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We help fashion & lifestyle businesses find people they want to hire, and candidates find a role they want to take.

UK Fashion & Lifestyle Recruitment Agency

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We help fashion & lifestyle businesses and account managers find the people they want to work with.

Fashion & Lifestyle – Account Managers

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire account managers.</p><p>Fashion and lifestyle professionals ask us to help them find account manager opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Account manager recruitment across fashion &amp; lifestyle:</strong> We recruit from Junior Account Manager to Head of Account Management roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Account Manager Recruitment Starts for Different Reasons</h2><p>Businesses recruit account managers to strengthen customer relationships, manage growth or take ownership of increasingly complex accounts.</p><p>Account managers may consider a move because they want larger customers, greater commercial responsibility or more influence over business decisions.</p><p>The starting point changes what we need to understand and explore.</p><h3>What if Key Customer Relationships Are Becoming Harder to Manage?</h3><p>As customer numbers grow, communication can become fragmented and important details can be missed.</p><p>You may be looking for someone who can build stronger relationships, manage customer expectations, coordinate internal teams and provide greater consistency across the account portfolio.</p><h3>What if Growth Is Creating More Commercial Complexity?</h3><p>Growth can increase pressure on delivery schedules, production updates, forecasting, reporting and customer communication.</p><p>You may need someone who can take ownership of key accounts, coordinate multiple stakeholders and maintain confidence across customer relationships as the business expands.</p><h3>What if You&rsquo;re Ready to Take Ownership of Larger Accounts?</h3><p>Many career moves begin with a simple question: what&rsquo;s next?</p><p>That may mean managing larger customers, handling more complex product categories, leading commercial conversations, influencing business decisions, mentoring colleagues or taking responsibility for account growth.</p><p>The next move should support the direction you&rsquo;re trying to take.</p><h3>What if You Want Greater Influence on Commercial Decisions?</h3><p>Some account managers enjoy customer communication but want more involvement in the wider commercial conversation.</p><p>A move may provide the opportunity to work more closely with buying teams, sourcing teams, production functions or senior leadership, helping shape decisions rather than simply communicating them.</p><h2>H2: Account Manager Careers, Responsibilities and Salaries</h2><h3>The Same Account Manager Title Can Mean Different Things</h3><p>Account managers can sit between customers, suppliers, production teams, merchandising functions and commercial departments.</p><p>Depending on the organisation, responsibilities may include customer relationship management, order coordination, delivery updates, forecasting, critical path management, supplier communication, retailer meetings, commercial reporting and account growth.</p><p>Retailers, brands, suppliers and importers organise these responsibilities differently. A supplier may need someone managing retailer relationships and coordinating production updates across several customers. A retailer may place greater emphasis on supplier communication and commercial performance. A brand may focus on wholesale growth, customer development and long-term partnership management.</p><p>The same title can therefore lead to different conversations depending on where responsibility sits within the organisation.</p><h3>Account Manager Responsibilities Change as Careers Progress</h3><p>Account management careers can develop through the following stages:</p><ul><li>Junior Account Manager</li><li>Account Manager</li><li>Senior Account Manager</li><li>Head of Account Management</li></ul><p>As careers progress, responsibility can expand beyond account administration and customer communication into commercial negotiation, customer ownership, team leadership, account growth and wider strategic influence.</p><h3>Account Manager Salaries Reflect Responsibility, Experience and Market Demand</h3><p>Salary expectations are influenced by customer ownership, commercial complexity, product category, location, business size and market demand.</p><p>Typical salary ranges across parts of the UK fashion and lifestyle sector include:</p><ul><li><strong>Junior Account Manager:</strong> &pound;25,000&ndash;&pound;32,000</li><li><strong>Account Manager:</strong> &pound;32,000&ndash;&pound;45,000</li><li><strong>Senior Account Manager:</strong> &pound;45,000&ndash;&pound;60,000</li><li><strong>Head of Account Management:</strong> &pound;60,000&ndash;&pound;90,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Account Manager Recruitment</h2><h3>Understanding What You&rsquo;re Looking For</h3><p>For a business, we start with why you&rsquo;re recruiting and what the account manager needs to contribute: customer structures, account ownership, commercial objectives, reporting lines, product categories, team structure and the complexity of the relationships they will manage.</p><p>For a professional, we explore what you&rsquo;re doing now and what you want next: career ambitions, product interests, customer exposure, commercial responsibility, leadership goals and the type of environment in which you want to contribute.</p><p>A job title or CV gives us information. The conversation gives us the context needed to use it.</p><h3>Finding Account Managers and Opportunities Worth Exploring</h3><p>For clients, what we learn helps us identify account managers whose experience gives us a reason to have a conversation.</p><p>Because account manager responsibilities differ between businesses, we consider experience in the context of the customers, commercial responsibility, product category and where responsibility sits within the organisation rather than relying on title alone.</p><p>For professionals, it helps us identify opportunities that may support what you&rsquo;re looking for next.</p><p>Not every person identified leads to a conversation. Not every opportunity discussed leads to representation.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a>.</p><h3>Before We Make a Recommendation</h3><p>Finding an account manager is not the same as recommending one.</p><p>Every recommendation is shaped by conversations, questions and assessment completed throughout our process. Recommendations reflect what we learn about the position, the organisation, the individual and the circumstances surrounding the decision.</p><p>The opportunity is discussed with the candidate first. We don&rsquo;t represent someone for a role until they have agreed that they want us to do so.</p><p>Read about the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>Clients and Candidates Decide What Happens Next</h3><p>We don&rsquo;t decide who gets hired or who accepts an offer. We make a recommendation. Clients and candidates decide what happens next.</p><p>A client may want to interview, ask questions or not proceed. A candidate may continue, need more information or decide the opportunity isn&rsquo;t for them.</p><p>Where both sides continue, we support interviews, feedback and offer discussions through to the start.</p><p>If either side doesn&rsquo;t want to proceed, we understand why and agree what happens next.</p><h2>FAQ</h2><h3>What Does an Account Manager Do?</h3><p>Account managers help manage customer relationships, coordinate communication, support commercial activity and maintain visibility across orders, deliveries and ongoing account requirements. Responsibilities vary according to the business, customer structure and level of commercial ownership.</p><h3>Do Account Managers Work Closely With Suppliers and Production Teams?</h3><p>Many positions involve regular communication with suppliers, sourcing teams, production functions and logistics partners to coordinate activity, manage updates and keep customers informed.</p><h3>What Helps Account Managers Progress into Senior Positions?</h3><p>Progression can involve greater customer ownership, commercial responsibility, relationship management, negotiation, leadership and responsibility for increasingly complex accounts or teams.</p><h3>Hiring an Account Manager?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Account Manager Opportunity?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><p>&nbsp;</p>

UK Fashion Account Managers Recruitment

Account Managers

We help fashion & lifestyle businesses and buyers find the people they want to work with.

Fashion & Lifestyle – Buyers

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire buyers.</p><p>Fashion and lifestyle professionals ask us to help them find buyer opportunities. We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Buyer recruitment across fashion and lifestyle:</strong> We recruit from Buyer Admin Assistant to Buying Director roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty, and homeware.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Buyer Recruitment Starts for Different Reasons</h2><p>For businesses and buyers, the starting point changes what we need to understand and explore.</p><h3>What if You're Hiring a Buyer for the First Time?</h3><p>Growth or expanding product ranges can create a need for greater buying responsibility. You may need someone to take responsibility for category performance, supplier relationships, product selection, pricing or trading results.</p><p>Understanding where that responsibility will sit helps define the buyer you need.</p><h3>What if You're Replacing an Experienced Buyer?</h3><p>Replacing experience creates a different search from building capability for the future.</p><p>You may want to retain category knowledge and supplier relationships, strengthen the team or bring a fresh perspective. The title may remain the same, while the priorities behind the hire change.</p><h3>What if You're Ready for Greater Responsibility?</h3><p>A buying career move may mean taking responsibility for a larger category, a wider product area, supplier relationships, or a team, or having greater influence over commercial decisions.</p><p>The level of responsibility and business you're joining both matter when considering what comes next.</p><h3>What if Your Current Role No Longer Feels Right?</h3><p>The product category may no longer interest you. The business may be changing direction. You may want broader category exposure, greater commercial influence, a different retail model or another team environment.</p><p>Understanding what you want to change helps define what needs to be different next.</p><h2>Buyer Careers, Responsibilities and Salaries</h2><h3>Buyer Responsibilities Change as Careers Progress</h3><p>Buyer responsibilities vary according to product category, business model, team structure and seniority. Depending on the position, they may include category performance, supplier relationships, sourcing, product development and selection, pricing, planning, trading performance and commercial responsibility.</p><p>Buyer careers can develop through:</p><ul><li>Buyer Admin Assistant</li><li>Buyer Assistant</li><li>Assistant Buyer</li><li>Junior Buyer</li><li>Buyer</li><li>Senior Buyer</li><li>Buying Manager</li><li>Buying Director</li></ul><p>As careers progress, responsibility can expand into category management, supplier management, commercial strategy, leadership and wider business influence.</p><p>The title is a starting point. What the buyer is expected to do tells us more.</p><h3>Buyer Salaries Reflect Responsibility, Experience and Market Demand</h3><p>Salary expectations are influenced by product category, commercial responsibility, business size, location and market demand.</p><p>Typical salary ranges across parts of the UK fashion and lifestyle sector include:</p><ul><li><strong>Buyer Admin Assistant:</strong> &pound;25,000</li><li><strong>Buyer Assistant:</strong> &pound;27,000-&pound;29,000</li><li><strong>Assistant Buyer:</strong> &pound;30,000-&pound;32,000</li><li><strong>Junior Buyer:</strong> &pound;32,000&ndash;&pound;37,000</li><li><strong>Buyer:</strong> &pound;40,000-&pound;50,000</li><li><strong>Senior Buyer:</strong> &pound;75,000+</li><li><strong>Buying Manager:</strong> &pound;80,000+</li><li><strong>Buying Director:</strong> &pound;100,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Buyer Recruitment</h2><h3>Buyer Responsibilities Vary by Role and Business</h3><p>A Buyer title can cover different responsibilities depending on the product category, business model and team around it.</p><p>For a client, we start with what the buyer needs to take responsibility for. That could include category performance, product selection, sourcing, supplier relationships, pricing, planning or trading results. We also need to understand the customer, the team structure and the commercial objectives behind the hire.</p><p>For a buyer considering a move, we look at what you do now and what you want to take on next. A larger category, greater commercial responsibility, different product area, stronger supplier responsibility or a move into management can all change which opportunities make sense.</p><h3>Buyer Experience Isn't Always Directly Transferable</h3><p>Buyer experience does not transfer in the same way across all businesses.</p><p>A retailer may emphasise customer demand, category performance and trading results. A supplier may need someone who can balance product and commercial expectations across customer accounts. A brand may place greater emphasis on product development, sourcing and longer-term category growth.</p><p>Those differences guide where we look, who we speak to and what deserves closer attention. The products someone has worked with, what they have been responsible for and the environment in which they have made decisions can tell us more than their title alone.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a>.</p><h3>Looking Beyond Relevant Buyer Experience</h3><p>Finding a buyer is not enough to make a recommendation.</p><p>We assess what we have learned about the person alongside what the role requires. That can include category knowledge, supplier experience, commercial responsibility, product responsibilities, leadership and the circumstances behind the move.</p><p>We need to believe the buyer and business could work together before making a recommendation.</p><p>The opportunity is first recommended to the candidate. We only represent them to the client with their agreement.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>After We Recommend a Buyer</h3><p>When we recommend a buyer, we explain why.</p><p>The client decides whether they want to meet them. The buyer decides whether they want to continue exploring the opportunity. If both do, we support interviews, feedback, offer discussions and preparation for the start date.</p><p>If either decides not to continue, what we learn can change where the search goes next.</p><h2>FAQs</h2><h3>What's the Difference Between a Buyer and a Retail Merchandiser?</h3><p>Buyers are generally responsible for deciding which products are developed and ranged. Retail merchandisers focus more on planning, forecasting, stock management and trading performance. The two functions work closely together around range planning and commercial performance.</p><p>Compare this role with a <a href="/cm/sectors/retail-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Retail Merchandiser</strong></span></a>.</p><h3>Can Buyers Move Between Sectors or Product Categories?</h3><p>Yes. Transferability depends on the categories involved, product knowledge, supplier experience, commercial responsibilities and the hiring business's needs. Someone may need to demonstrate how their experience translates to a different customer, product, or business context.</p><h3>What Helps Buyers Progress into Senior Positions?</h3><p>Progression is frequently linked to commercial awareness, category responsibility, supplier management, leadership, decision-making and the ability to influence business performance beyond an individual product area.</p><h3>Hiring a Buyer?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Buyer Role?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><p>&nbsp;</p><p>&nbsp;</p>

UK Fashion Buyers Recruitment

Buyers

We help fashion & lifestyle businesses and designers find the people they want to work with.

Fashion & Lifestyle – Designers

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire designers.</p><p>Fashion and lifestyle professionals ask us to help them find designer opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Designer recruitment across fashion and lifestyle:</strong> We recruit from Graduate Designer to Creative Director roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Designer Recruitment Starts for Different Reasons</h2><p>For businesses and designers, the reason for recruiting or moving helps define what needs to be different next.</p><h3>What if Your Product is Starting to Feel Familiar?</h3><p>A collection can continue selling while gradually losing its sense of direction.</p><p>You may need a designer who can bring fresh ideas, challenge established thinking or help product evolve alongside changing customer expectations. Understanding whether you need creative change, commercial consistency or both helps shape the search.</p><h3>What if a Senior Designer is Leaving?</h3><p>Replacing a long-standing designer can mean protecting category knowledge, supplier relationships or a design handwriting customers recognise.</p><p>Alternatively, their departure may create an opportunity to change direction. The job title may remain the same while the expectations of the person replacing them change considerably.</p><h3>What if You're Ready to Influence More Than Product?</h3><p>A designer considering their next move may want ownership of a wider product area, greater involvement in range direction, responsibility for junior team members or more influence over commercial decisions.</p><p>Understanding what you want greater responsibility for helps determine which opportunities are worth exploring.</p><h3>What if Your Ideas Rarely Make it Beyond the Mood Board?</h3><p>A move may be about greater creative ownership, closer collaboration with decision-makers, broader category exposure or seeing more ideas become finished products.</p><p>Knowing what you want to change about your current environment matters as much as knowing the title you want next.</p><h2>Designer Careers, Responsibilities and Salaries</h2><h3>What Does a Designer Do?</h3><p>Designer responsibilities vary according to product category, business model, team structure and seniority.</p><p>They can include trend research, CAD development, colour direction, fabric selection, print creation, range building, sample reviews, supplier collaboration and customer-focused product development.</p><p>Design careers can progress through:</p><ul><li>Graduate Designer</li><li>Junior / Assistant Designer</li><li>Designer</li><li>Senior Designer</li><li>Design Manager</li><li>Head of Design/Creative Director</li></ul><p>As careers progress, responsibilities can extend beyond product creation into range direction, team leadership, customer insight, commercial responsibility and wider business influence.</p><h3>H3: How Much Do Designers Earn?</h3><p>Designer salaries vary according to experience, product category, commercial responsibility, business size, location and market demand.</p><p>Typical salary ranges across parts of the UK fashion and lifestyle sector include:</p><ul><li><strong>Graduate Designer:</strong> &pound;25,000&ndash;&pound;26,000</li><li><strong>Junior/Assistant Designer:</strong> &pound;26,000&ndash;&pound;32,000</li><li><strong>Designer:</strong> &pound;32,000&ndash;&pound;40,000</li><li><strong>Senior Designer:</strong> &pound;40,000&ndash;&pound;60,000</li><li><strong>Design Manager:</strong> &pound;60,000&ndash;&pound;80,000</li><li><strong>Head of Design/Creative Director:</strong> &pound;80,000&ndash;&pound;100,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Designer Recruitment</h2><h3>The Design Remit Matters as Much as the Title</h3><p>We first establish what the designer will be responsible for creating, influencing and owning.</p><p>For a client, that means understanding the product category, customer and team alongside responsibilities such as trend research, CAD development, colour and fabric direction, print, range building, sample reviews and supplier collaboration.</p><p>For a designer, we explore what you create now and what you want greater responsibility for next. That could mean product ownership, creative direction, customer influence, leadership or seeing more of your ideas reach finished product.</p><p>Those differences influence who we find and which opportunities we consider.</p><h3>Designing for a Retailer, Brand or Supplier Can Require Different Experience</h3><p>Where a designer has worked affects the experience we need to consider.</p><p>A supplier working from customer briefs may require designers who can interpret different customer requirements and respond to commercial priorities. A brand may place greater emphasis on product identity and developing a recognisable direction. A retailer may require designers to combine trend awareness with customer understanding, product performance and margin expectations.</p><p>Product categories matter too. Moving between categories can involve different technical requirements, product knowledge and commercial expectations.</p><p>We consider what someone has designed, who they have designed for and the environment in which they have done it.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a>.</p><h3>Creative Experience Alone Doesn't Determine a Recommendation</h3><p>We assess relevant design experience alongside the product, customer, commercial and working context of the role.</p><p>That can include category experience, creative responsibilities, customer understanding, supplier collaboration, commercial awareness and leadership. We also consider what the designer wants from their next move and whether the opportunity provides it.</p><p>Relevant experience does not automatically lead to a recommendation.</p><p>The opportunity is recommended to the designer first. We only represent them to the client with their agreement.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>What Happens After We Recommend a Designer?</h3><p>When we recommend a designer, we explain why we believe they should be considered.</p><p>The client decides whether they want to meet them. The designer decides whether they want to continue exploring the opportunity.</p><p>If both do, we support interviews, feedback, offer discussions and preparation for the start date. If either decides not to continue, what we learn can help determine what happens next.</p><h2>FAQ</h2><h3>What's the Difference Between a Designer and a Product Developer?</h3><p>Designers generally focus on product concept, trend interpretation, aesthetics and range direction. Product developers are typically more involved in product execution, supplier communication, development timelines and moving approved designs towards production.</p><p>Compare this role with a <a href="/cm/sectors/product-developers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Product Developer</strong></span></a>.</p><h3>Can Designers Move Between Product Categories?</h3><p>Yes. Transferability depends on the categories involved, technical requirements, product knowledge, commercial expectations and what the business needs from the role.</p><h3>H3: What Helps Designers Progress into Senior Positions?</h3><p>Progression can involve greater commercial awareness, product and customer understanding, leadership, supplier collaboration and responsibility for range direction and decisions beyond individual products.</p><h3>Hiring a Designer?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Designer Role?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><p>&nbsp;</p>

UK Fashion Designers Recruitment

Designers

We help fashion & lifestyle businesses and garment technologists find the people they want to work with.

Fashion & Lifestyle – Garment Technologists 

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire garment technologists.</p><p>Fashion and lifestyle professionals ask us to help them find garment technologist opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Garment technologist recruitment across fashion and lifestyle:</strong> We recruit from Trainee Garment Technologist to Technical Manager roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Garment Technologist Recruitment Starts for Different Reasons</h2><p>Businesses recruit garment technologists to address product issues, stretched technical responsibility or changing requirements. Garment technologists consider moving for greater responsibility, wider experience or a different technical environment.</p><h3>What if Product Returns Are Starting to Become a Concern?</h3><p>Fit consistency, garment construction and product performance can all contribute to concerns about product returns.</p><p>You may be looking for someone who can strengthen technical standards, improve supplier communication, identify issues earlier in development, or help reduce avoidable quality problems before products reach the customer.</p><h3>What if Technical Ownership Has Become Stretched?</h3><p>As product ranges expand, sourcing becomes more complex, or supplier networks grow, technical responsibilities can become difficult for existing teams to absorb.</p><p>You may need someone who can take ownership of fit approvals, compliance requirements, technical documentation, supplier relationships, or quality standards across multiple categories.</p><h3>What if You're Ready for Greater Technical Responsibility?</h3><p>Many career moves begin with a simple question: What's next?</p><p>That may mean taking ownership of a product category, leading fit sessions, managing supplier relationships, mentoring junior colleagues, influencing technical decisions, or stepping into management for the first time.</p><p>The next move should support the direction you're trying to take.</p><h3>What if You're Solving the Same Problems Repeatedly?</h3><p>Some garment technologists find themselves spending more time reacting to issues than helping prevent them.</p><p>You may want to work earlier in the development process, gain wider category experience or have more influence over technical decisions.</p><h2>Garment Technologist Careers, Responsibilities and Salaries</h2><h3>The Same Garment Technologist Title Can Mean Different Things</h3><p>Garment technologists sit between product development, production, quality and customer experience.</p><p>Depending on the organisation, responsibilities may include fit sessions, specification management, grading, construction guidance, testing, compliance, technical packs, supplier communication, quality approvals and production support.</p><p>Two businesses can recruit a garment technologist and be seeking completely different things. A supplier may need someone who can manage multiple customer standards across different product categories. A retailer may place greater emphasis on fit consistency, returns reduction and customer satisfaction. A brand may focus on product quality, construction standards and supplier collaboration throughout development.</p><h3>Garment Technologist Responsibilities Change as Careers Progress</h3><p>Garment technologist careers often develop through the following stages:</p><ul><li>Trainee Garment Technologist</li><li>Assistant Garment Technologist</li><li>Junior Garment Technologist</li><li>Garment Technologist</li><li>Senior Garment Technologist</li><li>Technical Manager</li></ul><p>As careers progress, responsibility can expand beyond specifications and fit comments into supplier management, quality strategy, compliance oversight, departmental leadership and wider commercial influence.</p><h3>Garment Technologist Salaries Reflect Responsibility, Experience and Market Demand</h3><p>Salary expectations are influenced by product category, technical ownership, sourcing exposure, business size, location and market demand.</p><p>Typical salary ranges across parts of the UK fashion and lifestyle sector include:</p><ul><li><strong>Trainee Garment Technologist:</strong> &pound;25,000</li><li><strong>Assistant Garment Technologist:</strong> &pound;25,000&ndash;&pound;28,000</li><li><strong>Junior Garment Technologist:</strong> &pound;28,000&ndash;&pound;34,000</li><li><strong>Garment Technologist:</strong> &pound;34,000&ndash;&pound;45,000</li><li><strong>Senior Garment Technologist:</strong> &pound;45,000&ndash;&pound;60,000</li><li><strong>Technical Manager:</strong> &pound;60,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Garment Technologist Recruitment</h2><h3>Understanding What You're Looking For</h3><p>For a business, we start with why you're recruiting and what the garment technologist needs to contribute: product categories, sourcing models, supplier relationships, technical challenges, team structure and quality expectations.</p><p>For a professional, we explore what you're doing now and what you want next: career ambitions, product interests, leadership aspirations and the type of technical environment in which you want to contribute.</p><p>A job title or CV gives us information. The conversation gives us the context needed to use it.</p><h3>Finding Garment Technologists and Opportunities Worth Exploring</h3><p>For clients, what we learn helps us identify garment technologists whose experience gives us a reason to have a conversation.</p><p>As garment technologist responsibilities vary between businesses, we consider experience in the context of the product, technical environment and the responsibilities we're recruiting for, rather than relying on title alone.</p><p>For professionals, it helps us identify opportunities that may support what you're looking for next.</p><p>Not every person identified leads to a conversation. Not every opportunity discussed leads to representation.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a>.</p><h3>Before We Make a Recommendation</h3><p>Finding a garment technologist is not the same as recommending one.</p><p>Every recommendation is shaped by conversations, questions and assessment completed throughout our process. Recommendations reflect what we learn about the position, the organisation, the individual and the circumstances surrounding the decision.</p><p>The opportunity is discussed with the candidate first. We don't represent someone for a role until they have agreed that they want us to do so.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>Clients and Candidates Decide What Happens Next</h3><p>We don't decide who gets hired or who accepts an offer. We make a recommendation. Clients and candidates decide what happens next.</p><p>A client may want to interview, ask questions or not proceed. A candidate may continue, need more information or decide the opportunity isn't for them.</p><p>Where both sides continue, we support interviews, feedback and offer discussions through to the start.</p><p>If either side doesn't want to proceed, we understand why and agree what happens next.</p><h2>FAQ</h2><h3>What Does a Garment Technologist Do?</h3><p>Garment technologists support fit, construction, grading, quality, testing, compliance and technical approvals throughout product development and production. Their work helps products perform as intended before they reach the customer.</p><h3>Do Garment Technologists Work Closely with Factories and Suppliers?</h3><p>Yes. Many Garment technologists work directly with suppliers and factories on fit, construction, testing, quality and issues that arise during production.</p><h3>What Helps Garment Technologists Progress into Senior Positions?</h3><p>Technical knowledge matters, but progression can also depend on how well someone manages suppliers, communicates with other teams and takes on greater commercial and leadership responsibility.</p><h3>Hiring a Garment Technologist?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Garment Technologist Role?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p>

UK Garment Technologist Recruitment

Garment Technologists

We help fashion & lifestyle businesses and HR professionals find the people they want to work with.

Fashion & Lifestyle – HR 

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire HR professionals.</p><p>Fashion and lifestyle professionals ask us to help them find HR opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>HR recruitment across fashion and lifestyle:</strong> We recruit from HR Assistant to Head of HR and People leadership roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>HR Recruitment Starts for Different Reasons</h2><p>Businesses recruit HR professionals to support growth, introduce greater structure or help people and managers through organisational change. HR professionals may consider a move because they want broader responsibility, greater leadership exposure or more influence over people decisions.</p><p>For businesses and HR professionals, the starting point changes what we need to understand and explore.</p><h3>What if Your Business Has Outgrown its Existing People Support?</h3><p>Growth can create pressure on managers, founders and teams.</p><p>Informal conversations and processes may no longer provide the structure needed around onboarding, employee relations, policies, communication and workforce planning.</p><p>You may need someone who can introduce greater consistency as the organisation grows.</p><h3>What if Organisational Change is Creating New Challenges?</h3><p>Organisational change can create new demands for HR support.</p><p>A new leadership team, retail expansion, departmental restructuring or changing workforce expectations may require someone who can support managers, guide communication and navigate sensitive situations while change takes place.</p><h3>What if You're Ready to Influence More Than Your Current Position Allows?</h3><p>Career progression in HR can mean taking on broader responsibility and greater influence.</p><p>For some professionals, that involves greater exposure to leadership teams, people management, organisational development or shaping workforce decisions.</p><h3>What if You Want to Work Closer to the Decisions Being Made?</h3><p>Some HR professionals want greater involvement in how organisations develop, communicate and support their people.</p><p>A move may offer the opportunity to contribute earlier, support wider initiatives or work more directly with senior leaders.</p><h2>HR Careers, Responsibilities and Salaries</h2><p>HR responsibilities vary according to the structure, size and priorities of the organisation. Two businesses can recruit someone with the same HR title and expect them to contribute in different ways.</p><h3>The Same HR Title Can Mean Different Things</h3><p>One HR Manager may focus on employee relations, policy development and leadership support. Another may spend more time on recruitment, onboarding, workforce planning and operational people management.</p><p>Retailers, brands, suppliers and importers can also structure HR differently.</p><p>A founder-led brand may require broader responsibility within a lean structure. A larger retailer may require support across stores, head office functions and regional teams. An importer or supplier may involve communication across operational, sourcing and commercial departments.</p><p>The title provides a starting point. The context explains what the position is expected to achieve.</p><h3>HR Responsibilities Change as Careers Progress</h3><p>HR careers can develop through roles including:</p><ul><li>HR Assistant</li><li>HR Coordinator</li><li>HR Advisor</li><li>Senior HR Advisor</li><li>HR Manager</li><li>Senior HR Manager</li><li>Head of HR</li></ul><p>As careers progress, responsibility can extend beyond administration and employee support into leadership partnering, organisational development, workforce planning, management coaching and wider business influence.</p><h3>HR Salaries Reflect Responsibility, Experience and Market Demand</h3><p>Salary expectations are influenced by workforce size, organisational complexity, leadership exposure, location and market demand.</p><p>Typical salary ranges across parts of the UK fashion and lifestyle sector include:</p><ul><li><strong>HR Assistant:</strong> &pound;25,000&ndash;&pound;30,000</li><li><strong>HR Coordinator:</strong> &pound;28,000&ndash;&pound;35,000</li><li><strong>HR Advisor:</strong> &pound;32,000&ndash;&pound;40,000</li><li><strong>Senior HR Advisor:</strong> &pound;40,000&ndash;&pound;50,000</li><li><strong>HR Manager:</strong> &pound;40,000&ndash;&pound;60,000</li><li><strong>Senior HR Manager:</strong> &pound;60,000&ndash;&pound;75,000</li><li><strong>Head of HR:</strong> &pound;75,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Offered salaries must reflect the final contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach HR Recruitment</h2><h3>Understanding What You're Looking For</h3><p>For a business, we start with why you're recruiting and what the HR professional needs to contribute. This can include workforce structure, management challenges, growth plans, employee relations, reporting lines, communication expectations and the purpose of the hire.</p><p>For a professional, we explore what you're doing now and what you want next, including career ambitions, leadership exposure, people management, organisational development, working environment and future responsibilities.</p><p>Because HR responsibilities differ between businesses, we consider experience in the context of workforce structure, organisational complexity, responsibilities and working environment rather than relying on title alone.</p><p>A job title or CV gives us information. The conversation gives us the context needed to use it.</p><h3>Finding HR Professionals and Opportunities</h3><p>For clients, what we learn helps us identify HR professionals whose experience gives us a reason to have a conversation.</p><p>For professionals, it helps us identify opportunities that may support what you're looking for next.</p><p>Not every person identified leads to a conversation. Not every opportunity discussed leads to representation.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a>.</p><h3>Before We Make a Recommendation</h3><p>Finding an HR professional is not the same as recommending one.</p><p>Every recommendation is shaped by conversations, questions and assessment throughout our process. Recommendations reflect what we learn about the position, organisation, individual and circumstances surrounding the decision.</p><p>The opportunity is discussed with the candidate first. We don't represent someone for a role until they have agreed that they want us to do so.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>Clients and Candidates Decide What Happens Next</h3><p>We make the recommendation. Clients and candidates decide what happens next.</p><p>A client may want to interview, ask questions or not proceed. A candidate may continue, need more information or decide the opportunity isn't for them.</p><p>Where both sides continue, we support interviews, feedback and offer discussions through to the start.</p><p>If either side doesn't want to proceed, we understand why and agree what happens next.</p><h2>FAQ</h2><h3>What Does an HR Professional Do?</h3><p>HR professionals support areas including recruitment, onboarding, employee relations, workforce communication, policy implementation, management guidance and organisational development. Their responsibilities depend on the organisation and level of the position.</p><h3>Do HR Roles Differ Between Smaller Brands and Larger Retailers?</h3><p>Yes. Smaller organisations may require broader responsibility across several areas. Larger retailers and group structures can involve greater workforce complexity, multi-site support or more defined HR responsibilities.</p><h3>What Helps HR Professionals Progress into Leadership Positions?</h3><p>Progression can involve greater responsibility for employee relations, workforce planning, management support, organisational development and influencing decisions across an organisation.</p><h3>Hiring an HR Professional?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next HR Opportunity?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><p>&nbsp;</p><p>&nbsp;</p>

UK Fashion HR Recruitment

We help fashion & lifestyle businesses and import merchandisers find the people they want to work with.

Fashion & Lifestyle – Import Merchandisers

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire import merchandisers.</p><p>Fashion and lifestyle professionals ask us to help them find import merchandiser opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Import Merchandiser recruitment across fashion and lifestyle:</strong> We recruit from Trainee Import Merchandiser to Head of Merchandising roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Import Merchandiser Recruitment Starts for Different Reasons</h2><p>For businesses and import merchandisers, the starting point changes what we need to understand.</p><h3>What if Deliveries Are Becoming Harder to Manage?</h3><p>As production volumes increase, so can the complexity surrounding suppliers, factories, critical paths and deliveries.</p><p>What worked with a smaller product range or supplier base may no longer be enough. You may need someone to take greater ownership of production tracking, supplier communication, shipments and delivery planning.</p><p>Understanding where responsibility needs to sit helps define the import merchandiser you need.</p><h3>What if You're Replacing Someone Who Knows How Everything Fits Together?</h3><p>Some import merchandisers become the person everyone relies on.</p><p>They know the suppliers, understand production schedules, spot risks early and keep communication moving. Replacing that knowledge can create a different search from simply filling the same position.</p><p>The title may remain unchanged, while the knowledge you need to replace can alter the priorities behind the hire.</p><h3>What if You're Ready for More Ownership?</h3><p>An import merchandiser career move may mean managing larger production volumes, working with new sourcing regions, taking greater ownership of supplier relationships or moving towards leadership.</p><p>The responsibility you want next helps determine which opportunities are worth exploring.</p><h3>What if Your Current Role Has Become Constant Firefighting?</h3><p>Production problems are part of import merchandising. How much of your role is spent reacting to them can make a difference.</p><p>You may want earlier involvement in production decisions, clearer ownership, different supplier exposure or an environment where you can use your experience differently.</p><p>Understanding what you want to change helps define what needs to be different next.</p><h2>Import Merchandiser Careers, Responsibilities and Salaries</h2><h3>Import Merchandiser Responsibilities Change as Careers Progress</h3><p>Import merchandisers help manage the production journey between product decisions and delivery, coordinating suppliers, factories, critical paths and shipments.</p><p>Depending on the role, responsibilities can include supplier communication, production tracking, shipment coordination, critical path management, sample approvals, purchase orders, freight liaison and delivery planning.</p><p>Careers can develop through:</p><ul><li>Trainee Import Merchandiser</li><li>Assistant / Junior Import Merchandiser</li><li>Import Merchandiser</li><li>Senior Import Merchandiser</li><li>Import Merchandising Manager</li><li>Head of Merchandising</li></ul><p>As careers develop, responsibility can expand from administration and shipment tracking into supplier management, production oversight, leadership and commercial accountability.</p><p>Retailers, brands, suppliers and importers structure import merchandising differently. Some roles concentrate on supplier communication and production tracking. Others work more closely with sourcing, logistics, buying or product development.</p><p>A business managing repeat product through a small supplier base may need something different from one coordinating multiple factories, sourcing regions and delivery schedules.</p><p>The title is a starting point. The production and delivery responsibility behind it tells us more.</p><h3>Import Merchandiser Salaries Reflect Responsibility, Experience and Market Demand</h3><p>Salary expectations are influenced by sourcing complexity, accountability, business size, location and market demand.</p><p>Typical salary ranges across parts of the UK fashion and lifestyle sector include:</p><ul><li><strong>Trainee Import Merchandiser:</strong> &pound;25,000</li><li><strong>Assistant / Junior Import Merchandiser:</strong> &pound;27,000&ndash;&pound;32,000</li><li><strong>Import Merchandiser:</strong> &pound;32,000&ndash;&pound;40,000</li><li><strong>Senior Import Merchandiser:</strong> &pound;40,000&ndash;&pound;50,000</li><li><strong>Import Merchandising Manager:</strong> &pound;50,000&ndash;&pound;75,000</li><li><strong>Head of Merchandising:</strong> &pound;75,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Import Merchandiser Recruitment</h2><h3>Understanding What You're Looking For</h3><p>For a business, we start by understanding why you're recruiting and what you need the import merchandiser to contribute. That may include supplier relationships, sourcing regions, production accountability, critical paths, delivery requirements, team structure and reporting lines.</p><p>For a professional, we want to understand what you're doing now and what you're hoping to find next. That may include supplier exposure, production responsibility, career direction and leadership aspirations.</p><p>A job title or CV gives us information. The conversation gives us the context needed to use it.</p><h3>Finding Import Merchandisers and Opportunities Worth Exploring</h3><p>For clients, we look beyond the title to the production environments, supplier relationships and responsibilities someone has experienced, then decide whether there is a reason to explore the role with them.</p><p>For professionals, we consider opportunities against what you've told us matters about your next move. A relevant title alone doesn't make an opportunity worth pursuing.</p><p>Not every person identified leads to a conversation. Not every opportunity discussed leads to representation.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><strong><span style="text-decoration: underline;">Process</span></strong></a>.</p><h3>Before We Make a Recommendation</h3><p>Before recommending an import merchandiser, we need to understand the role, expectations and individual well enough to explain the recommendation.</p><p>The opportunity is discussed with the candidate first. We don't represent someone for a role until they have agreed that they want us to do so.</p><p>Our recommendation reflects what we have learned through conversation and assessment.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>Clients and Candidates Decide What Happens Next</h3><p>We make a recommendation. Clients and candidates decide what happens next.</p><p>A client may want to interview, ask further questions or decide not to proceed. A candidate may want to explore the opportunity, need more information or decide it isn't for them.</p><p>Where both sides want to continue, we support interviews, feedback and offer discussions through to the person's start.</p><p>If either side doesn't want to proceed, we understand why and agree what happens next.</p><h2>FAQ</h2><h3>What's the Difference Between an Import Merchandiser and a Retail Merchandiser?</h3><p>Import merchandisers focus more on supplier communication, production timelines, shipment coordination and delivery management. Retail merchandisers are generally more involved in forecasting, stock planning, allocation and trading performance.</p><p>Compare this role with a <a href="/cm/sectors/retail-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Retail Merchandiser</strong></span></a>.</p><h3>What Experience do Businesses Look for in Import Merchandisers?</h3><p>Businesses may look for experience managing suppliers, critical paths, production schedules, shipments and delivery commitments. The emphasis depends on the sourcing model, product category, supplier network and production structure.</p><h3>Can Import Merchandisers Move into Other Functions?</h3><p>Yes. Experience can support moves into sourcing, buying, production or supply chain positions. What is transferable depends on the individual's experience, responsibilities and the requirements of the next role.</p><h3>Hiring an Import Merchandiser?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Import Merchandiser Role?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p>

UK Import Merchandisers Recruitment

Import Merchandisers

We help fashion & lifestyle businesses and marketing professionals find the people they want to work with.

Fashion & Lifestyle – Marketing 

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire marketing professionals.</p><p>Fashion and lifestyle professionals ask us to help them find marketing opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Marketing recruitment across fashion and lifestyle:</strong> We recruit from Marketing Assistant to Marketing Director roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Marketing Recruitment Starts for Different Reasons</h2><p>For businesses and marketing professionals, the starting point changes what we need to understand and explore.</p><h3>What if Customer Growth Has Started to Slow?</h3><p>A brand can have strong products, clear positioning and loyal customers, yet still struggle to reach new audiences consistently.</p><p>You may be looking for someone who can strengthen acquisition activity, improve campaign planning, bring greater insight into customer behaviour or connect marketing activity more closely to commercial objectives.</p><h3>What if Marketing Responsibilities Are Spread Across Too Many People?</h3><p>As brands grow, marketing tasks can become fragmented across e-commerce, creative, social media, PR and leadership teams.</p><p>You may need someone who can bring ownership, coordinate activity across channels, manage external agencies or create greater consistency across campaigns and customer communication.</p><h3>What if You're Ready to Take Ownership of Bigger Campaigns?</h3><p>You may have built experience delivering campaigns and now want greater ownership of what happens before, during and after launch.</p><p>That could mean managing larger budgets, leading campaigns, expanding your channel responsibility, taking ownership of customer acquisition or mentoring colleagues. It could also mean stepping into management for the first time.</p><h3>What if You're Looking for Greater Variety or Influence?</h3><p>Your next move may be less about seniority and more about having a broader role in how marketing decisions are made.</p><p>You may want to influence brand direction, work across additional channels, gain greater exposure to e-commerce performance, contribute to growth plans or work more closely with senior leadership.</p><h2>Marketing Careers, Responsibilities and Salaries</h2><h3>The Same Marketing Title Can Mean Different Things</h3><p>Marketing spans customer communication, brand development, e-commerce performance and commercial growth.</p><p>Depending on the organisation, responsibilities may include content creation, campaign management, CRM, paid media, social media, influencer partnerships, PR, SEO, analytics, e-commerce support, customer retention, trade marketing or agency management.</p><p>The title itself provides limited information. The commercial objectives behind the hire provide a clearer picture.</p><h3>Different Businesses Need Different Things</h3><p>Retailers, brands, suppliers, importers, wholesale businesses and DTC organisations organise marketing responsibilities differently.</p><p>A wholesale supplier may place greater emphasis on retailer communication, launch materials and trade marketing. A DTC brand may focus more heavily on acquisition, retention and e-commerce growth. A fashion retailer may require close collaboration with trading, merchandising and buying teams throughout the season.</p><p>The environment shapes the responsibilities and priorities behind the role.</p><h3>Marketing Responsibilities Change as Careers Progress</h3><p>Marketing careers can develop through the following stages:</p><ul><li>Marketing Assistant</li><li>Marketing Executive</li><li>Marketing Manager</li><li>Senior Marketing Manager</li><li>Head of Marketing/Marketing Director</li></ul><p>As careers progress, responsibility can expand beyond campaign delivery into budget ownership, team leadership, customer growth strategy, agency management, commercial planning and cross-functional decision-making.</p><h3>Marketing Salaries Reflect Responsibility, Experience and Market Demand</h3><p>Salary expectations are influenced by channel ownership, commercial responsibility, business size, location and market demand.</p><p>Typical salary ranges across parts of the UK fashion and lifestyle sector include:</p><ul><li><strong>Marketing Assistant:</strong> &pound;24,000&ndash;&pound;28,000</li><li><strong>Marketing Executive:</strong> &pound;28,000&ndash;&pound;38,000</li><li><strong>Marketing Manager:</strong> &pound;40,000&ndash;&pound;60,000</li><li><strong>Senior Marketing Manager:</strong> &pound;60,000&ndash;&pound;80,000</li><li><strong>Head of Marketing/Marketing Director:</strong> &pound;80,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Marketing Recruitment</h2><h3>Understanding What You're Looking For</h3><p>For a business, we start with why you're recruiting and what the marketing professional needs to contribute: customer strategy, channel priorities, team structure, reporting lines, growth objectives, campaign expectations and the commercial context around the role.</p><p>For a professional, we explore what you're doing now and what you want next: career ambitions, working environments, leadership aspirations, channel interests, commercial responsibility and longer-term goals.</p><p>A job title or CV gives us information. The conversation gives us the context needed to use it.</p><h3>Finding Marketing Professionals and Opportunities Worth Exploring</h3><p>For clients, what we learn helps us identify marketing professionals whose experience gives us a reason to have a conversation.</p><p>Because marketing responsibilities differ between businesses, we consider experience in the context of the channels, commercial objectives and responsibilities we're recruiting for rather than relying on title alone.</p><p>For professionals, it helps us identify opportunities that may support what you're looking for next.</p><p>Not every person identified leads to a conversation. Not every opportunity discussed leads to representation.</p><p>Discover how we&nbsp;<span style="box-sizing: border-box; margin: 0px; padding: 0px;">approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a></span>.</p><h3>Before We Make a Recommendation</h3><p>Finding a marketing professional is not the same as recommending one.</p><p>Every recommendation is shaped by conversations, questions and assessment completed throughout our process. Recommendations reflect what we learn about the position, the organisation, the individual and the circumstances surrounding the decision.</p><p>The opportunity is discussed with the candidate first. We don't represent someone for a role until they have agreed that they want us to do so.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>Clients and Candidates Decide What Happens Next</h3><p>We don't decide who gets hired or who accepts an offer. We make a recommendation. Clients and candidates decide what happens next.</p><p>A client may want to interview, ask questions or not proceed. A candidate may continue, need more information or decide the opportunity isn't for them.</p><p>Where both sides continue, we support interviews, feedback and offer discussions through to the start.</p><p>If either side doesn't want to proceed, we understand why and agree what happens next.</p><h2>FAQ</h2><h3>What Does a Marketing Professional Do?</h3><p>Marketing professionals connect brand, customer and commercial objectives. In fashion and lifestyle, responsibilities can span visual storytelling, campaigns, social media, CRM, paid media, PR, analytics, e-commerce and customer retention.</p><h3>Do Marketing Professionals Work Closely with E-commerce Teams?</h3><p>In many organisations, yes. Marketing teams collaborate with e-commerce, trading, merchandising, creative, PR and leadership teams throughout campaign planning and delivery. The level of involvement depends on the business and responsibilities of the role.</p><h3>What Helps Marketing Professionals Progress into Senior Positions?</h3><p>Progression can involve greater campaign and budget ownership, broader channel responsibility, commercial awareness, team leadership, customer understanding and greater influence across functions. The balance depends on the individual's direction and the organisation.</p><h3>Hiring a Marketing Professional?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Marketing Opportunity?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p><p>&nbsp;</p>

UK Fashion Marketing Recruitment

Marketing

We help fashion & lifestyle businesses and ops & support professionals find the people they want to work with.

Fashion & Lifestyle – Operations & Support

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire operations and support professionals.</p><p>Fashion and lifestyle professionals ask us to help them find operations and support opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Operations and support recruitment across fashion and lifestyle: </strong>We recruit Administrators, Coordinators, Executive Assistants, Office Managers, Operations Managers, Finance Managers and other supporting roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</li><li><strong>Understand, find and filter: </strong>We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend: </strong>We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Operations &amp; Support Recruitment Starts for Different Reasons</h2><p>Operations and support professionals help coordinate the administration, operations and finance activities that keep fashion and lifestyle businesses moving.</p><p>Businesses may recruit because someone is leaving, growth is increasing pressure across departments or operational complexity is becoming harder to manage.</p><p>Professionals may be looking for broader responsibility, greater exposure or new career possibilities.</p><p>The title may be the same. The expectations behind it may not.</p><h3>What if Information is Starting to Get Lost Between Teams?</h3><p>An operations and support hire can bring organisation, visibility and coordination across departments, suppliers and customers as a business grows.</p><h3>What if Growth Has Created More Moving Parts Than the Team Can Support?</h3><p>An operations and support hire can coordinate priorities and stakeholders when new customers, product categories, e-commerce activity or larger order volumes increase pressure on the team.</p><h3>What if You're Supporting More Than Your Job Title Suggests?</h3><p>People in support and operations positions can become trusted by teams because they understand how work moves through a business.</p><p>Responsibilities can expand into customer communication, reporting, leadership support, project coordination or finance administration.</p><p>The next move may be about finding a position that recognises the contribution you're already making.</p><h3>What if You're Looking for Wider Exposure Across a Fashion and Lifestyle Business?</h3><p>Operations and support roles can provide exposure across buying, merchandising, e-commerce, wholesale, production, customer operations, finance and leadership teams, creating routes towards wider operational, commercial or management responsibilities.</p><h2>Operations &amp; Support Careers, Responsibilities and Salaries</h2><h3>The Same Operations &amp; Support Title Can Mean Different Things</h3><p>Operations and support positions cover a broad range of activities within fashion and lifestyle retailers, brands, suppliers and importers.</p><p>An Operations Coordinator may support production, logistics and suppliers in one organisation, and customer operations or reporting in another. An Office Manager may support a small leadership team or coordinate multiple departments.</p><p>A growing SME may need someone supporting several departments. A larger organisation may require someone focused on one area.</p><p>The title tells only part of the story. What the organisation expects the position to deliver provides a clearer picture.</p><h3>Operations &amp; Support Careers Can Develop in Different Directions</h3><p>Careers in support, operations and business coordination rarely follow a single path.</p><p>Some people develop through Executive Assistant and Office Manager positions. Others move into operations, customer support, e-commerce, wholesale support, finance administration or wider business coordination.</p><p>Early career positions may include:</p><ul><li>Administrator, Sales Administrator, Wholesale Administrator, Customer Service Administrator, Finance Assistant.</li></ul><p>As responsibility expands, careers may develop towards:</p><ul><li>Coordinator,&nbsp; Executive Assistant, Office Manager, Operations Manager, Finance Manager.</li></ul><p>Career progression depends on the opportunities available within the business.</p><h3>Operations &amp; Support Salaries Reflect Responsibility, Experience and Market Demand</h3><p>Salary expectations vary across operations and support positions. Responsibilities, business size, department, location and commercial ownership all influence salary levels.</p><p>Typical salary ranges across parts of the UK fashion and lifestyle sector include:</p><ul><li><strong>Administrator/Finance Assistant:</strong> &pound;24,000&ndash;&pound;30,000</li><li><strong>Coordinator/Sales Support/Wholesale Support:</strong> &pound;28,000&ndash;&pound;38,000</li><li><strong>Executive Assistant/Office Manager:</strong> &pound;35,000&ndash;&pound;55,000</li><li><strong>Operations Manager/Finance Manager:</strong> &pound;45,000&ndash;&pound;75,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Operations &amp; Support Recruitment</h2><h3>Understanding What You're Looking For</h3><p>For a business, we start with why you're recruiting and what the person needs to contribute: Responsibilities, reporting lines, team structure, operational priorities and how the position connects with other parts of the business.</p><p>For a professional, we explore what you're doing now and what you want next: Current responsibilities, career ambitions, the areas of a business you want exposure to and the environment in which you want to contribute.</p><p>A job title or CV gives us information. The conversation gives us the context to use it.</p><h3>Finding People and Opportunities Worth Exploring</h3><p>For clients, what we learn helps us identify people whose experience gives us a reason to have a conversation.</p><p>Because operations and support responsibilities differ between businesses, we consider experience in the context of the responsibilities, business function and breadth of the position rather than relying on title alone.</p><p>For professionals, it helps us identify opportunities that may support what you're looking for next.</p><p>Not every person identified leads to a conversation. Not every opportunity discussed leads to representation.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a>.</p><h3>Before We Make a Recommendation</h3><p>Finding someone is not the same as recommending them.</p><p>Every recommendation is shaped by conversations, questions and assessment throughout our process. Recommendations reflect what we learn about the position, organisation, individual and circumstances surrounding the decision.</p><p>The opportunity is discussed with the candidate first. We don't represent someone until they have agreed they want us to do so.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>Clients and Candidates Decide What Happens Next</h3><p>We don't decide who gets hired or who accepts an offer. We make a recommendation. Clients and candidates decide what happens next.</p><p>A client may want to interview, ask questions or not proceed. A candidate may continue, need more information or decide the opportunity isn't for them.</p><p>Where both sides continue, we support interviews, feedback and offer discussions through to the start. If either side doesn't proceed, we understand why and agree what happens next.</p><h2>FAQ</h2><h3>What Types of Operations &amp; Support Roles Do You Recruit?</h3><p>We recruit across administration, office support, executive support, operations coordination, wholesale support, customer operations and finance support positions within fashion and lifestyle businesses.</p><h3>Do Operations &amp; Support Responsibilities Vary Between Businesses?</h3><p>Yes. The same title can involve different responsibilities depending on the organisation's scale, structure, and priorities.</p><h3>What Should a Business Define Before Recruiting an Operations &amp; Support Professional?</h3><p>Start with the responsibilities, reporting line, team structure and operational priorities. Similar job titles can carry different expectations, so understanding what the position needs to contribute matters.</p><h3>Hiring for an Operations or Support Position?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Operations or Support Opportunity?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><p>&nbsp;</p>

UK Fashion Ops & Support

Operations & Support

We help fashion & lifestyle businesses and pattern cutters find the people they want to work with.

Fashion & Lifestyle – Pattern Cutters 

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire pattern cutters.</p><p>Fashion and lifestyle professionals ask us to help them find pattern cutter opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Pattern Cutter recruitment across fashion and lifestyle:</strong> We recruit from Trainee Pattern Cutter to Pattern Room Manager roles for brands, retailers, suppliers and importers across fashion, accessories and footwear.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Pattern Cutter Recruitment Starts for Different Reasons</h2><p>For businesses and pattern cutters, the starting point changes what we need to understand and explore.</p><h3>What if Every Fit Session Creates Another Round of Amendments?</h3><p>When the same issues continue appearing across multiple sample rounds, technical teams can find themselves revisiting decisions they thought had already been made.</p><p>You may need a pattern cutter who can identify issues earlier, improve consistency, strengthen fit development or help products move through the development process with fewer interruptions.</p><p>Understanding where the problems are occurring helps define the pattern cutter you need.</p><h3>What if You&rsquo;re Replacing Technical Knowledge Built Over Several Years?</h3><p>A pattern cutter may have helped shape fit standards, grading approaches and ways of working across multiple product categories.</p><p>Replacing that knowledge creates a different search from building new capability. You may need to retain established technical knowledge, or the change may create an opportunity to introduce different experience.</p><p>The title may stay the same. The priorities can change.</p><h3>What if You&rsquo;re Ready for Greater Technical Responsibility?</h3><p>Greater technical responsibility may mean taking responsibility for first patterns, contributing more during product development, mentoring junior colleagues, influencing technical decisions or stepping into leadership for the first time.</p><p>The responsibility you want next helps determine which pattern cutter opportunities are worth exploring.</p><h3>What if You&rsquo;re Solving the Same Problems Repeatedly?</h3><p>Some pattern cutters find themselves spending more time amending garments than influencing the decisions that create those amendments.</p><p>You may want to work earlier in the development process, gain wider product exposure, contribute more to fit decisions or join a team where technical input carries greater visibility.</p><h2>Pattern Cutter Careers, Responsibilities and Salaries</h2><h3>Pattern Cutter Responsibilities Change as Careers Progress</h3><p>Pattern cutters sit between design, fit, product development and production.</p><p>Depending on the organisation, responsibilities may include first pattern creation, grading, fit amendments, digitising, marker work, construction guidance, factory communication, technical problem-solving and support throughout product development.</p><p>Careers can develop through:</p><ul><li>Trainee Pattern Cutter</li><li>Assistant Pattern Cutter</li><li>Pattern Cutter</li><li>Senior Pattern Cutter</li><li>Pattern Room Manager</li></ul><p>As careers progress, responsibility can expand beyond grading and amendments into fit responsibility, technical leadership, workflow management, mentoring and wider involvement in product development decisions.</p><p>Pattern cutting also differs by business. A supplier may need someone who can support multiple customer requirements across different product categories. A retailer may place greater emphasis on fit consistency and customer experience. A brand may focus more heavily on product development, garment construction and collaboration throughout the development process.</p><p>The title helps identify the level. The technical responsibility behind it tells us more.</p><h3>Pattern Cutter Salaries Reflect Responsibility, Experience and Market Demand</h3><p>Typical UK fashion and lifestyle salary ranges include:</p><ul><li><strong>Trainee Pattern Cutter:</strong> &pound;26,000</li><li><strong>Assistant Pattern Cutter:</strong> &pound;26,000&ndash;&pound;30,000</li><li><strong>Pattern Cutter:</strong> &pound;30,000&ndash;&pound;40,000</li><li><strong>Senior Pattern Cutter:</strong> &pound;40,000&ndash;&pound;50,000</li><li><strong>Pattern Room Manager:</strong> &pound;50,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Offered salaries must reflect the final contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Pattern Cutter Recruitment</h2><h3>Understanding What You&rsquo;re Looking For</h3><p>For a business, we start with why you&rsquo;re recruiting and what the pattern cutter needs to contribute: product categories, fit standards, first pattern responsibility, grading, development processes, team structure and technical expectations.</p><p>For a professional, we explore what you&rsquo;re doing now and what you want next: technical responsibility, product exposure, fit responsibility, working environment, career direction and leadership aspirations.</p><p>A job title or CV gives us information. The conversation gives us the context needed to use it.</p><h3>Finding and Assessing Pattern Cutters</h3><p>For clients, we consider product categories, pattern cutting experience, fit responsibilities, first-pattern and grading experience, technical responsibility and working environment before deciding who warrants further assessment.</p><p>Those details matter because two pattern cutters with similar titles may have worked very differently. One may have concentrated on amendments and grading. Another may have created first patterns, influenced fit decisions and worked across the development process. Relevant product experience matters, alongside the responsibility someone has held.</p><p>For professionals, we consider opportunities against the technical responsibility, product exposure and environment you want next.</p><p>Not every person identified leads to a conversation. Not every person we speak with becomes a recommendation.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a>.</p><h3>Before We Make a Recommendation</h3><p>Finding an experienced pattern cutter is not the same as recommending one.</p><p>Before recommending, we need to understand the requirement, expectations and individual well enough to explain why they should consider each other. We assess what someone has done, the responsibility they held and how that relates to what the role requires.</p><p>The opportunity is discussed with the candidate before representation. We don&rsquo;t represent someone for a role until they have agreed that they want us to do so.</p><p>A relevant pattern cutter isn&rsquo;t automatically a recommendation.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>Clients and Candidates Decide What Happens Next</h3><p>We make a recommendation. Clients and candidates decide what happens next.</p><p>A client may want to interview, ask questions or not proceed. A candidate may continue, need more information or decide the opportunity isn&rsquo;t for them.</p><p>Where both sides continue, we support interviews, feedback and offer discussions through to the start. If either side doesn&rsquo;t want to proceed, we understand why and agree what happens next.</p><h2>FAQ</h2><h3>What Does a Pattern Cutter Do?</h3><p>Pattern cutters create, develop and amend patterns used throughout garment development and production. Their work supports fit, grading, garment construction and production readiness before products move into manufacture.</p><h3>Do Pattern Cutters Need CAD Software Experience?</h3><p>Many positions involve systems such as Gerber, Lectra, Optitex or Vetigraph. Requirements vary depending on the organisation, product category and how technical work is structured.</p><p>Manual pattern cutting experience may also remain relevant depending on the role.</p><h3>What Helps Pattern Cutters Progress into Senior Positions?</h3><p>Progression can involve deeper technical knowledge, fit expertise, wider product responsibility, communication and leadership. Senior Pattern Cutters may also mentor colleagues, influence technical decisions and take greater responsibility for how pattern and fit work is managed across the development process.</p><h3>Hiring a Pattern Cutter?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Pattern Cutter Role?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p>

UK Pattern Cutters Recruitment

Pattern Cutters

We help fashion & lifestyle businesses and product developers find the people they want to work with.

Fashion & Lifestyle – Product Developers

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire product developers.</p><p>Fashion and lifestyle professionals ask us to help them find product developer opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Product developer recruitment across fashion and lifestyle:</strong> We recruit from Trainee Product Developer to Product Development Manager roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Product Developer Recruitment Starts for Different Reasons</h2><p>Businesses recruit product developers to address development pressures, supplier relationships or changing responsibilities.</p><p>Product developers consider moving for broader product responsibility, greater supplier involvement or more influence over product decisions.</p><h3>What if Product Development is Starting to Slow Down?</h3><p>A Product developer can help coordinate sample approvals, supplier communication, critical paths and the movement of products towards production when development activity becomes harder to manage.</p><p>As product ranges grow, supplier networks expand, or timelines become more demanding, development activity can become difficult to coordinate across multiple teams.</p><h3>What if Supplier Relationships Need Greater Ownership?</h3><p>A Product developer can take greater ownership of supplier communication, development timelines, approvals and production issues while connecting external suppliers with internal teams.</p><p>You may need someone who can manage development conversations, challenge delays, coordinate approvals, solve production issues and maintain momentum across multiple product launches.</p><h3>What if You're Ready to Take Ownership of More Product Categories?</h3><p>That may mean managing a wider product area, working directly with suppliers, taking responsibility for development timelines, influencing costing discussions, or stepping into a senior position with greater commercial accountability.</p><h3>What if You Want to be Closer to Product Decisions?</h3><p>Some product developers find themselves focused on administration and coordination while having limited influence over the wider development process.</p><p>A move may be driven by the chance to work more closely with design, sourcing, technical or production teams and contribute earlier to the decisions shaping the final product.</p><h2>Product Developer Careers, Responsibilities and Salaries</h2><h3>The Same Product Developer Title Can Mean Different Things</h3><p>Product developers sit between design, garment technology, sourcing, merchandising, suppliers and production teams.</p><p>Depending on the organisation, responsibilities may include supplier communication, sample management, critical path ownership, costing support, development tracking, factory liaison, approvals and production coordination.</p><p>Retailers, brands, suppliers and importers organise product development in different ways. A retailer may place greater emphasis on supplier coordination and critical path management. A supplier may require someone managing multiple customer requirements across several accounts. A brand may focus more heavily on product creation, development ownership and collaboration across internal teams.</p><p>The same title can therefore lead to different conversations depending on where responsibility sits within the organisation.</p><h3>Product Developer Responsibilities Change as Careers Progress</h3><p>Product development careers can develop through the following stages:</p><ul><li>Trainee Product Developer</li><li>Assistant Product Developer</li><li>Product Developer</li><li>Senior Product Developer</li><li>Product Development Manager</li></ul><p>As careers progress, responsibility can expand beyond sample coordination and development administration into supplier management, costing discussions, production ownership, cross-functional leadership and team development.</p><h3>Product Developer Salaries Reflect Responsibility, Experience and Market Demand</h3><p>Salary expectations are influenced by product category, sourcing exposure, supplier responsibility, business size, location and market demand.</p><p>Typical salary ranges across parts of the UK fashion and lifestyle sector include:</p><ul><li><strong>Trainee Product Developer:</strong> &pound;26,000</li><li><strong>Assistant Product Developer:</strong> &pound;27,000</li><li><strong>Product Developer:</strong> &pound;30,000</li><li><strong>Senior Product Developer:</strong> &pound;35,000</li><li><strong>Product Development Manager:</strong> &pound;50,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Product Developer Recruitment</h2><h3>Understanding What You're Looking For</h3><p>For a business, we start with why you're recruiting and what the product developer needs to contribute: product categories, sourcing structures, supplier relationships, development challenges, team structure and commercial expectations.</p><p>For a professional, we explore what you're doing now and what you want next: career ambitions, product interests, supplier exposure, leadership goals and the type of environment in which you want to contribute.</p><p>A job title or CV gives us information. The conversation gives us the context needed to use it.</p><h3>Finding Product Developers and Opportunities Worth Exploring</h3><p>For clients, what we learn helps us identify product developers whose experience gives us a reason to have a conversation.</p><p>Because product developer responsibilities can sit across different parts of the development process, we consider experience in the context of where responsibility sits, the product, supplier relationships and what the position needs to contribute rather than relying on title alone.</p><p>For professionals, it helps us identify opportunities that may support what you're looking for next.</p><p>Not every person identified leads to a conversation. Not every opportunity discussed leads to representation.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a>.</p><h3>Before We Make a Recommendation</h3><p>Finding a product developer is not the same as recommending one.</p><p>Every recommendation is shaped by conversations, questions and assessment completed throughout our process. Recommendations reflect what we learn about the position, the organisation, the individual and the circumstances surrounding the decision.</p><p>The opportunity is discussed with the candidate first. We don't represent someone for a role until they have agreed that they want us to do so.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>Clients and Candidates Decide What Happens Next</h3><p>We don't decide who gets hired or who accepts an offer. We make a recommendation. Clients and candidates decide what happens next.</p><p>A client may want to interview, ask questions or not proceed. A candidate may continue, need more information or decide the opportunity isn't for them.</p><p>Where both sides continue, we support interviews, feedback and offer discussions through to the start.</p><p>If either side doesn't want to proceed, we understand why and agree what happens next.</p><h2>FAQ</h2><h3>What Does a Product Developer Do?</h3><p>Product developers help move products from concept into production. Responsibilities can include supplier communication, sample coordination, development tracking, approvals, costing support and collaboration across design, technical, sourcing and production teams.</p><h3>Can Garment Technologists or Merchandisers Move into Product Development?</h3><p>Yes. Product developers come from a range of backgrounds. Some move from garment technology, bringing technical and construction knowledge. Others move from merchandising, bringing supplier coordination, planning and critical path experience.</p><h3>Do Product Developers Work Directly with Factories and Suppliers?</h3><p>Many positions involve regular communication with suppliers, factories and sourcing offices throughout development, sampling and production stages.</p><h3>Hiring a Product Developer?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Product Developer Role?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p>

UK Product Developers Recruitment

Product Developers

We help fashion & lifestyle businesses and production professionals find the people they want to work with.

Fashion & Lifestyle – Production 

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire production professionals.</p><p>Fashion and lifestyle professionals ask us to help them find production opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Production recruitment across fashion and lifestyle:</strong> We recruit from Production Assistant to Head of Production roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Production Recruitment Starts for Different Reasons</h2><p>Businesses may need greater control across production volumes and suppliers. Production professionals may want more responsibility or earlier influence in the product lifecycle.</p><h3>What if Production Volumes Are Becoming Harder to Manage?</h3><p>As product ranges grow, supplier numbers increase and delivery schedules become more demanding, production activity can become increasingly complex to coordinate.</p><p>You may be looking for someone who can bring greater visibility across production timelines, manage supplier communication, monitor critical paths and help products move through production to delivery with fewer disruptions.</p><h3>What if Supplier Relationships Need Greater Oversight?</h3><p>Production teams often sit at the centre of factory communication, delivery planning and issue resolution.</p><p>You may need someone who can coordinate suppliers, manage expectations, challenge delays and maintain momentum across multiple production schedules.</p><h3>What if You're Ready to Take More On?</h3><p>Taking more on in production can mean managing larger production volumes, working with additional sourcing regions, taking responsibility for supplier relationships or stepping into leadership.</p><h3>What if You Want to Influence Decisions Earlier?</h3><p>Some production professionals want greater involvement in sourcing, development and planning conversations rather than becoming involved once decisions have already been made.</p><p>A move may provide the opportunity to contribute earlier, work more closely with development and technical teams or gain broader visibility across the product lifecycle.</p><h2>Production Careers, Responsibilities and Salaries</h2><h3>The Same Production Title Can Mean Different Things</h3><p>Production professionals can sit between sourcing, product development, suppliers, logistics and commercial teams.</p><p>Depending on the organisation, responsibilities may include supplier communication, production tracking, factory liaison, delivery planning, critical path management, cost control, shipment coordination and issue resolution.</p><p>Retailers, brands, suppliers and importers organise these responsibilities differently. A supplier may need someone coordinating multiple customer requirements across several production schedules. A retailer may place greater emphasis on delivery performance and supplier management. A brand may focus more heavily on product development, sourcing partnerships and production planning.</p><p>The same title can therefore lead to different conversations depending on where responsibility sits within the organisation.</p><h3>Production Responsibilities Change as Careers Progress</h3><p>Production careers can develop through the following stages:</p><ul><li>Production Assistant</li><li>Production Coordinator</li><li>Production Executive</li><li>Production Manager</li><li>Senior Production Manager</li><li>Head of Production</li></ul><p>As careers progress, responsibility can expand beyond administration and production tracking into supplier management, production ownership, leadership, cost control and wider operational influence.</p><h3>Production Salaries Reflect Responsibility, Experience and Market Demand</h3><p>Salary expectations are influenced by supplier responsibility, production complexity, business size, location and market demand.</p><p>Typical salary ranges across parts of the UK fashion and lifestyle sector include:</p><ul><li><strong>Production Assistant:</strong> &pound;25,000&ndash;&pound;28,000</li><li><strong>Production Coordinator:</strong> &pound;28,000&ndash;&pound;35,000</li><li><strong>Production Executive:</strong> &pound;32,000&ndash;&pound;40,000</li><li><strong>Production Manager:</strong> &pound;40,000&ndash;&pound;55,000</li><li><strong>Senior Production Manager:</strong> &pound;55,000&ndash;&pound;70,000</li><li><strong>Head of Production:</strong> &pound;70,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Production Recruitment</h2><h3>Understanding What You're Looking For</h3><p>For a business, we start with why you're recruiting and what the production professional needs to contribute: supplier structures, sourcing models, production challenges, reporting lines, delivery expectations and the complexity of the production activity they will manage.</p><p>For a professional, we explore what you're doing now and what you want next: career ambitions, supplier exposure, sourcing regions, production responsibility, leadership goals and the type of environment in which you want to contribute.</p><p>A job title or CV gives us information. The conversation gives us the context needed to use it.</p><h3>Finding Production Professionals and Opportunities Worth Exploring</h3><p>For clients, what we learn helps us identify production professionals whose experience gives us a reason to have a conversation.</p><p>Because production responsibilities differ between businesses, we consider experience in the context of supplier responsibility, sourcing model, production complexity and where responsibility sits within the organisation rather than relying on title alone.</p><p>For professionals, it helps us identify opportunities that may support what you're looking for next.</p><p>Not every person identified leads to a conversation. Not every opportunity discussed leads to representation.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a>.</p><h3>Before We Make a Recommendation</h3><p>Finding a production professional is not the same as recommending one.</p><p>Every recommendation is shaped by conversations, questions and assessment completed throughout our process. Recommendations reflect what we learn about the position, the organisation, the individual and the circumstances surrounding the decision.</p><p>The opportunity is discussed with the candidate first. We don't represent someone for a role until they have agreed that they want us to do so.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>Clients and Candidates Decide What Happens Next</h3><p>We don't decide who gets hired or who accepts an offer. We make a recommendation. Clients and candidates decide what happens next.</p><p>A client may want to interview, ask questions or not proceed. A candidate may continue, need more information or decide the opportunity isn't for them.</p><p>Where both sides continue, we support interviews, feedback and offer discussions through to the start.</p><p>If either side doesn't want to proceed, we understand why and agree what happens next.</p><h2>FAQ</h2><h3>What Does a Production Professional Do?</h3><p>Production professionals help coordinate supplier activity, production schedules, delivery timelines and communication across the journey from product development through to delivery.</p><p>Responsibilities vary according to the organisation and level of production ownership.</p><h3>Do Production Professionals Work Directly with Suppliers and Factories?</h3><p>Many positions involve regular communication with suppliers, factories, sourcing offices and logistics partners to coordinate production activity, manage updates, resolve issues and support delivery.</p><h3>What Helps Production Professionals Progress into Senior Positions?</h3><p>Progression can involve greater supplier responsibility, production ownership, commercial awareness, leadership and responsibility for increasingly complex production activity, sourcing relationships or teams.</p><h3>Hiring a Production Professional?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Production Opportunity?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p>

UK Fashion Production Recruitment

Production

We help fashion & lifestyle businesses and retail merchandisers find the people they want to work with.

Fashion & Lifestyle – Retail Merchandisers

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire retail merchandisers.</p><p>Fashion and lifestyle professionals ask us to help them find retail merchandiser opportunities.</p><p>We find, assess and recommend people they&rsquo;d want to work with.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Retail merchandiser recruitment across fashion and lifestyle:</strong> We recruit from Merchandising Admin Assistant to Head of Merchandising roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</li><li><strong>Understand, find and filter:</strong> We understand what you&rsquo;re trying to achieve, find people who could help, and filter what we find through that understanding.</li><li><strong>Assess, qualify and recommend:</strong> We assess and qualify who remains before deciding who we&rsquo;re prepared to recommend. We make the recommendation. You decide what happens next.</li></ul><h2>Retail Merchandiser Recruitment Starts for Different Reasons</h2><p>For businesses and retail merchandisers, the starting point changes what we need to understand and explore.</p><h3>What if Stock Availability is Starting to Affect Sales?</h3><p>If stock availability is affecting sales, you may need a retail merchandiser who can improve forecasting, manage intake and reduce stock risk.</p><p>The product may be performing, but stock still needs to be in the right place at the right time. Understanding the commercial challenge helps define the retail merchandiser you need.</p><h3>What if You're Replacing an Established Merchandiser?</h3><p>Replacing experience creates a different search from building a team around future growth.</p><p>You may need to retain category knowledge and planning continuity. Or the change may create an opportunity for different experience or greater commercial ownership.</p><p>The title may stay the same while the priorities behind the hire change.</p><h3>What if You're Ready for Greater Commercial Ownership?</h3><p>Greater commercial ownership can mean responsibility for a larger category, forecasting decisions, greater stock investment, trading discussions or leading others for the first time.</p><p>What you want to take responsibility for next helps determine which retail merchandiser opportunities are worth exploring.</p><h3>What if You're Constantly Reacting Rather Than Planning?</h3><p>Wanting more time to plan can signal that your current merchandising environment needs to change.</p><p>You may want greater influence, planning responsibility, a broader product area or more opportunity to use your commercial experience. Understanding what needs to change helps define what you want next.</p><h2>Retail Merchandiser Careers, Responsibilities and Salaries</h2><h3>What Does a Retail Merchandiser Do?</h3><p>A retail merchandiser manages stock planning, forecasting, intake and trading decisions to help ensure the right product is available at the right time.</p><p>Depending on the role, responsibilities can include:</p><ul><li>Allocation and replenishment</li><li>Forecasting and intake management</li><li>WSSI and OTB planning</li><li>Markdown strategy and trade reporting</li><li>Category performance and stock investment decisions</li></ul><p>Careers can develop through:</p><ul><li>Merchandising Admin Assistant (MAA)</li><li>Merchandising Administrator</li><li>Assistant Merchandiser</li><li>Junior Merchandiser</li><li>Merchandiser</li><li>Senior Merchandiser</li><li>Merchandising Manager</li><li>Head of Merchandising</li></ul><p>As careers develop, responsibility can move from reporting, administration and stock monitoring into forecasting ownership, category performance, commercial decision-making and leadership.</p><p>Retail merchandising differs by business. An ecommerce-led retailer may emphasise trading responsiveness and stock availability. A business managing longer lead times may place greater emphasis on forecasting and intake planning.</p><p>Two people with the same retail merchandiser title can therefore bring different experience.</p><h3>How Much Does a Retail Merchandiser Earn?</h3><p>Retail merchandiser salaries vary by level, product category, commercial responsibility, business size, location and market demand.</p><p>Typical UK fashion and lifestyle salary ranges include:</p><ul><li><strong>Merchandising Admin Assistant (MAA):</strong> &pound;22,600&ndash;&pound;25,000</li><li><strong>Merchandising Administrator:</strong> &pound;23,000&ndash;&pound;27,000</li><li><strong>Assistant Merchandiser:</strong> &pound;27,000&ndash;&pound;33,000</li><li><strong>Junior Merchandiser:</strong> &pound;32,000&ndash;&pound;38,000</li><li><strong>Merchandiser:</strong> &pound;38,000&ndash;&pound;50,000</li><li><strong>Senior Merchandiser:</strong> &pound;50,000&ndash;&pound;65,000</li><li><strong>Merchandising Manager:</strong> &pound;65,000&ndash;&pound;85,000</li><li><strong>Head of Merchandising:</strong> &pound;85,000&ndash;&pound;120,000+</li></ul><p><em>Salary ranges updated August 2026</em></p><p>Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>How We Approach Retail Merchandiser Recruitment</h2><h3>Understanding What You're Looking For</h3><p>For a business, we start with why you're recruiting and what the retail merchandiser needs to contribute. That can include forecasting ownership, planning responsibilities, stock performance, category challenges, team structure and commercial expectations.</p><p>For a professional, we explore what you're doing now and what you want next, including commercial ownership, category responsibility, working environment, career direction and leadership aspirations.</p><p>This gives us the context to decide what to explore.</p><h3>Finding Retail Merchandisers and Opportunities Worth Exploring</h3><p>For clients, we consider someone's categories, trading environments, planning responsibilities and commercial decisions before deciding whether their experience is relevant to the requirement.</p><p>For professionals, we consider opportunities against what matters about your next move. A relevant title alone doesn't tell us enough.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><strong><span style="text-decoration: underline;">Process</span></strong></a>.</p><h3>Before We Make a Recommendation</h3><p>Finding someone is not the same as recommending them.</p><p>We assess what we've learned against what the role requires. For a retail merchandiser, that can include forecasting and planning responsibility, category experience, stock ownership, trading exposure, systems knowledge and commercial decision-making.</p><p>We also consider the environment in which that experience was gained. Managing stock within a fast-moving ecommerce business can create different demands from planning longer lead-time categories or working within a larger merchandising structure.</p><p>Before we're prepared to recommend, we need to understand enough about the role and the individual to explain why they should consider each other.</p><p>The opportunity is discussed with the candidate first. We don't represent someone for a role until they agree that they want us to do so.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h3>What Happens After We Make a Recommendation?</h3><p>We make the recommendation. Clients and candidates decide what happens next.</p><p>Either side can continue, ask questions or decide not to proceed. Where both want to continue, we support interviews, feedback and offer discussions through to the start.</p><p>If either side doesn't want to proceed, we understand why and agree what happens next.</p><h2>FAQ</h2><h3>What's the Difference Between a Retail Merchandiser and an Import Merchandiser?</h3><p>Retail merchandisers generally focus on forecasting, stock planning, allocation, intake and trading performance. Import merchandisers are more closely involved with supplier coordination, production timelines, shipment management and factory communication.</p><p>Compare this role with an <a href="/cm/sectors/import-merchandisers"><span style="text-decoration: underline;"><strong>Import Merchandiser</strong></span></a>.</p><h3>Can Retail Merchandisers Move Between Product Categories?</h3><p>Yes. Transferability depends on the categories involved, planning responsibilities, commercial ownership and what the hiring business needs.</p><p>Differences in customer, product lifecycle, seasonality or category structure can influence whether previous experience transfers.</p><h3>What Skills Help Assistant Merchandisers Progress?</h3><p>Forecasting capability, commercial awareness, numerical analysis and communication can support progression, alongside taking greater ownership of planning and trading decisions.</p><p>Progression also depends on how responsibility is structured within the merchandising team and what the individual has already had the opportunity to own.</p><h3>Hiring a Retail Merchandiser?</h3><p>Start a conversation about what you&rsquo;re looking for. You can either <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Submit a Vacancy&rarr;</strong></span></a> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><h3>Considering Your Next Retail Merchandiser Role?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p>

UK Fashion Retail Merchandisers

Retail Merchandisers

Fashion & Lifestyle Recruitment

<p>Need to recruit someone for your fashion and lifestyle business?</p><p>Encore Recruitment helps brands, retailers, suppliers and importers find and hire people across buying, merchandising, design, technical, product, production, sales, marketing, HR and operations. That includes small businesses and organisations employing thousands of people.</p><p>A job title tells us who to look for. Understanding what your business needs tells us who to recommend.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Recruit the Fashion and Lifestyle roles your business needs:</strong> From junior to senior level across Account Management, Buying, Design, Garment Technology, HR, Import Merchandising, Marketing, Operations &amp; Support, Pattern Cutting, Product Development, Production and Retail Merchandising.</li><li><strong>A recommendation should mean something:</strong> It means we've understood what you need, assessed who could help, and recommended someone we believe you'd want to work with.</li><li><strong>Recruit for the business, not just the vacancy:</strong> The same role can mean something different in a brand, retailer, supplier or importer. What you need the person to do shapes the search.</li></ul><h2>Fashion and Lifestyle Roles We Recruit</h2><p>We recruit across buying, merchandising, design, technical, product, production, sales, marketing, HR and operations, from junior to senior level.</p><p>Each role links to a dedicated recruitment page covering responsibilities, career levels, salaries and how we recruit for that area.</p><ul><li><a href="/cm/sectors/account-managers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Account Manager Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/buyers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Buyer Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/designers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Designer Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/garment-technologists" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Garment Technologist Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/hr" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>HR Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/import-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Import Merchandiser Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/marketing" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Marketing Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/operations-support" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Operations &amp; Support Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/pattern-cutters" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Pattern Cutter Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/product-developers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Product Developer Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/production" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Production Recruitment&rarr;</strong></span></a></li><li><a href="/cm/sectors/retail-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Retail Merchandiser Recruitment&rarr;</strong></span></a></li></ul><h2>Fashion and Lifestyle Businesses We Recruit For</h2><p>Encore Recruitment works with brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.</p><p>Two businesses can recruit for the same role and need different things. A Buyer may be recruited to develop a new category, strengthen an existing range or replace knowledge leaving the business. A Garment Technologist working for a supplier may manage the technical requirements of several retail customers, while a brand may need someone responsible for its own product standards and supplier relationships.</p><p>The reason you're recruiting shapes the search too. Someone may be leaving. Growth may be stretching the existing team. Or you may need experience your team doesn't currently have.</p><p>The title gives the search a starting point. What you need that person to do gives it direction.</p><p>Based in Macclesfield, Cheshire, Encore Recruitment recruits across the UK, including Manchester, Leeds, Leicester, Birmingham and London.</p><h2>How Recruitment Works at Encore</h2><p>Recruitment at Encore Recruitment starts with understanding what you need someone to do. That gives the search direction and helps Encore Recruitment decide who is worth assessing and ultimately recommending you consider for the position.</p><p>Relevant experience gives Encore Recruitment a reason to consider someone. It doesn't automatically make them a recommendation.</p><p>A recommendation should mean something.</p><p>Our Recommendation Standard brings together what we've learned about the business, the role and the person before a recommendation is made. It's part of our Belonging-Driven Recruitment approach: understanding the person, the role and the business, and considering the potential for people to work well and belong.</p><p>Encore Recruitment's involvement continues through the interviews, decisions and onboarding that follow.</p><p>Read <a href="/cm/clients" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Fashion &amp; Lifestyle Recruitment for Clients</strong></span></a> for what working with Encore Recruitment involves, our 5-stage <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a> for the full recruitment journey, or our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a> for the guidelines that sit behind our recommendations.</p><h2>FAQ</h2><h3>Do You Recruit Permanent, Temporary or Contract Roles?</h3><p>Encore Recruitment recruits permanent and fixed-term employees across the UK. Encore Recruitment does not recruit temporary workers.</p><h3>What Are Encore Recruitment's Fees and Terms?</h3><p>Encore Recruitment's fee is 15% of the agreed starting salary up to and including &pound;24,999, and 20% from &pound;25,000. Encore Recruitment invoices on the candidate's start date, with payment due within 14 days.</p><p>A sliding refund scale applies if the person leaves within the agreed period. Encore Recruitment has only issued one refund since October 2020. Encore Recruitment will provide the full terms, including the refund scale, for you to review before the search begins.</p><h3>What Happens Before I Instruct Encore Recruitment?</h3><p>Before a search begins, Encore Recruitment will talk through the role, why you're recruiting and what you need the person to do. We'll explain how Encore Recruitment works and the terms that apply, so you can decide whether you want Encore Recruitment to take the search forward.</p><h3>Looking to Recruit?</h3><p><strong><span style="text-decoration: underline;"><a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener">Submit a Vacancy&rarr;</a> </span></strong>for a role you need to fill, or <span style="text-decoration: underline;"><strong><a href="/cm/contact-us" target="_blank" rel="noopener">Contact Us&rarr;</a></strong></span>. We'll arrange a conversation to understand what you're looking for and whether we can help.</p>

UK Fashion & Lifestyle Sectors

Sectors

How we work in fashion & lifestyle to help businesses and professionals find the people they want to work with.

Our Recruitment Process

<p>Encore Recruitment finds and recommends people for fashion and lifestyle businesses and opportunities for professionals working across the sector.</p><p>The process can start with a client looking for someone, a candidate applying or contacting us about their career, or an opportunity identified through our existing relationships and work.</p><p>Our 5-stage recruitment process is <strong>Discovery</strong>, <strong>Talent Finding</strong>, <strong>Assessment</strong>, <strong>Interview Management</strong> and <strong>Onboarding</strong>. A recommendation sits between Assessment and Interview Management.</p><p><strong>Key Takeaways</strong></p><ul><li>The process can start with a client, a candidate or an opportunity identified through our work.</li><li>Finding someone is not the same as recommending them. Information helps us find; conversation helps us understand.</li><li>A recommendation is made only where we see potential. The opportunity is recommended to the candidate first, and their agreement obtained before they are recommended to the client.</li></ul><h2>Finding People and Assessing Potential</h2><h3>The Discovery Stage</h3><p>Discovery is how we understand what has brought a client or candidate to Encore Recruitment.</p><p>For clients, that means their business, the role, why they are recruiting and what they are looking for. For candidates, it means what has brought them to us and what they are looking for next.</p><h3>The Talent Finding Stage</h3><p>Talent finding is how we identify people and opportunities that could lead to a conversation.</p><p>Applications, targeted searches, existing relationships and ongoing conversations help us find people and opportunities across fashion, accessories, footwear, beauty and homeware.</p><p>Not every application or person identified leads to a conversation. Candidates are contacted where there is a reason to discuss an opportunity with them.</p><p>Explore our primary <a href="/cm/sectors" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Fashion and Lifestyle sectors</strong></span></a>.</p><h3>The Assessment Stage</h3><p>Assessment brings together the information available with what we learn through conversation.</p><p>Relevant experience and skills form part of that assessment, alongside the candidate's circumstances, what they are looking for and what matters to them about an opportunity.</p><p>The question is whether there is potential for the client and candidate to work together.</p><p>Assessment does not always lead to a recommendation. If we do not see potential, we do not recommend.</p><p>For an instructed search, if there is no one to recommend, we discuss what we have found with the client and agree what happens next.</p><h2>Making a Recommendation</h2><p>The opportunity is recommended to the candidate first. It may be the role they applied for or another opportunity identified through the process.</p><p>If the candidate wants to be represented, their agreement is obtained before they are identified or submitted to the client. The candidate can then be recommended to the client.</p><p>Where there is no identified role and there is reason for a proactive client approach, that approach is agreed with the candidate before they are represented.</p><p>Our formal <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a> sets out what must be true before we recommend an opportunity to a candidate and a candidate to a client.</p><p>We make a recommendation. Clients and candidates decide what happens next.</p><h2>What Happens After a Recommendation</h2><h3>The Interview Management Stage</h3><p>Interview management is how we support communication between clients and candidates through interviews, preparation and feedback.</p><p>Not every recommendation leads to an interview. Not every interview leads to an offer. Not every offer leads to a start date.</p><p>Either the client or candidate can say no at any stage. When that happens, the decision is communicated and, where relevant, we agree what happens next. That could mean continuing the search, considering another opportunity or ending that particular process.</p><h3>The Onboarding Stage</h3><p>Onboarding covers the period from an accepted offer to the agreed start date.</p><p>Encore remains in contact with the client and candidate through resignation, the notice period and preparations for starting. If circumstances change, communication continues so both sides can decide what happens next.</p><p>Discover the background of our agency and the values that guide us by exploring <a href="/cm/our-story" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Our Story</strong></span></a>.&nbsp;</p><h2>FAQ</h2><h3>How long does the recruitment process take?</h3><p>Every search is different. Timescales depend on the role, candidate availability and the decisions made throughout the process.</p><h3>Do you speak to every candidate you find?</h3><p>No. Applications and people identified through searches are reviewed first. Candidates are contacted where there is a reason to discuss an opportunity with them.</p><h3>What happens after Encore makes a recommendation?</h3><p>The client and candidate each decide whether to continue. Either can say no at any stage. We communicate decisions and feedback and, where relevant, agree what happens next.</p><h3>Looking to Recruit?</h3><p>Tell us about the role you're recruiting for. The process starts with understanding your business, the role and what you're looking for.</p><p>You can either <a href="/cm/contact-us" target="_blank" rel="noopener"><strong><span style="text-decoration: underline;">Contact Us&rarr;</span></strong></a> or <a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener"><strong><span style="text-decoration: underline;">Submit a Vacancy&rarr;</span></strong></a></p><h3>Considering Your Next Move?</h3><p>You can either <a href="/cm/jobs" target="_blank" rel="noopener"><strong><span style="text-decoration: underline;">View Jobs&rarr;</span></strong></a> or <a href="/cm/candidates/send-cv" target="_blank" rel="noopener"><strong><span style="text-decoration: underline;">Send CV&rarr;</span></strong></a> if you'd like to start a conversation about what you're looking for next.</p><p>&nbsp;</p><p><br /><strong><em>Our Recruitment Process</em></strong></p><p><em>Reviewed: August 2026</em></p>

Our Recruitment Process 

Process

The standards we set ourselves before recommending an opportunity to a candidate or a candidate to a business.

Our Recommendation Standard

<p>Encore Recruitment finds and recommends people for roles across fashion and lifestyle.</p><p>Our Recommendation Standard sets out what we require of ourselves before recommending an opportunity to a candidate and a candidate to a client.</p><p>Anyone recruiting on behalf of Encore Recruitment works to this Standard.</p><h2>What We Require Before Making a Recommendation</h2><h3>Understanding Clients and Candidates</h3><p>Before we make a recommendation, we have spoken to the client and candidate and understand both in relation to the opportunity we are considering.</p><p>Relevant information forms part of that understanding. We do not make recommendations from data alone.</p><h3>Basis for Recommendation</h3><p>We only recommend when what we know and understand gives us reason to believe there is potential for the client and candidate to work together.</p><h3>Recommending the Opportunity First</h3><p>Where there is an identified opportunity, we recommend it to the candidate before recommending the candidate to the client.</p><p>This applies whether it is a role they applied for or another opportunity we identify.</p><h3>Candidate Consent and Representation</h3><p>We do not identify, submit or represent a candidate to a client without their knowledge and agreement.</p><p>Where there is no identified role and we see reason for a proactive client approach, the candidate agrees to that approach before we make it.</p><h2>When We Do Not Recommend</h2><p>If these requirements have not been met, we do not make the recommendation.</p><p>Explore our five-stage <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a> to see how these requirements sit within the way we recruit.</p><p>&nbsp;</p><p>&nbsp;</p><p><strong><em>Encore Recruitment Recommendation Standard</em></strong></p><p><em>Approved by: Lucy Ratoff and Paul Bryce, Co-Founders, Encore Recruitment</em></p><p><em>Published: August 2026 </em>| <em>Reviewed: August 2026</em></p><p>&nbsp;</p>

Recommendation Standard

Encore Recruitment is a 1% for the Planet member. We donate 2% of annual revenue to environmental charities, including Surfers Against Sewage and FareShare.

Our Impact 

<p>Encore Recruitment is a fashion and lifestyle recruitment consultancy.</p><p>From the start, we wanted Encore Recruitment to be a business that contributed beyond profit. Supporting social and environmental organisations has been part of that decision since we began recruiting for the fashion and lifestyle sector in October 2020.</p><h2>Our Commitment</h2><p>Encore Recruitment is a Company Member of <a href="https://www.onepercentfortheplanet.org/" title="1% for the Planet Website" target="_blank" rel="noopener">1% for the Planet</a>, a global network that verifies environmental giving by its members.</p><p>We chose to go further.</p><p>We donate 2% of our yearly revenue to support environmental and social initiatives. Contributing more than 1% feels right to us and aligns with our company values.</p><p>Every role we help fill contributes to this commitment. So when you work with us, whether you're hiring or seeking your next opportunity, you're automatically part of the broader impact our business creates. No extra effort required on your part.</p><h2>Where Our Donations Go</h2><p>We support these three organisations that align with our values and create measurable impact.</p><p>Encore Recruitment is an Ocean Network Member of <a href="https://www.sas.org.uk/" title="Surfers Against Sewage Website" target="_blank" rel="noopener">Surfers Against Sewage</a>. The organisation works to protect oceans, beaches, and waterways from pollution through national campaigns, community programmes, and education initiatives such as <a href="https://plasticfreeschools.org.uk/" title="Plastic Free Schools Website" target="_blank" rel="noopener">Plastic Free Schools</a>. Some of our team have a personal connection to the ocean, which first introduced us to their work.</p><p><a href="https://fareshare.org.uk/" title="FareShare Website" target="_blank" rel="noopener">FareShare</a> redistributes surplus food across the UK to charities and community groups supporting people facing food insecurity. It's work that makes a real difference; good food reaching people who need it rather than going to waste.</p><p>Part of our giving supports the 1% for the Planet. They verify their members&rsquo; giving, help connect businesses with approved environmental partners, and administer the global environmental giving network.</p><p>Our donations have made a tangible difference. Through FareShare, we've helped provide around 16,000 meals for those facing food insecurity. Each &pound;1 donated supplies four meals*. Our support for Surfers Against Sewage aids the Plastic Free Schools movement, which has reached 1.4 million pupils*, educating and empowering young people to act on plastic pollution. 1% for the Planet has approved over $863 million in total environmental donations*.</p><h2>Looking Ahead</h2><p>Our focus today is straightforward: run a responsible business and share the benefits with causes that matter to us.<br />Over time, we're exploring additional ways our work in fashion and lifestyle recruitment could contribute beyond financial support. This could involve how our industry knowledge, relationships, and platform support environmental and social initiatives in the future.</p><h2>Work With Us</h2><p>When you work with Encore Recruitment, you're not just making a hiring or career decision, you're helping to bring about positive environmental and social change. Whether you're looking to start your fashion career or need support in choosing a recruiter, you become part of the wider impact our business creates.</p><h3>Why did Encore Recruitment choose 1% for the Planet?</h3><p>We selected this global network because it offers a straightforward and trustworthy framework for giving. Members commit to donating at least 1% of their revenue, choose the organisations they wish to support, and complete an annual certification process to confirm their donations.</p><h3>Why does Encore Recruitment support FareShare?</h3><p>FareShare tackles a significant issue: valuable food is wasted while many go hungry. The organisation distributes surplus food to charities and community groups that support those experiencing food insecurity across the UK.</p><h3>Why does Encore Recruitment support Surfers Against Sewage?</h3><p>Surfers Against Sewage aims to protect oceans, beaches, and waterways from pollution through nationwide campaigns, community programmes, and educational initiatives like Plastic Free Schools. Some members of our team have a personal connection to the ocean, which initially introduced us to the organisation's work.</p><p>*Figures sourced from the respective organisations. Statistics referenced as at 13 March 2026.</p><p>&nbsp;</p><p>&nbsp;</p>

Our Impact | Encore Recruitment 

Impact

Meet the Encore Recruitment team. Lucy Ratoff and Paul Bryce bring 20+ years fashion and lifestyle recruitment experience. Expert fashion recruiters based in Macclesfield.

Meet the Team Behind Encore Recruitment

<p>Lucy Ratoff, Paul Bryce and Sam Delargy each bring different experience to Encore Recruitment.</p><p>You'll work directly with people who understand the roles, the pressures, and the hiring and career decisions involved.</p><p>We take the time to understand what you're trying to achieve and help you make clear decisions about what happens next.</p>

Meet the Team 

Attach your CV or contact us to find a fashion and lifestyle role you’d want to take.

Send Us Your CV

<p>Want a change? Call us or attach your CV to find a role you&rsquo;d want to take.</p><p>We check your right to work in the UK before we start &mdash; it&rsquo;s how we operate responsibly.</p>

Send Your CV

Refer someone ready for their next move. Share their details and we’ll support them with clarity and confidence into the right fashion or lifestyle role.

Candidate Referral

<p>If you know someone who&rsquo;s ready for a change, you can introduce them here. We&rsquo;ll take it from there.</p>

Candidate Referral | Refer Fashion & Lifestyle Talent

Real stories from people who found what they needed with Encore Recruitment. See how belonging-driven recruitment creates lasting roles and stronger teams.

Testimonials

<h5>Where people like you found what they needed.</h5>

Testimonials | Fashion & Lifestyle Recruitment Experiences

We help fashion and lifestyle candidates find the roles they want to take.

Fashion & Lifestyle Recruitment for Candidates

<p>Encore Recruitment represents people for roles in Fashion and Lifestyle.</p><p>Our clients are brands, retailers, suppliers and importers with permanent and fixed-term roles to fill across the UK.</p><p>If a role could be relevant to you, we'll discuss the opportunity and decide together whether to recommend you to the client.</p><p>We have a Recommendation Standard for doing that.</p><p><strong>Key Takeaways</strong></p><ul><li>We recruit permanent and fixed-term roles across the UK, from entry level to leadership, across fashion, accessories, footwear, homeware and beauty.</li><li>Our Recommendation Standard brings together what we know about you, the role and the business before we make a recommendation.</li><li>We only represent you with your agreement and stay involved with you and the client right up until the start date.</li></ul><h2>Exploring an Opportunity</h2><p>An application, CV or search gives us somewhere to start. Where it leads depends on what we see and what we learn from there.</p><p>People come to Encore Recruitment at different stages of their careers and in different ways. You might be looking for your first role, considering your next move or not have been looking until an opportunity caught your attention.</p><p>Experience, skills, education, progression and potential can all tell us something. Our knowledge of Fashion &amp; Lifestyle roles, career paths and businesses helps put those signals into context.</p><p>Where that starting information leads isn't always predictable. The role that first connects us might be the one we discuss, or something we see could point towards another opportunity or business.</p><p>When there's something to discuss, conversation takes us beyond the data. What you've done matters, and so does what you've learned from it, what interests you and what you might want to do next. You get to understand more about the opportunity, the business and why we thought it could be relevant.</p><p>Explore the primary <a href="/cm/sectors" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Fashion and Lifestyle sectors</strong></span></a> we recruit for.</p><h2>Recommending and Representing You</h2><p>We recommend the opportunity to you before we recommend you to the client.</p><p>A conversation gives both of us the chance to consider whether to continue. If you're interested and we're prepared to make the recommendation, you decide whether you want Encore Recruitment to represent you. Your details are only submitted with your agreement.</p><p>There isn't always a live vacancy involved. Sometimes what we know about you gives us reason to think your experience could be relevant to particular businesses. We may agree together to approach them, initially without identifying you. If a conversation develops with a client, we'll come back to you before it goes any further.</p><p>Read the guidelines behind our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h2>Deciding What Happens Next</h2><p>If the client wants to meet, an interview gives you both more information and another decision to make. Further interviews, feedback and conversations can confirm what you thought at the start or change it.</p><p>When both sides want to proceed, Encore Recruitment stays involved through the offer, resignation, notice period and preparation for joining. If either side decides not to continue, we'll talk about what happened and agree what, if anything, makes sense next.</p><p>Starting a new role can close one recruitment process without closing the relationship.&nbsp;</p><p>Backed by over 25 years of UK fashion and lifestyle recruitment experience, our team builds long-term industry relationships.</p><p>Some of the people we work with have known us for many years, long before Encore Recruitment was founded. And we've represented people again at different stages of their careers, including people who have also become clients.</p><p>Discover how we approach our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a>.</p><h2>FAQs</h2><h3>What happens when I apply for a role?</h3><p>We review your application against the role and other relevant opportunities. Every applicant receives a response; we'll contact you if there's something to discuss.</p><h3>Will you send my details to a client without asking me?</h3><p>No. We only represent you with your agreement. Initial proactive approaches are anonymous, and personal details are only shared after you agree.</p><h3>What happens if this role isn't right for me?</h3><p>We'll discuss what we've learned and agree what happens next, whether that's another opportunity, staying in touch or exploring the market together.</p><h3>Considering Your Next Role?</h3><p>Start a conversation about where you&rsquo;d like to go. You can either <a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs&rarr;</strong></span></a><strong>&nbsp;</strong>or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p><p>&nbsp;</p><p>&nbsp;</p>

UK Fashion & Lifestyle Candidates

Candidates

Tell us who you’re hoping to find, and we’ll let you know when the right person appears. Fashion and lifestyle talent alerts from Encore Recruitment.

Hear About New Talent

<p>Tell us what kind of person you&rsquo;re hoping to find, and we&rsquo;ll let you know when the right one appears.&nbsp;</p>

Talent Alerts | Find Fashion & Lifestyle Talent First | Encore Recruitment

Talent Alert

Share what you need and we’ll help shape it into a role someone will want to stay in. Submit your vacancy to Encore Recruitment to find lasting fashion talent.

Submit a Vacancy

<p>Tell us what you&rsquo;re looking for, and we&rsquo;ll help you shape it into a role someone will want to stay in.</p>

Submit a Vacancy | Hire Fashion & Lifestyle Talent | Encore Recruitment

We help fashion and lifestyle businesses find people they want to hire.

Fashion & Lifestyle Recruitment for Clients

<p>Encore Recruitment finds and recommends people for the roles our fashion and lifestyle clients need to fill.</p><p>We have a Recommendation Standard for doing that.</p><p><strong>Key Takeaways</strong></p><ul><li>We recruit permanent and fixed-term employees across the UK for brands, retailers, suppliers and importers across fashion, accessories, footwear, homeware and beauty.</li><li>Our Recommendation Standard brings together the business, the role and the person before we make a recommendation.</li><li>We stay involved with clients and candidates right up until the start date.</li></ul><h2>Representing Your Business</h2><p>When you ask Encore Recruitment to recruit for you, you're trusting us to represent your business and the role to people you may want to hire. What we learn about your business, why you're recruiting and what you're looking for shapes how we present the opportunity.</p><p>Candidates are deciding whether the opportunity is right for them too. They want to understand what they're being asked to consider, why it could be relevant to them and whether they want to take the conversation further.</p><p>That understanding also informs who we look for and the conversations we have with them.</p><p>Explore our primary <a href="/cm/sectors" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Fashion and Lifestyle sectors</strong></span></a>, or review the detailed breakdown of our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Process</strong></span></a> to see how Encore Recruitment works once we're instructed.</p><h2>Finding and Recommending People</h2><p>We find people for your role and decide who we believe you should consider.</p><p>Encore Recruitment is built on over 25 years of UK fashion and lifestyle recruitment experience across different sectors, functions and corporate structures.</p><p>That experience informs where we look, who we speak to and what we look for when we do.</p><p>Skills and experience give us a starting point when we're looking at someone. Conversations give us more: What they've done, what they want next, what interests them about the opportunity and what they could bring to it.</p><p>A search can involve a lot of people who you never see. Some aren't right for the role. Some aren't interested. Others become more interesting as we learn more.</p><p>That work happens while you're getting on with running your business. You don't need to see everyone we've found or spoken to. You need people worth considering for the role you need to fill.</p><p>Our Recommendation Standard brings together what we've learned about your business, the role and the person. It applies both ways: Whether we're prepared to recommend the candidate for the role, and the role to the candidate.</p><p>We only share a candidate's details with their knowledge and agreement.</p><p>Sometimes we won't have someone we're prepared to recommend. If that happens, we'll tell you what we've learned and revisit the search with you. That could mean continuing, reconsidering part of the brief or agreeing another way forward.</p><p>Read the guidelines behind our <span style="text-decoration: underline;"><strong><a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener">Recommendation Standard</a></strong></span>.</p><h2>Supporting What Happens Next</h2><p>We stay involved with you and the candidate while you both decide whether to continue through the process, right up until the start date.</p><p>Interviews, feedback and further conversations give both sides more information. Questions come up, and perspectives can change. The hiring decision remains yours, and the career decision remains the candidate's.</p><p>When both sides want to proceed, Encore Recruitment stays involved through the offer, resignation, notice period and preparation for joining.</p><p>While a start date closes that recruitment cycle, it doesn't necessarily close the relationship.</p><p>Some of our client relationships go back nearly 20 years, long before Encore Recruitment was founded in 2020. Since Encore Recruitment was founded, 90% of our clients have instructed us more than once <em>(as at August 2026)</em>.</p><h2>FAQ</h2><h3>How do you decide who to recommend?</h3><p>Our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a> brings together what we know about the business, the role and the person. We use it to decide whether we're prepared to recommend a role to a candidate, or a candidate for a role.</p><h3>What happens if you don't recommend anyone?</h3><p>Not every search results in a recommendation. If we don't have someone we're prepared to recommend, we'll tell you what we've learned and agree what happens next. That could mean continuing the search, revisiting the brief, pausing or taking a different approach.</p><h3>What happens after you recommend someone?</h3><p>You decide whether you want to progress the candidate, and the candidate decides whether they want to continue. Encore Recruitment stays involved with both sides through the decisions that follow and right up until the start date.</p><h3>Have a Role to Fill?</h3><p>If you're recruiting a permanent or fixed-term role in fashion and lifestyle, tell us about the role. We'll arrange a conversation to understand what you're looking for and whether Encore Recruitment can help. You can either <span style="text-decoration: underline;"><strong><a href="/cm/clients/submit-a-vacancy" target="_blank" rel="noopener">Submit a Vacancy&rarr;</a></strong></span> &nbsp;or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us&rarr;</strong></span></a></p>

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Last Updated On 15-Nov-2024. Effective Date 15-Nov-2024

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<p><strong>Privacy Policy </strong></p><p>Last Updated On 15-Nov-2024</p><p>Effective Date 15-Nov-2024</p><p>This Privacy Policy describes the policies of Encore Recruitment Limited, 31 Great King Street, Cheshire SK11 6PL, United Kingdom of Great Britain and Northern Ireland (the), email: Lucy.Ratoff@encorerecruitment.co.uk, phone: 07795 978730 on the collection, use and disclosure of your information that we collect when you use our website ( www.encorerecruitment.co.uk ). (the &ldquo;Service&rdquo;). By accessing or using the Service, you are consenting to the collection, use and disclosure of your information in accordance with this Privacy Policy. If you do not consent to the same, please do not access or use the Service.</p><p>We may modify this Privacy Policy at any time without any prior notice to you and will post the revised Privacy Policy on the Service. The revised Policy will be effective 180 days from when the revised Policy is posted in the Service and your continued access or use of the Service after such time will constitute your acceptance of the revised Privacy Policy. We therefore recommend that you periodically review this page.</p><p><strong>Information We Collect: </strong></p><p>We will collect and process the following personal information about you:</p><ul><li>Name</li><li>Email</li><li>Mobile</li><li>Social Media Profile</li><li>Address</li><li>Work Address</li><li>CV</li><li>Passport</li><li>Visa</li></ul><p><strong>How We Collect Your Information: </strong></p><p>We collect/receive information about you in the following manner:</p><ul><li>When a user fills up the registration form or otherwise submits personal information</li><li>Interacts with the website</li><li>From public sources</li></ul><p><strong>How We Use Your Information: </strong></p><p>We will use the information that we collect about you for the following purposes:</p><ul><li>Marketing/ Promotional</li><li>Creating user account</li><li>Testimonials</li><li>Customer feedback collection</li><li>Support</li><li>Administration info</li><li>Manage user account</li></ul><p>If we want to use your information for any other purpose, we will ask you for consent and will use your information only on receiving your consent and then, only for the purpose(s) for which grant consent unless we are required to do otherwise by law.</p><p><strong>How We Share Your Information: </strong></p><p>We will not transfer your personal information to any third party without seeking your consent, except in limited circumstances as described below:</p><ul><li>Data collection &amp; process</li></ul><p>We require such third party&rsquo;s to use the personal information we transfer to them only for the purpose for which it was transferred and not to retain it for longer than is required for fulfilling the said purpose.</p><p>We may also disclose your personal information for the following: (1) to comply with applicable law, regulation, court order or other legal process; (2) to enforce your agreements with us, including this Privacy Policy; or (3) to respond to claims that your use of the Service violates any third-party rights. If the Service or our company is merged or acquired with another company, your information will be one of the assets that is transferred to the new owner.</p><p><strong>Retention Of Your Information: </strong></p><p>We will retain your personal information with us for 90 days to 2 years after users terminate their accounts or for as long as we need it to fulfil the purposes for which it was collected as detailed in this Privacy Policy. We may need to retain certain information for longer periods such as record-keeping / reporting in accordance with applicable law or for other legitimate reasons like enforcement of legal rights, fraud prevention, etc. Residual anonymous information and aggregate information, neither of which identifies you (directly or indirectly), may be stored indefinitely.</p><p><strong>Your Rights: </strong></p><p>Depending on the law that applies, you may have a right to access and rectify or erase your personal data or receive a copy of your personal data, restrict or object to the active processing of your data, ask us to share (port) your personal information to another entity, withdraw any consent you provided to us to process your data, a right to lodge a complaint with a statutory authority and such other rights as may be relevant under applicable laws. To exercise these rights, you can write to us at Lucy.Ratoff@encorerecruitment.co.uk. We will respond to your request in accordance with applicable law.</p><p>You may opt-out of direct marketing communications or the profiling we carry out for marketing purposes by writing to us at Lucy.Ratoff@encorerecruitment.co.uk.</p><p>Do note that if you do not allow us to collect or process the required personal information or withdraw the consent to process the same for the required purposes, you may not be able to access or use the services for which your information was sought.</p><p>&nbsp;</p><h1 class="cookie-policy-h1">Cookie Policy</h1><p>Effective Date: 15-Nov-2024 <br />Last Updated: 15-Nov-2024</p><p>&nbsp;</p><h5>What are cookies?</h5><div class="cookie-policy-p"><p>This Cookie Policy explains what cookies are and how we use them, the types of cookies we use i.e, the information we collect using cookies and how that information is used, and how to manage the cookie settings.</p><p>Cookies are small text files that are used to store small pieces of information. They are stored on your device when the website is loaded on your browser. These cookies help us make the website function properly, make it more secure, provide better user experience, and understand how the website performs and to analyze what works and where it needs improvement.</p></div><h5>How do we use cookies?</h5><div class="cookie-policy-p"><p>As most of the online services, our website uses first-party and third-party cookies for several purposes. First-party cookies are mostly necessary for the website to function the right way, and they do not collect any of your personally identifiable data.</p><p>The third-party cookies used on our website are mainly for understanding how the website performs, how you interact with our website, keeping our services secure, providing advertisements that are relevant to you, and all in all providing you with a better and improved user experience and help speed up your future interactions with our website.</p></div><h5>Types of Cookies we use</h5><div class="cky-audit-table-element"></div><p>&nbsp;</p><h5 style="margin-bottom: 20px;">Manage cookie preferences</h5><p><a class="cky-banner-element">Cookie Settings</a></p><div><p>You can change your cookie preferences any time by clicking the above button. This will let you revisit the cookie consent banner and change your preferences or withdraw your consent right away.</p><p>In addition to this, different browsers provide different methods to block and delete cookies used by websites. You can change the settings of your browser to block/delete the cookies. Listed below are the links to the support documents on how to manage and delete cookies from the major web browsers.</p><p>Chrome: <a target="_blank" href="https://support.google.com/accounts/answer/32050" rel="noopener">https://support.google.com/accounts/answer/32050</a></p><p>Safari: <a target="_blank" href="https://support.apple.com/en-in/guide/safari/sfri11471/mac" rel="noopener">https://support.apple.com/en-in/guide/safari/sfri11471/mac</a></p><p>Firefox: <a target="_blank" href="https://support.mozilla.org/en-US/kb/clear-cookies-and-site-data-firefox?redirectslug=delete-cookies-remove-info-websites-stored&amp;redirectlocale=en-US" rel="noopener">https://support.mozilla.org/en-US/kb/clear-cookies-and-site-data-firefox?redirectslug=delete-cookies-remove-info-websites-stored&amp;redirectlocale=en-US</a></p><p>Internet Explorer: <a target="_blank" href="https://support.microsoft.com/en-us/topic/how-to-delete-cookie-files-in-internet-explorer-bca9446f-d873-78de-77ba-d42645fa52fc" rel="noopener">https://support.microsoft.com/en-us/topic/how-to-delete-cookie-files-in-internet-explorer-bca9446f-d873-78de-77ba-d42645fa52fc</a></p><p>If you are using any other web browser, please visit your browser&rsquo;s official support documents.</p></div><p class="cookie-policy-p">Cookie Policy Generated By <a target="_blank" href="https://www.cookieyes.com/?utm_source=CP&amp;utm_medium=footer&amp;utm_campaign=UW" rel="noopener">CookieYes - Cookie Policy Generator</a>.</p>

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Co-founder of Encore Recruitment. Lucy brings 20 years of fashion and lifestyle recruitment experience, helping people and brands find where they belong.

<p>Lucy Ratoff is Co-Founder and Recruitment Director of Encore Recruitment.</p><p>She has worked in fashion and lifestyle recruitment for more than 20 years, helping brands, retailers and suppliers build their teams, while supporting professionals throughout their careers.</p><p>Lucy is known for listening carefully, communicating clearly and taking the time to understand what people are trying to achieve before making a recommendation.</p><p>Over the years, Lucy has built long-term relationships that continue across different businesses, roles and career stages, with clients becoming candidates and candidates becoming clients.</p><p>Her experience has helped shape the Encore Recruitment Recommendation Standard, which guides how recommendations are made across the business today.</p><p>Outside of work, Lucy can usually be found at the horse riding stables or unwinding with something wonderfully trashy on TV.<br /><br /></p>

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