Hiring in E-commerce

• Merchandising and buying

  Assortment, pricing and inventory decisions.

  Merchandising managers · Buyers and planners · Site merchandisers · Inventory and demand planners

• Growth and performance marketing

  Paid, organic and marketplace acquisition.

  Growth marketers · Performance marketing managers · SEO and organic leads · Marketplace advertising specialists

• Retention and lifecycle

  Post-purchase revenue and loyalty.

  Lifecycle/CRM marketers · Retention managers · Loyalty programme leads · Email/SMS specialists

• E-commerce operations

  Platform, fulfilment and site operations.

  E-commerce operations managers · Platform/technical leads · Fulfilment and logistics coordinators · CRO and site-experience specialists

• Leadership

  Cross-functional ownership of the e-commerce P&L.

  Heads of e-commerce · VPs of digital / DTC · General managers (channel or region)

• Channel and marketplace fit

  DTC store, marketplaces, wholesale and retail media each require distinct evidence. Our rubric captures the channels actually owned and the results measured.

• Category and margin context

  Apparel, beauty, home, consumables and hardgoods have different unit economics. We capture category and margin context so shortlists match your operating reality.

• Full-funnel ownership

  Growth, merchandising, retention and CX often overlap. Rubrics per seat surface the specific stage of the funnel the candidate actually owned.

• Platform and stack fluency

  Shopify Plus, Salesforce Commerce Cloud and headless builds each reward different operating experience. Platform history is captured so migrations aren't staffed on the wrong assumption.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For e-commerce, these are the signals that carry weight:

• Channel and marketplace rubric per role
• Category and margin context captured
• Funnel-stage ownership from the CV

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.