Fashion recruitment agency
for DTC and Ecommerce Brands
Your First Interview in 5 Days
We help fashion and apparel brands doing $5M to $100M+ hire the design, merchandising, growth, and ecommerce operators who scale a label past its first hit product. Our fashion recruiters know the org chart at every revenue tier, from technical designer to head of growth, and how a modern fashion brand actually sells across DTC, TikTok Shop, wholesale, and retail.
$0 down. Risk-free model. First interviews in 5 days.
Successful Placements At Top Ecommerce and Consumer Brands
Go from generalist hiring to a fashion operator network
Freelance staffing does not build a team
Legacy fashion agencies rent day-rate freelancers. That covers a season. It does not build the permanent team that owns the P&L.
The hire: Creative Director or Brand Manager.
DTC fashion lives on paid creative
Fashion sells on visual social. Without a performance creative strategist feeding paid social, CAC climbs and the feed goes stale.
The hire: Performance Creative Strategist or Paid Social Manager.
Merchandising and planning decide the margin
Buy wrong and you sit on inventory. Fashion needs planners and merchandisers who model sell-through and allocation, not just taste.
The hire: Merchandiser, Planner, or Allocation Analyst.
Technical design talent is scarce
Patternmaking, CAD design, and tech packs are specialist skills. A generalist recruiter does not know where this talent sits.
The hire: Technical Designer, Patternmaker, or Product Developer.
Retention is the second sale
A first-time apparel buyer is expensive to win. Without lifecycle and CRM, you pay to acquire the same customer twice.
The hire: Lifecycle Marketing Manager or Director of Retention.
Generalist recruiters waste 60 days
They send candidates from unrelated industries who have never run a fashion brand's TikTok Shop or managed a wholesale account.
The hire: anyone, as long as the fashion recruitment agency actually knows the category.
First interviews in 5 days. Risk-free model.
Apparel brand recruiters for DTC and ecommerce
Roles we recruit for fashion and apparel brands
First interviews in 5 days.
Skills we hire for in the fashion & apparel industry
How the right fashion hires elevate your team
We find operators who make your existing team perform, not operators who replace it. Most fashion brands ride one strong collection and one channel until growth stalls. Every senior hire either compounds the next stage or stalls it. The gap between labels that scale and labels that plateau usually comes down to whether they reached the operator before a competitor did.
A creative strategist who lowers CAC on paid social
A performance creative strategist who has scaled a fashion or apparel brand knows how to turn product into paid social that converts, not just content that looks good. They brief and test at volume, so acquisition cost drops while the feed stays fresh. In a category that sells on visuals, this is the hire that protects blended ROAS.
A merchandiser who protects margin and cash
A merchandiser or planner who models sell-through, allocation, and open-to-buy keeps you from sitting on unsold inventory. They connect the design calendar to the demand plan, so the right units land in the right channel at the right time. This is the hire that keeps cash out of the stockroom.
A growth marketer who connects every channel
Modern fashion sells on its own site, on TikTok Shop, on Amazon, at wholesale, and in retail at the same time. A growth marketer who can think in CAC:LTV for DTC, content velocity for social commerce, and sell-through for a wholesale account makes every dollar work across channels instead of competing with itself.
Our fashion industry hiring process
1 Client Intake Call
We start with a structured intake so the role is defined with precision before sourcing begins. We map your current channel mix, wholesale and retail footprint, product calendar, and growth stage to find where the real gap is. You define the growth objective. We build the hiring profile around it.
2 First Interviews in 5 Days
Within five business days, we present a focused shortlist aligned to your brief. Each profile is screened with custom client questions and evaluated for hands-on fashion or apparel experience, channel fluency, and verified outcomes. Our sourcing goes beyond LinkedIn: we tap a network of pre-vetted DTC and fashion operators and run targeted outbound to reach people who are not scanning job boards.
3 Weekly Refinement
We provide a shared portal to track candidates, feedback, and interview stages in one place, plus weekly alignment calls. Each week we refine the profile based on founder input, channel priorities, and what is moving in the category. You focus on evaluating fit. We adjust the search until the profile locks.
4 White-Glove Talent Solutions
We act as an extension of your team on the operational side: interview scheduling, structured reference checks, and test projects tied to real fashion brand challenges, such as a 90-day TikTok Shop launch plan or a paid social creative brief. We also build a custom offer template with benchmark compensation guidance, then manage negotiation, timeline, and onboarding through to signed offer.
Constant Hire vs. Legacy Fashion Staffing agencies vs. Generalist Recruiters vs. In-house Hiring
Time to first interview
Specialization
Candidate pool
Hiring model
Roles best fit
Industry depth
Risk
Fashion and apparel recruitment case studies
First interviews in 5 days.
Why fashion and apparel brands work with Constant Hire
Operator-driven DTC and fashion network
We know where the operators behind scaling fashion and consumer brands are because we have had hundreds of conversations with them. When you want to headhunt from the brand at your next stage of growth, we know which operators to call.
Full-time operators, not day-rate freelancers
Legacy fashion staffing rents you freelance creatives by the day. We place the permanent operators who own the outcome, so you build a team instead of renting one every season.
We have placed at every ecommerce revenue tier
What a $5M brand needs is not what a $30M or $100M brand needs. We have built the org chart at each stage and know which roles to prioritize when, across both the creative and the commercial side.
Risk-free contingent model
First interviews in 5 days. You pay nothing until you make a hire that sticks. No retainer. No freelance markups. No lock-in until the role is filled.
What DTC Experts Are Saying About Us
If you're looking for a bad ass recruiter for roles like Head of Growth, Director of Performance Creative, Ops, he's your guy.
Read more
First interviews in 5 days. Risk-free model.
A fashion recruitment agency sources, vets, and places talent specifically for fashion and apparel brands, including DTC labels, ecommerce-native brands, and omnichannel companies. The right specialist partner understands merchandising and sell-through, technical design and product development, and how fashion grows across TikTok Shop, Amazon, wholesale, and retail. We focus on DTC and ecommerce brands doing $5M to $100M+.
Channel and economics change every hiring profile. A growth marketer at a DTC fashion brand thinks in CAC:LTV, builds paid social for repeat buyers, and partners with retention on Klaviyo flows. A traditional fashion house or wholesale label hires for showroom sales, large-account management, and seasonal wholesale cycles. Most candidates fit one model, not both.
We recruit across six areas: design, product and technical; merchandising, buying and planning; growth and ecommerce; retention and lifecycle; brand, creative and content; and retail, operations and executive search. Common roles include Technical Designer, Merchandiser, Head of Growth, Lifecycle Marketing Manager, Creative Director, and CMO, across womenswear, menswear, activewear, footwear, denim, and accessories.
We place full-time, permanent operators. That is a deliberate contrast to the legacy fashion staffing model, which leans on freelance day-rate creatives to fill seasonal gaps. Freelancers can cover a moment. Building a brand that scales past its first hit product takes owners who stay, so we recruit for the team you keep.
First interviews are presented in 5 business days. Time to placement varies by seniority and specialization. Mid-level operators typically place within 4 to 6 weeks. Executive searches at the CMO or President level run longer. Specialized technical roles like patternmakers and technical designers can take longer, because that talent pool is small and largely off-market.
We work on a risk-free contingent model. There is no upfront retainer and no freelance markup. You pay only when you make a hire that sticks. Compensation benchmarks and fee specifics are covered on the strategy call.
Build the fashion team your growth depends on
Risk-free model • No Obligation • First interviews in 5 days • Contingent model