INTERNATIONAL Ecommerce RECRUITMENT
International recruitment agency for Ecommerce and DTC brands
Hire vetted international ecommerce talent in marketing, creative, and operations at 40% to 60% less than a comparable US hire, in time zones that work with your team.
First interviews in 5 days.
Risk-free model, pay only when you hire.
Successful Placements At Top Brands
Why growing DTC brands outgrow US-only hiring
An international recruitment agency built for consumer brands solves both at once.
US comp packages keep climbing
A senior media buyer or retention lead in the US runs six figures before benefits. Most brands can't add three of them at once.
Offshore VAs miss the context
Staff augmentation and BPO vendors staff generalists who have never touched a Shopify catalog or a paid social account for a DTC brand.
Coordinating across time zones is hard
Hiring abroad yourself means guessing who can work your hours and managing the overlap on your own. We match every hire to the schedule your team actually needs.
International hiring feels risky
Contracts, benefits, and payment across borders stall brands before they start, so the good hire never happens.
You need a teammate, not a seat
Staff augmentation rents you a seat by the month. You need someone who joins the team and owns the outcome.
The talent isn't on job boards
The best international ecommerce operators are already working. Posting a role and waiting for applicants surfaces generalists, not the people who have actually run growth or creative for a DTC brand.
We help DTC and ecommerce brands hire vetted international talent across marketing, creative, and operations, at 40% to 60% less than a US hire and matched to your time zone. Tell us the role and we'll put qualified candidates in front of you within five business days.
First interviews in 5 days. Risk-free model.
How international hiring compares to a US hire
Time to first interview
Timezone overlap with US
Cost vs a comparable US hire
Specialization
How the hire joins your team
English and async communication
Hiring model and risk
Ecommerce roles we source internationally for US ecommerce brands
Every candidate has done the work for a consumer brand.
Marketing and growth
Paid media buyers (Meta, Google, TikTok), email and Klaviyo retention leads, CRO specialists, SEO specialists, lifecycle marketers.
Creative
UGC and short-form video editors, graphic designers, motion designers, brand designers.
Ecommerce operations and CX
Shopify ops managers, supply chain and inventory analysts, logistics coordinators, customer support and CX leads, data entry and catalog specialists.
Tech and data
Full-stack developers, software engineers, QA engineers, DevOps, data analysts. Strong international pool for software development at US-adjacent hours.
Sales and revenue
SDRs, BDRs, account executives for brands with wholesale or B2B arms.
Finance and admin
Bookkeepers, financial analysts, executive assistants, virtual assistants who actually understand ecommerce operations.
How we make international hiring work for ecommerce brands
Hiring across borders only works when the logistics don't get in the way.
We handle sourcing, vetting, and communication so distance stays invisible in the day to day.
Time zone alignment
We source talent in time zones that overlap your workday. When your team is online, so is your hire, so reviews and approvals happen the same day instead of the next.
English proficiency and cultural fit
We vet for fluent, professional English and for the communication habits that make async collaboration with a US team work from week one.
Specialist depth, not generic outsourcing
Nearshore outsourcing and staff augmentation vendors sell hours. We place people who know DTC, from Shopify and Klaviyo to paid social and supply chain.
How we hire international ecommerce talent
1 Client Intake Call
We begin with a structured intake so the role is defined before sourcing starts. That means getting specific about the work: a paid media buyer who owns Meta and Google, a retention lead who lives in Klaviyo, a video editor who cuts for paid social, or a Shopify ops manager who keeps the store running.
We map your current team, your tech stack, and the gaps the hire needs to close. If you already work with a US agency or a fractional lead, we scope the role around what they don't cover.
From scope to comp range, we align on expectations early. You define the outcome you want. We build the hiring profile around it.
2 First Interviews in 5 Days
Within five business days, we present vetted candidates aligned to your brief. Each one is screened with your custom intake questions and evaluated on real ecommerce experience, portfolio or account results, and communication.
We prioritize operators who have done the work for a DTC or CPG brand, not generalists learning ecommerce on your time. Every candidate is checked for fluent English and the async habits that make working across time zones smooth.
You meet qualified talent fast. We hold the quality bar for the entire search.
3 Weekly Refinement
International hiring works best with tight feedback loops. We give you one place to track candidates, feedback, and interview stages so nothing gets lost across time zones.
We run weekly alignment calls and stay in direct contact to recalibrate as your feedback comes in. Each week, we sharpen the profile based on what you saw in the last round.
You focus on judging fit. We adjust the search to land a hire who stays and grows with your team.
4 White-Glove Talent Solutions
We carry the operational load so you can keep running the business. That includes interview scheduling, reference checks, and coordinating paid test projects built around your real challenges, whether that's a product launch, a paid campaign, or a store migration.
We structure the offer and give you current comp benchmarks by role, region, and seniority, so you stay competitive without overpaying. From first interview to signed acceptance, we handle negotiation, timing, and candidate communication.
You own how you employ and pay the hire. We guide you through the options and run the recruiting process end to end.
International ecommerce recruitment case studies
First interviews in 5 days. Risk-free model.
Why ecommerce brands choose our international recruitment services
Ecommerce specialists only
We recruit for DTC and CPG brands and nothing else. Every candidate we send has run the work for a consumer brand, so you skip the ramp time a generalist needs to learn ecommerce. That focus is why our shortlists turn into hires faster.
An active operator network
We source from a vetted network of international ecommerce operators, not job boards or a pile of cold applicants. We know who is good before you need them, which is how first interviews land in five days. You get people already doing this work, not resumes to sort through.
Speed and a risk-free model
First interviews land in five business days, and you pay nothing until you make a hire. Every placement is backed by a replacement guarantee, so the risk of hiring across borders sits with us, not you.
Direct hires, not vendor seats
Your hire joins your team, reports to you, and works your hours. This is direct placement, not staff augmentation or a rented BPO seat, so you build lasting capacity inside the company instead of renting it by the month.
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.
How is this different from nearshore or offshore staffing?
Nearshore and offshore staffing lock you into one region before you've seen a candidate. We start from the role and your preferences, then recruit from wherever the right person is, whether that's Latin America, the Philippines, or elsewhere. Same ecommerce vetting, no region decided for you upfront.
How much can we save hiring international talent versus a US hire?
Brands typically pay 40% to 60% less than a comparable US salary for the same seniority, while keeping quality and communication high
How do you handle payroll, contracts, and compliance for international hires?
You employ and pay the hire directly, in whatever way fits your setup, whether that's a contractor agreement or your own employer of record. Constant Hire is not an EOR and does not run payroll. We guide you on offer structure and comp benchmarks and point you toward the right options, then you own the employment relationship.
How fast can we hire?
You get your first vetted candidates within five business days of the intake call. Most international placements move from search to signed offer in two to four weeks.
What if the hire doesn't work out?
Our model is contingent. You pay nothing until you make a hire, and the placement is backed by a replacement guarantee.
Which roles do you place?
Marketing and growth, creative, ecommerce operations, customer experience, tech and data, sales, and finance. Every candidate has ecommerce or DTC experience, so you're hiring a specialist, not a generic virtual assistant.
Build your international team, starting this week
15-30 minutes • No Obligation • First interviews in 5 days • Contingent model