operations, and customer service.
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.
More On Bringing Pop-Ups to Life:
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!
Calling all NYC retail lovers! We’re looking for Retail Pop-Up Support to help bring an upcoming brand experience to life.
At EB, we’re passionate about connecting great talent with great brands. We help build successful pop-up teams across the country, creating memorable retail experiences that bring brands to life.
If you’re looking to be part of an exciting retail pop-up—or need help staffing a pop-up for your brand—we’d love to hear from you!
Luxury retail is all about creating memorable experiences, and our client is looking for Sales Associates who do just that. If you enjoy building genuine relationships and delivering personalized service, we'd love to connect.
Exciting opportunity in Tuscaloosa, AL! We're looking for a Store Director to lead store operations, inspire a high-performing team, and deliver an exceptional customer experience for our client, a premium outdoor lifestyle brand. If you're passionate about retail leadership, team development, and creating meaningful customer connections, we'd love to hear from you.
Exciting opportunity in Oxford, MS! We're looking for an Assistant Store Director to help lead store operations, inspire a high-performing team, and deliver an exceptional customer experience for our client, a premium outdoor lifestyle brand.
Our client, Savannah Friedkin Jewelry, is looking for Sales Associates to join its Aspen pop-up at Hotel Jerome from June through September 2026. This is a great fit for someone with a background in high-end retail who loves building relationships and creating a personalized, elevated experience for clients. You’ll represent the brand in a more intimate setting, sharing the story behind the collections and connecting with Aspen’s luxury clientele.
Our client is seeking a dynamic Store Director to lead all aspects of store performance, serving as both the primary decision-maker and brand ambassador. This role requires a results-driven leader with strong ownership of operations, team development, and customer experience, ensuring the store consistently delivers exceptional service and meets business goals.
With peak hiring in full swing for the holiday season, brands are competing for more than just consumer attention, they’re competing for top talent. Having a strong employer brand can be the difference between attracting high-quality candidates or losing them to a more engaging competitor.
It starts with culture.
The best retail teams are built on more than skill, they’re built on shared values. Showcasing your company culture through social media, your careers page, or even employee spotlights gives potential hires a glimpse into what it’s really like to work on your team. Whether it's behind-the-scenes moments, team celebrations, or purpose-driven initiatives, that visibility helps attract people who align with your mission.
Perks go beyond pay.
Competitive wages are important, but retail professionals are also looking for more holistic support. Perks like wellness programs, flexible scheduling, mental health resources, and career development opportunities show that your brand invests in its people, not just their output. During the busy holiday season, perks that prioritize well-being and flexibility can make all the difference in attracting and keeping talent.
Let your employees tell the story.
Employee advocacy is one of the most trusted forms of brand communication. When team members share positive experiences on LinkedIn, Glassdoor, or even TikTok, it builds credibility that no paid ad can replicate. Encouraging your staff to be part of your holiday hiring story not only supports recruiting, which also reinforces a healthy internal culture.
Transparency builds trust.
From clear job descriptions to open communication around compensation and performance expectations, transparency is key. Candidates are more likely to apply, and accept offers from companies that communicate openly. That trust pays off in stronger hires and better retention, even beyond the holiday rush.
At EB we help retail brands find the talent that fits not just the role, but the culture. If you’re looking to level up your employer brand and attract top-tier retail professionals this holiday season, our team is ready to support your next chapter. The time is now for holiday hiring, connect with us!
Our client is seeking a dynamic and visionary Vice President of Retail to lead the expansion and evolution of a rapidly growing, design-forward retail brand. This executive role offers the opportunity to shape the future of luxury in-person retail, driving strategy, operations, and guest experience across a national footprint.
Our client, a leading independent eyewear brand, is seeking a visionary Director of Store Planning, Design & Visual Merchandising to shape the future of their retail environments. This role blends creativity and operational excellence to deliver innovative, brand-defining physical spaces and experiences across all locations.
