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!
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!
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!
Have a strong instinct for what customers want next? We’re hiring a Merchandising Manager to bring together product knowledge, sales insights, and a sharp eye for trends to help make an impact across the business.
If you’re always thinking one step ahead when it comes to product, we’d love to hear from you!
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:
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.
Finding the perfect fit for your team can often feel like searching for a needle in a haystack, especially when searching for individuals who not only possess the required skills but also embody the essence of your brand. This is where our expertise comes in. Our team of brand-focused, industry expert recruiters offer a transformative approach to sourcing top-tier talent that aligns seamlessly with your brand's vision and values.
The Value of Industry Experience
Consider this: Who better to spearhead your recruitment efforts than individuals who have immersed themselves in the intricacies of your field? Industry-savvy recruiters bring an unparalleled depth of understanding and insider knowledge to the table, allowing them to navigate the nuances of your industry with finesse. Whether you operate in the realms of fashion, home décor, or beauty, our recruiters possess a profound understanding of industry trends, terminology, and best practices, enabling them to identify candidates who not only meet your criteria but also embody the ethos of your brand.
A Brand-Focused Approach
In industries where creativity and innovation reign supreme, the significance of finding candidates who resonate with your brand identity cannot be overstated. Whether you're in need of a forward-thinking fashion expert or a visionary in the realm of home décor, our specialized recruiters are equipped to deliver tailored solutions that elevate your team to new heights of success.
Unlocking the Benefits of Insider Knowledge
Picture this scenario: You're in search of a technical design virtuoso or a merchandising maestro who can navigate the ever-evolving landscape of your industry with ease. This is where the true value of our recruiters comes to the fore. Armed with a wealth of insider insights, extensive networks, and a keen eye for talent, we are able to unearth hidden gems that best fit your brand’s DNA. By asking the right questions and delving deep into candidates' backgrounds, we ensure that every hire is not just a match on paper but a transformative addition to your organization.
Embrace Excellence with EB!
We are committed to identifying top talent that align with your goals and brand DNA. Embrace excellence, trust the pros, and embark on a journey of successful growth with us!
In an era where environmental consciousness shapes the strategies of industries worldwide, the realms of denim and contemporary fashion have emerged as pioneers in embracing sustainable practices. With a steadfast dedication to eco-friendly fabrications and inventive production techniques, our goal is not only to support the transformation of the fashion landscape but also help to redefine the acquisition and nurturing of talent in this evolving industry.
Uplifting Sustainability as a Fundamental Value: Shaping Hiring Practices
In the pursuit of a profound impact on the environment, the focus transcends individual products; it encompasses the entire journey from conceptualization to materialization. This comprehensive perspective on sustainability significantly influences approaches to hiring. Cultivating a sustainable ethos necessitates a workforce that resonates with these principles. As a result, the hiring process extends beyond skill assessment to the identification of individuals who share a brand’s DNA, their same passion for sustainability, and a commitment to contributing to a greater collective cause.
Staying Ahead in a Dynamic Hiring Arena
Today's job market is in a state of flux, with candidates increasingly prioritizing the values and missions upheld by their potential employers. A brand’s dedication to sustainability serves as a testament to its forward-looking mindset and adaptability. By attracting candidates with like-minded values, brands ensure a workforce that not only possesses the necessary skills but also shares an intrinsic connection with the overarching mission.
Drawing Enthusiastic Talent: A Sustainable Tomorrow
Each brand’s approach to hiring goes beyond being a mere strategy; it constitutes a movement towards fostering a community of individuals who share the same brand DNA and are committed to similar values. As dialogues surrounding climate change and ecological impact gain urgency, the aspiration to participate in solutions becomes a common motivator for those seeking meaningful careers.
As the industry continues to evolve, it is our goal to guide our candidates through these transformations. With our extensive network, expertise, and commitment to connecting talent with fashion, beauty, and home companies, we can help individuals find their desired roles in the sustainable landscape.
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In an era notable for conscious consumerism and digital interconnectedness, transparency and authenticity have become more than just buzzwords. They are essential pillars upon which the most successful brands have built trust with their customers. Transparency is imperative for consumer trust. It has become a non-negotiable aspect of brand-customer relationships. Consumers are no longer content with surface-level information; they crave insights into a brand's values, practices, and ethical considerations. The same thing goes for authenticity. It's all about being true to a brand's identity.. Authentic brands are relatable, trustworthy, and connect on a personal level with their customers. To achieve the same level of transparency and authenticity as some of the top leading brands, you may want to consider these tips:
Sharing Brand Values: One powerful way brands build authenticity is by openly sharing their core values. Whether it's a commitment to sustainability, inclusivity, or ethical sourcing, brands that communicate their principles connect more deeply with consumers who share those values.
The Product Sourcing Story: Customers want to know where their products come from. Brands are responding by sharing the journey of their products, from sourcing raw materials to the final product. This transparency not only builds trust but also educates consumers about responsible consumption.
Genuine Brand Stories: Sharing the journey and struggles of a brand's founders or key personnel humanizes a brand. Authentic storytelling makes a brand more relatable and memorable.
Real People, Real Stories: Showcasing real customer testimonials, experiences, and user-generated content demonstrates that a brand values their customers and their voices. Authentic stories from real people can be incredibly persuasive.
In the fashion, home, and beauty industries, transparency and authenticity are not just trends; they're prerequisites for sustainable success. By sharing values, sourcing stories, and production processes, and consistently demonstrating authenticity, brands can build trust that transcends transactions and transforms casual customers into devoted advocates.
At EB, we draw inspiration from the transformative power of transparency and authenticity. Not only are they our guarantee to our clients, but we make it our mission to connect our clients with candidates who share similar values, aspirations, and ultimately resonate with their brand DNA. If you are looking to hire or build a successful career in the world of fashion, beauty or home, you can open a job with us here or apply to one of our jobs.
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As we settle into autumn, the sustainability industry readies itself for a period of transition as well. Much like the cyclical patterns found in nature, the world of eco-conscious brands experiences its own set of transformations in hiring trends as the fall season unfolds.
A Season of Renewal: Sustainability Brands Navigating the Hiring Landscape
Sustainability-oriented brands are embracing not only the changing weather, but also the potential for renewal within their teams. The search is on for talent who harbor a profound passion for embedding sustainable principles into their work. From inventive eco-conscious designers to adept marketing visionaries capable of amplifying the ethos of mindful consumption, these brands are actively seeking individuals who mirror their core values.
Cultivating the Green Movement: Elevating Sustainable Practices
In a world increasingly focused on environmental impact, the sustainability sector stands as a stronghold of hope and ingenuity. The demand for creative minds capable of elevating sustainable practices to new horizons is surging. Amid this surge, sustainable brands are in search of professionals who can use their skills to work towards a greener future.
During these times of change, our goal is to support our candidates by helping them to find new career opportunities in the world of eco-conscious fashion. At EB, we will continue to provide our industry insights, career guidance, and the myriad openings within the sustainability realm with our growing client base. We are dedicated to support and connect you with the most promising opportunities in the growing realm of sustainability.
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The fashion industry is undergoing a significant transformation driven by digitalization. This shift impacts how people shop and consume fashion, creating new trends and opportunities within the industry’s job market.
The Rise of E-Commerce and Digital Retail: The advent of e-commerce has revolutionized the fashion industry, leading to a surge in online shopping. As a result, there is a growing demand for professionals skilled in digital retail, including e-commerce managers, online merchandisers, and digital marketing specialists.
Social Media and Influencer Marketing: Social media platforms have become powerful tools for fashion brands to connect with their target audience. Influencer marketing has emerged as a dominant force, allowing brands to leverage the influence of popular personalities.
Data Analytics and Consumer Insights: With the abundance of data available, fashion companies are increasingly relying on data analytics to understand consumer behavior and drive business decisions. Roles such as data analysts, market researchers, and trend forecasters have become vital in providing valuable insights to fashion brands.
Sustainability and Ethical Fashion: The fashion industry is increasingly emphasizing sustainability and ethical practices. This shift has created opportunities for professionals dedicated to sustainable fashion supply chain management, responsible sourcing, and ethical brand consulting.
The digital era has brought forth exciting trends and opportunities within the fashion job market. As the industry evolves, our EB recruiters are here to guide aspiring talent through these transformations. With our extensive network, expertise, and commitment to connecting talent with fashion companies, we help individuals find their desired roles in the digital landscape and build successful career in the dynamic world of fashion.
Related articles:
www.mckinsey.com/business-functions/mckinsey-digital/our-insights/the-state-of-fashion-2021
www.voguebusiness.com/technology/the-fashion-industrys-digital-transformation
www.statista.com/topics/2854/e-commerce-in-the-fashion-industry
www.forbes.com/sites/deborahweinswig/2021/01/20/the-impact-of-influencer-marketing-in-fashion
www.businessoffashion.com/education/sustainable-fashion-jobs
www.voguebusiness.com/companies/the-digital-future-of-fashion-jobs
