Hire an Ecommerce Merchandising Manager for your DTC brand

Right now your collection pages and onsite search belong to three people who all have other jobs. We place the operator who owns them.

First interviews in 5 business days. Contingent model.

Successful placements at top ecommerce and consumer brands

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What does an ecommerce merchandising manager do?

An ecommerce merchandising manager is the operator who owns what a shopper sees and in what order, so a DTC brand converts more of the traffic it already pays for. That means merchandising strategy across assortment and collection pages, onsite search and category ranking, product data quality, the promo calendar, and sell-through against margin targets. On a DTC brand the job sits between growth, ops and creative, and the scoreboard is conversion rate, average order value and what share of online sales come in at full price.

The retail version of this title is about physical display, while the digital commerce version runs on sell-through reports and search data. A strong hire reads a sell-through report, decides which SKUs deserve the top of a collection page this week, then fixes the product data keeping the rest out of onsite search results, and does it again next week.
Constant Hire Team

Which merchandising title you are hiring for

Four titles, four different jobs, and comp ranges that overlap by more than $40,000.
Most mis-hires here start with a job description that describes two of them at once.

Site merchandising is the narrower scope. It covers the storefront itself: search results, sorting and filters, recommendations, category page sequencing, product content. A merchandising manager usually owns all of that plus the commercial decisions above it, including assortment, pricing input, promo planning and markdown. If your problem is that the right products are not surfacing on your ecommerce website, hire a site merchandiser. If your problem is that nobody decides which products to push, hire the manager.

Visual merchandiser is a creative title with roots in store display, and the ecommerce version leans on Photoshop and layout more than analysis. Useful hire, different hire. Brands searching for a visual merchandiser and interviewing for margin ownership tend to end up disappointed on both sides.
  • Execution tier

    Ecommerce merchandiser / merchandising specialist

    Owns

    Executing collection updates, product data entry, promo setup

    Reports to

    Merchandising or ecommerce manager

    Hire this when

    You have the strategy and need hands on the platform

  • Storefront scope

    Site merchandising manager

    Owns

    Onsite search, filters, recommendations, category sequencing, product content

    Reports to

    Ecommerce or digital director

    Hire this when

    Products exist but shoppers cannot find them

  • Full commercial scope

    Ecommerce merchandising manager

    Owns

    All of the above plus assortment, promo calendar, markdown, sell-through

    Reports to

    Head of Ecommerce or Director of Merchandising

    Hire this when

    Nobody owns which products get pushed

  • Creative scope

    Ecommerce visual merchandiser

    Owns

    Imagery, layout, on-site creative presentation

    Reports to

    Creative or brand lead

    Hire this when

    Presentation is the gap and someone else already owns margin

  • Inventory scope

    Merchandise planner / buyer

    Owns

    Buy quantities, open-to-buy, inventory commitments

    Reports to

    Merchandising or supply chain lead

    Hire this when

    You are over-bought and need open-to-buy discipline

  • Leadership tier

    Director / Head of Merchandising

    Owns

    The function, the team, the margin number

    Reports to

    Founder, COO or CEO

    Hire this when

    Merchandising needs a seat in planning, not a task list

First interviews in 5 business days. Contingent model.

Why DTC brands stall on this hire

The title means four things

Post "merchandising manager" and you get store merchandisers, wholesale buyers and visual designers in the same pipeline. Screening burns weeks before anyone realizes the req was ambiguous.

Nobody owns the collection page

Growth owns traffic, creative owns assets, ops owns inventory. The decision about which products appear where falls between them and gets made by whoever has time.

Onsite search runs on platform defaults

Shoppers who use the search bar convert 2.5 times better than shoppers who only browse, and most brands leave relevance, synonyms and zero-result handling exactly as the platform shipped them. Nobody is watching what those searches return.

Discounting becomes the only lever

When no one owns merchandising strategy against margin, promo depth is the only tool left to hit an online sales number. Every point of sitewide discount comes straight off gross margin, and it compounds across the year.

Retail experience does not transfer cleanly

A merchandiser from a 400-door retailer has often never touched Shopify, a product feed or an onsite search config. The commercial instinct is real, the digital commerce fluency often is not.

Comp expectations are unanchored

Published averages for this title range from $76K to $109K depending on the source. Offers built off the wrong benchmark either lose the candidate or overpay for the wrong scope.

Most brands hire a merchandiser and get a visual designer.
We place ecommerce merchandising managers who own assortment, onsite search and margin.

First interviews in 5 business days. Contingent model.

What an ecommerce merchandising manager owns

Use this to scope the role before you write the job description.
If your must-haves are spread across all three columns, you are describing two hires.

Core scope

Always owns

  • Assortment and collection page strategy
  • Onsite search relevance and category ranking
  • Product data quality, attributes and taxonomy
  • Promo calendar execution across the ecommerce site
  • Sell-through, markdown and full-price mix
  • Weekly trade reporting on conversion rate and average order value
  • The customer journey from collection page to product page

Often owns

  • Category page SEO and product page conversion
  • Pricing input and bundle construction
  • Demand and forecasting inputs to ops
  • New product launches on-site
  • Onsite search and recommendation vendor management

Sometimes owns

  • Buying and open-to-buy
  • Marketplace and shopping feed management
  • Retail media and sponsored placement
  • Retail or wholesale assortment

The revenue this role controls

Most brands treat merchandising as maintenance work, which is why onsite search and product data sit unowned on brands doing $30M in online sales.

01

Onsite search and product discovery

44% of revenue, from 24% of visitors
2.5x conversion vs. browse-only shoppers
58% of desktop sites rate mediocre or worse on product lists and filtering

Constructor analyzed 609 million searches worth $9.8 billion in revenue across 113 retail sites. In health and beauty, searchers accounted for 57% of revenue.

Most sites are not set up to capture that, which makes onsite search the weakest part of the customer experience on brands that spend heavily to get shoppers there in the first place. Baymard Institute scored product list and filtering across more than 170 leading ecommerce sites and found 78% of mobile implementations rated mediocre or worse.

02

Margin and promo discipline

57% median gross margin, 11 public DTC brands
8-10 pts annual blended margin given up at 30% sitewide peak promo

Promo depth comes straight off gross margin. In the promo models we build with clients, a brand running 30% sitewide during peak gives up 8 to 10 points against a full-price competitor.

Somebody has to decide which SKUs carry the discount and which hold price. On most brands under $50M we work with, nobody does.

03

Product data as a discovery surface

393% growth in AI-referred retail traffic, Q1 2026
53% more revenue per visit than non-AI traffic
70-80% machine readability score for retail category pages

What those systems read is structured product data, and Adobe's own visibility benchmark puts retail category pages well short of legible.

Product feeds, attributes and taxonomy used to be housekeeping. They are now a distribution channel feeding both SEO and AI-assisted discovery, and they sit inside the merchandising job.

Budget is moving with it. In Algolia's survey of 1,100 B2C retail decision makers, 45% of US respondents planned to increase search spending in 2026 and 61% planned to implement agentic AI within twelve months. The person who runs it is the hire.

What skills a great ecommerce merchandising manager has

Our recruiters screen for the working skill set. The title on the resume tells you almost nothing here.

01

Sell-through and margin literacy

Analytical skills show up here first: reads a sell-through report and decides what to push, hold, bundle or mark down. Knows what a promo costs in gross margin before proposing it.

02

Onsite search and taxonomy fluency

Has configured search relevance, synonyms, redirects and category ranking on a live ecommerce website. Watches zero-result rates and fixes them.

03 Most often missed

Product data and feed hygiene

Treats attributes, variants and structured product content as revenue infrastructure. Understands why a missing attribute removes a SKU from both onsite search and AI-assisted discovery.

04

Promo and markdown modeling

Builds the promo calendar against inventory position and margin, and can defend it with break-even math rather than instinct.

05

Platform and tooling depth

Fluent on Shopify Plus, with working knowledge of Magento and Salesforce Commerce Cloud. Comfortable in the analytics, CRM and PIM layer, and in the automation that keeps large product catalogs current.

06

Operating rhythm across teams

Runs a weekly trade meeting that growth, ops and creative attend. Pairs analytical skills with enough credibility to get a merchandising strategy executed by people who do not report to them.

What separates a good merchandising manager from a great one

A good merchandising manager A great one
Collections Keeps collection pages current and promos live on time Sequences collections against margin and inventory, and can show what the sequencing earned
Reporting Reports conversion rate and average order value weekly Explains which merchandising decision moved them and what they will change next week
Product data Fixes product data when someone flags a problem Runs a product data standard, so the problems stop reaching the flag stage Our first interview filter Ask how they found their last data problem. Great hires found it in a report. Good hires were told.
Platform Knows the platform Knows which platform limitations are costing revenue and has a workaround or a business case

How a merchandising manager strengthens your existing team

One hire, three teams that stop guessing.

Growth stops betting on the wrong SKUs

Paid traffic lands on collection pages built around what converts and holds margin, refreshed weekly against live sell-through. Media spend gets pointed at products that can carry it.

Ops gets a real demand signal

Promo plans and assortment decisions arrive before the buy, when they can still change the order quantity. Forecasting inputs come from someone who knows what is being pushed.

Creative briefs come from data

Asset requests get prioritized by sell-through and by which products are underexposed on-site. Creative stops working from whoever asked loudest.

How we hire ecommerce merchandising manager

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3

1 Client Intake Call

We define the role before sourcing. That means deciding whether you need a site merchandising manager, a full-scope merchandising manager, a director who owns the function, or a fractional lead to build the system first.

We map it against your current team, your platform and your revenue stage, then agree on what this hire owns and what stays with growth, ops and creative. Most mis-hires in merchandising trace back to a job description that skipped this step.

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2 First Interviews in 5 Days

Within five business days you are interviewing pre-vetted merchandising candidates matched to the scope we agreed on, not a list of everyone with the title.

Each one has run merchandising for a consumer brand, so you are assessing judgment rather than checking whether they know what a collection page is. You get our notes on where each candidate is strong and where they will need support, before the call.

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3 Weekly Refinement

We review what landed and what missed after every round, then adjust the profile. Merchandising reqs shift once you see real candidates: the brand that opened wanting assortment ownership often realises the urgent gap is onsite search, or the reverse.

That is normal, and the process is built for it. You get a weekly read on pipeline, market feedback on your comp band, and a revised profile when the brief moves.

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4 White-Glove Talent Solutions

Offer structure, current comp benchmarks for the scope, negotiation and close. Published averages for this title disagree by more than $30,000, so we benchmark against what candidates at this scope are actually accepting.

We manage timing, competing offers and the counter, then stay in it through onboarding until the hire is in seat and sticking. You pay nothing until that happens.

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Case Studies - Recent ecommerce placements

MTRX Media hired its first dedicated Head of Operations in 20 days from kickoff, after Constant Hire reset both the profile and the budget and opened the search outside the US.We placed an operations leader out of the service-business world, hired to own capacity forecasting, productivity standards, and cost discipline across MTRX's pods.

Read Case Study

Constant Hire placed a senior ecommerce and CRO leader to own Mycube Safe's website and build a structured experimentation program against conversion on its highest-price safes.

Read Case Study

Placed a Director of Growth & Marketplaces to bring Super Natural Snacks' proven European business into the U.S. market, with full ownership of Amazon and TikTok Shop performance.

Read Case Study

Placed a Head of Performance Creative to replace a brand-focused leader with a true direct response expert capable of scaling creative performance across a $1M+/month Meta advertising program.

Read Case Study

Placed a Performance Marketing Director to take ownership of paid media, transition the business away from agency management, and accelerate DTC ecommerce growth.

Read Case Study

Placed a Fractional CFO to help Simply Nootropics strengthen its financial infrastructure, manage international operations, and support its path toward $100M in revenue.

Read Case Study

Placed a VP of Operations to help lead the expansion and relocation of Nysonian’s manufacturing operations as the company scaled across multiple brands.

Read Case Study

Placed a Director of Ecommerce to own DTC and Amazon after a leadership transition. The hire restarted momentum following a period of organizational disruption.

Read Case Study

Placed a VP of Growth to lead paid acquisition, full-funnel strategy, and performance marketing infrastructure for MyCube Safe's next phase of DTC growth.

Read Case Study

Placed a VP of Ecommerce Growth to lead DTC, Amazon, and emerging ecommerce channels as RAW Nutrition scaled beyond its strong retail foundation.

Read Case Study

Placed a VP of Growth to lead all digital marketing efforts across DTC and Amazon, with full ownership of revenue, margin, and performance.

Read Case Study

Partnered with FilterBuy to build out a multi-functional growth team across creative, performance marketing, analytics, and new product development.

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Placed a Chief Marketing Officer from Constant Hire’s existing network of off-market talent, helping Luma Nutrition scale its creative engine and paid social performance.

Read Case Study

Placed a Chief Growth Officer for ARMRA after a 12-month search, identifying a growth leader with experience scaling 9-figure brands.

Read Case Study

Placed an Ecommerce Manager to support Shopify optimization, retention strategy, and conversion rate improvements for HigherDOSE’s growing DTC operation.

Read Case Study

After 12 years building one of America’s most loved fruit brands, The Peach Truck needed a Head of Brand to carry forward the founder’s unique “it factor.”

Read Case Study

Hollow Socks scaled fast with a VP of Operations to streamline backend systems and a Creative Strategist to scale direct-response creatives.

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We hired Lunchbox Festival Packs their first Head of Marketing in under 3 weeks.

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Ditching their previous recruiter to find a COO to scale their 8-figure brand

Read Case Study

First interviews in 5 business days. Contingent model.

Constant Hire vs. the alternatives

Constant Hire Retail & fashion staffing agencies Generalist recruiter In-house hiring
Time to first interview 5 business days Several weeks Several weeks Months, plus your own hours
Specialization DTC and ecommerce only Store, wholesale and seasonal retail Any industry, any function Whatever your team already knows
Candidate pool A database of vetted DTC and ecommerce operators, including merchandising candidates who are not applying anywhere Store merchandisers, wholesale buyers, day-rate creatives Job board applicants Inbound applicants and referrals
Hiring model Contingent. Pay nothing until you hire someone who sticks Contingent or day-rate contract Contingent, often with a retainer Your salary cost and your time
Roles best fit Site and digital merchandising through Director and Head of Merchandising at DTC brands Store merchandising, wholesale buying, visual display High-volume, low-specificity roles Junior roles with a large local pool
Ecommerce depth We have built merchandising and ecommerce teams for 7, 8 and 9-figure DTC brands Deep in physical retail, thin on ecommerce platforms Rarely distinguishes site merchandising from visual merchandising when screening Depends entirely on who is hiring
Risk You pay on placement, and only for the scope you approved You pay the retainer or day rate regardless of outcome Retainer with no ecommerce vetting Cost of a mis-hire plus the months lost

Why DTC brands work with Constant Hire

We recruit for DTC and ecommerce, nothing else

Every candidate we present has held the role at a consumer brand. You skip the ramp time a generalist needs to learn how ecommerce operations actually run.

We know what the role really is

We scope merchandising before we source, so you are not screening store merchandisers for a digital commerce job. That is the difference between a five-day shortlist and a five-week false start.

Active network, not job boards

We maintain relationships with merchandising and ecommerce operators who are not applying to anything. The strongest merchandising candidates we place are not on the market when we reach them.

Risk-free model

No retainer and no upfront fee. You pay nothing until you make a hire that sticks.

Book a Strategy Call

First interviews in 5 business days. Contingent model.

What DTC experts are saying about us.

Constant Hire successfully filled the role within 30 days, showcasing their efficiency. Their collaborative and understanding approach, coupled with good project management and clear communication, made them stand out. They delivered on time, meeting all expectations.
Mike Tzavlas ^hoto
Mike Tzavlas
Sr. Manager of Talent Acqusition, ARMRA
Gotta give a massive shoutout to Connor. He helped me find some incredible people to join our small/nimble DTC brand team.
If you're looking for a bad ass recruiter for roles like Head of Growth, Director of Performance Creative, Ops, he's your guy.
Client photo
Zack Stuck
CEO, Homestead
I absolutely love working with the hiring manager from the Constant hire team. The tone of their voice is like "I got this - you don't have to worry anymore."
Moiz Ali
CEO, Native
I was impressed by their professionalism and experience with hiring creative strategists
Andrew Case Photo
Andrew Case
CEO, Surround Sound
The entire team truly cared about finding the right fit for our company, and they didn't stop until we were satisfied
Randy Ginsburg Photo
Randy Ginsburg
Founder, Third Wall Creative
I am very appreciative of the Constant Hire team for helping me land such a good opportunity and have nothing bad to say about the team. I would recommend them to anyone who is looking for the right fit for their team.

Read more
Michael O'Brien
Filterbuy

First interviews in 5 business days. Contingent model.

Ecommerce merchandising manager recruitment FAQs

What does an ecommerce merchandising manager do?

An ecommerce merchandising manager owns what a shopper sees and in what order. That covers assortment and collection strategy, onsite search relevance, product data quality, the promo calendar, and sell-through against margin targets. On a DTC brand the role sits between growth, ops and creative, and the scoreboard is conversion rate, average order value and what share of online sales come in at full price.

How much does an ecommerce merchandising manager make in 2026?

A full-scope manager at a DTC brand lands between $82K and $148K, depending on revenue stage and whether assortment and margin sit inside the role. Glassdoor puts the average at $109,401 and Salary.com at $106,780. ZipRecruiter's $76,665 average runs low because it pulls coordinator-level postings in under a manager title. Specialists start near $56K, and director-level searches get benchmarked individually.

How is an ecommerce merchandising manager different from a site merchandiser?

Site merchandising covers the storefront itself: search results, filters, recommendations, category sequencing and product content. A merchandising manager owns all of that plus the commercial decisions above it, including assortment, pricing input, promo planning and markdown. Hire the site merchandiser when products exist but shoppers cannot find them. Hire the manager when nobody decides which products get pushed.

Do you place merchandisers from retail or wholesale backgrounds?

When the digital fluency is there. A merchandiser from a 400-door retailer often brings real commercial instinct and has never configured onsite search, touched a product feed or run product catalogs on Shopify. We screen for the working skill set rather than the resume title, so retail and wholesale candidates come through when they can show ownership of an ecommerce website.

Which platforms and tools do your candidates know?

Shopify Plus is the baseline. Most have working knowledge of Magento or Salesforce Commerce Cloud, onsite search and recommendation platforms, category page SEO, and the analytics, CRM and PIM layer that keeps large product catalogs current. Screening also covers the analytical skills side: whether a candidate can read a sell-through report and defend a promo plan with break-even math.

How long does it take to hire an ecommerce merchandising manager?

First interviews inside 5 business days, with searches typically closing in about 44 days from intake to accepted offer. Generalist and in-house processes for this role usually run weeks longer, and most of that time goes to screening the wrong pipeline. Deciding between site merchandising, full-scope merchandising and a fractional lead before sourcing removes that delay.

Find your next
ecommerce merchandising manager

Tell us the scope and we will have candidates in front of you in five business days.

15–30 minutes • No obligation • First interviews in 5 business days • Contingent model