We help consumer brands find and secure the people they need, from specialist head office hires to senior leaders.
You might know exactly who you need. You might have a role that has grown beyond one person, a gap in the team or an advert that hasn’t brought you the right people.
We help you get clear on the hire, search the relevant market and manage the process through to the person joining your business.
Start with what your business needs.
A specialist you’re missing.
Ecommerce, CRM, growth, buying, planning, product or operations. We help define what the person needs to own and where the relevant experience is likely to sit.
A leader for the next stage.
Someone who can set direction, make decisions and work effectively with the founder and team. We explore the scale of the job and the experience it will take to do it well.
Support across several hires.
When recruitment keeps coming back onto your to-do list, an ongoing partnership can give you a team that already understands the business and its priorities.
You don’t need a finished job description to start the conversation.
The roles we recruit.
Ecommerce & Digital
Ecommerce Managers, Heads of Ecommerce, Digital Trading Managers and digital experience specialists.
Marketing & Growth
Growth leaders, Performance Marketing Managers, CRM and Loyalty specialists, Brand Managers, and roles across content, social, community and partnerships.
Buying, Planning & Merchandising
Buyers, Merchandise Planners, Merchandisers and leaders responsible for ranges, stock and trading performance.
Design & Product
Apparel and accessories designers, technical apparel specialists, garment technologists, graphic designers, product developers and production specialists.
Operations & Supply Chain
Operations Managers, Heads of Operations, supply chain, logistics and customer experience leaders.
Executive & Senior Leadership
CEOs, General Managers, Managing Directors and senior functional leaders across commercial, marketing, product, operations and finance.
Not sure exactly who you need? We can help shape the role before the search begins.
Let’s scope your roleHow we work.
We get clear on who you actually need.
We start with the business and the work.
What needs to change? What will this person own? What experience matters, and what could they learn? What will make someone successful in your team?
Together, we work through the responsibilities, salary, working arrangements and priorities. We also establish what makes the opportunity worth considering for someone who already has a good job.
That gives the search a clear direction from the start.
We map the market and approach people directly.
Direct approaches, market mapping, referrals and our network sit at the centre of our searches.
We identify relevant businesses, teams and individuals, looking at where someone could have built the experience you need. That includes adjacent sectors and less obvious backgrounds where the skills transfer.
We use specialist search tools, LinkedIn Recruiter and our recruitment database to research the market and reach relevant people.
Advertising can support that work. We keep searching beyond the people who apply.
We know how to get the conversation started.
Finding a name is only the beginning. Getting a good person interested takes an understanding of what matters to them.
We learn your brand, its strengths and the reality of the role, so we can talk about it with credibility. The opportunity to build something. Greater ownership. A product they care about. A different kind of challenge.
Our approaches give people a specific reason to be curious. The conversations that follow help them understand the opportunity properly, including the expectations and challenges.
We represent your business with the care you would want from someone making that first introduction.
We assess properly and build your shortlist.
We explore what each person has actually done, how they work, why they would move and whether the opportunity makes sense for both sides.
We discuss salary, availability, working arrangements and other recruitment processes early. We stay close to their interest and keep the wider pipeline moving as the search develops.
The aim is a shortlist of three or four well-assessed people you can confidently spend time meeting.
You get clear profiles, relevant evidence and any important considerations upfront. Your interviews can focus on the questions that will help you make the decision.
You meet the shortlist. We manage the moving parts.
We coordinate interviews, prepare candidates, gather feedback and manage the offer conversations.
You know where things stand, what needs your input and what happens next. Candidates stay informed and engaged throughout.
We work with you to keep the process focused and responsive, giving you the best chance of securing the person you want.
We stay close through the transition.
Once an offer is accepted, we stay involved through resignation, notice and the start date, then check in as the person settles into the business.
We want to understand how the hire is working out and help bring any concerns into the open early.
The combination of speciality and the scale/depth of experience we required made suitable applicants particularly difficult to locate.
Russell's approach is to develop a deep understanding of the business and, more importantly, the culture, in order to match candidates.
Ultimately, we found an amazing team member.
Russell's professionalism, communication cadence, attention to detail, and grasp of commercial realities were all appreciated throughout the process.
A clear picture of the people you’re meeting.
Your shortlist should tell you more than a CV can. We bring together career experience and the detail from our conversations: what someone has delivered, how they work, why they would move and the practical points you need to know.
We also put care into how your opportunity is presented. A considered role profile helps interested candidates understand the brand, the responsibilities and what joining the business would actually involve.
Throughout the search, you know what is progressing, where we need your input and what happens next.
Recruitment that fits your business.
Executive Search
From 20%*
For senior and executive leadership appointments where a dedicated search is the best approach.
We work through the leadership brief, map the relevant market and approach potential candidates directly. Assessment focuses on their experience, judgement and ability to deliver what your business needs.
The scope, search commitment and payment stages are agreed before we begin.
Includes a 12-month replacement guarantee, subject to the agreed terms.
Specialist Recruitment
From 15%*
Our core recruitment service for businesses hiring head office specialists and managers.
We manage the process from briefing and candidate search through to assessment, interviews and offers. You give us the role exclusively, so we can take ownership of the search and candidate process.
The placement fee is payable when your chosen candidate signs their employment contract.
Includes a 6-month replacement guarantee, subject to the agreed terms.
Long-Term Partnerships
Enquire about pricing
For businesses looking for ongoing recruitment support and a partner who knows the team, the brand and the hiring plans.
We build an arrangement around the support you need, combining an ongoing retainer with reduced placement rates. That can include hiring priorities, role scoping, salary discussions and advice on your recruitment approach.
When you engage us to manage a search, we take care of sourcing, screening and the recruitment process. We agree the scope of ongoing advice and managed searches at the outset.
*Percentage fees are calculated on the successful candidate’s first-year base salary plus superannuation. GST is added to the recruitment fee. The agreed terms set out the payment and replacement arrangements for your search.
A $120,000 base salary plus 12% super gives a first-year package of $134,400. At a 15% fee, recruitment costs $20,160 plus GST. For specialist recruitment, the placement fee is payable when the successful candidate signs their employment contract.
Russell has been great to deal with across a number of different roles and his help in finding the perfect candidate has been invaluable. He takes the time to really understand the business' needs and has always presented high-quality candidates for us to consider. I've always appreciated his persistence and determination to find the right candidate for the role - both in terms of skills and culture fit. His communication is exceptional - he is brilliant at keeping everyone informed across the entire recruitment process which makes for both a great candidate and client experience.
A few things you might want to know.
01Do we need a finished job description?
No. We can start with what needs to happen in the business and help work through the responsibilities, priorities and experience the role needs.
02Do you only recruit for fashion brands?
No. We work across consumer brands, including fashion, activewear, beauty, wellness, home and accessories. Our focus is the head office people who help those businesses operate and grow.
03Do you advertise the role?
Advertising can be part of the search. We also map the market, approach people directly and use our relationships and referrals to reach people who may never see an advert.
04How long will the search take?
That depends on the role, the market and the practical requirements. We discuss the likely timetable at the outset and keep you informed as the search develops.
05Can you help if we have several hires coming up?
Yes. We can talk through the hiring plan and whether an ongoing partnership makes sense for the support and recruitment you need.
06What if a placement does not work out?
Your agreed terms explain the replacement arrangements for the search, including the applicable period and conditions. We talk those through before work begins and stay involved as the person joins and settles in.
Let’s talk about the hire you need to make.
Tell us what is happening in the business and where you need help. We can work through the role from there.
Talk to Russell