Google analytic

Message

One Percent for the Planet

Image

Surfers Against Sewage Ocean Network Member

Accreditation logos

Title

additional.title

Message With Localization

<p><a href="/cm/privacy">Privacy Policy</a><a href="/cm/sitemap">Sitemap </a></p>

Bottom Menu

Manageable Content With Localization

<p>&copy; Encore Recruitment Limited<br />Company Number: 12682952<br />VAT Number: 357 2069 89</p>

Copyright message

Default Picture

<p>Thank you, your request has been sent.</p>

Message has been successfully sent

Footer Background

VSection

<a href="mailto:info@encorerecruitment.co.uk" target="_blank" rel="noopener">info@encorerecruitment.co.uk</a>

Email

Footer Logo Hyperlink

Sectors

Our Story

Clients 

Candidates 

View Jobs

Knowledge Hub

Contact Us

Phone

Captcha

Send CV

<p><a href="https://www.recruiterweb.co.uk" title="RecruiterWEB" target="_blank" rel="noopener"> Recruitment website by www.recruiterweb.co.uk</a></p>

Website Design Message

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

Home

Site Page with WYSIWYG Text

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>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>recruitment 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>recruitment 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>recruitment 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>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

Recruitment services for trainee garment technologists and fashion businesses across the UK.

Trainee Garment Technologists

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire trainee garment technologists as part of their wider <a href="/cm/sectors/garment-technologists" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>garment technologist recruitment</strong></span></a>.</p><p>At trainee level, previous experience only tells part of the story. The person may contribute to the technical process from the start while still developing the judgement needed to take on more responsibility.</p><p>Before the search begins, Encore Recruitment works with you to understand why the role is needed, what someone needs to know from the start, what can be learned with support and how their responsibility could develop. We use that understanding to explain the opportunity to candidates, then find, assess and recommend people with the knowledge and potential the role calls for.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>What matters from the start varies by role.</strong> A trainee garment technologist may need technical knowledge or practical exposure already, while other parts of the role can be learned with support.</li><li><strong>Contribution can begin before independent technical judgement.</strong> A trainee could support samples, technical information and critical-path activity while their responsibility develops.</li><li><strong>A recommendation follows understanding on both sides.</strong> Encore Recruitment needs to see potential for the person to contribute and develop, and the candidate needs to understand the opportunity and want to take that technical step. Only then do we recommend the candidate to the client.</li></ul><h2>What Should a Trainee Garment Technologist Know From Day One?</h2><p>A trainee garment technologist may need relevant technical knowledge or practical exposure before joining, while other parts of the role can be learned with support. The starting point depends on the responsibilities of the role and the team around it.</p><p>Relevant fashion, textiles or garment technology study may matter. Some roles may also need an understanding of garment construction, product information, samples or critical-path activity.</p><p>Placements, study projects and previous technical exposure can provide useful evidence too. Studying something, observing it and having responsibility for it are different. At trainee level, the question is what someone already knows and can do, alongside what they have the potential to develop.</p><h2>What Will They Support, and How Will Their Responsibility Develop?</h2><p>A trainee garment technologist could support samples, technical information and critical-path activity while developing the judgement needed to take on more responsibility.</p><p>That could mean keeping information up to date, helping samples move through the process, supporting checks or working alongside more experienced members of the technical team. The exact contribution varies between businesses.</p><p>The support around the role matters too. Which work will be checked? Which decisions stay with someone more experienced? What could the trainee begin handling themselves?</p><p>Those distinctions help define what the person can contribute from the start and how their responsibility could develop. They also give Encore Recruitment a clearer basis for assessing knowledge and potential rather than relying on the job title or length of previous experience.</p><h2>When Would Encore Recruitment Recommend a Trainee Garment Technologist?</h2><p>Under the Encore Recruitment <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>, we only recommend when we understand enough on both sides to see why the opportunity could work.</p><p>For a trainee garment technologist, that means knowing what the person could contribute from the start, where we see potential for them to develop, and whether the support and responsibility in the role give them the technical step they are looking for.</p><p>Encore Recruitment discusses the opportunity with the candidate first. If they want to proceed and we see enough potential for the role, we recommend them to the client.</p><p>See how this sits within our <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</p><h2>FAQ</h2><h3>What qualifications should I look for when hiring a trainee garment technologist?</h3><p>There is no single qualification for every trainee role. Relevant fashion, textiles or garment technology study may be useful, alongside placements or practical exposure. The requirement should reflect what someone needs to know before joining and what can be learned with support.</p><h3>How much experience should a trainee garment technologist already have?</h3><p>That depends on the starting responsibilities. Some roles may suit someone entering the industry, while others may need previous placement or technical experience. The distinction is between what needs to be known already and what can be developed after joining.</p><h3>What is the difference between a trainee and assistant garment technologist?</h3><p>There is no consistent industry-wide boundary. A trainee role may focus more on contributing while technical judgement develops with support. An <a href="/cm/sectors/garment-technologists/assistant" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>assistant garment technologist</strong></span></a> role may carry greater responsibility for defined product work or decisions, depending on what they handle, what is checked and where ownership begins.</p><h3>Hiring a Trainee Garment Technologist?</h3><p>Talk to Encore Recruitment about where the role sits in your technical team and what you need the person to contribute. 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 Trainee 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> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us &rarr;</strong></span></a></p>

Trainee Garment Technologist Hiring 

Trainee

Recruitment services for assistant garment technologists and fashion businesses across the UK.

Assistant Garment Technologists

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire assistant garment technologists as part of their wider <a href="/cm/sectors/garment-technologists" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>garment technologist recruitment</strong></span></a>.</p><p>At Assistant level, the title does not tell you how much responsibility the person will have. One role may centre on preparing fittings, measuring samples and keeping technical information accurate. Another may include responsibility for product classes, fittings, testing, supplier communication and technical decisions.</p><p>Before the search begins, Encore Recruitment works with you to establish where support ends and ownership begins. We use that understanding to explain the opportunity, assess candidates against the responsibility involved and decide who we are prepared to recommend.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Assistant does not automatically mean closely supervised.</strong> Responsibilities can range from supporting another garment technologist to owning defined product work and making technical decisions within an agreed scope.</li><li><strong>The decision boundary matters as much as the task list.</strong> Establish what the person will handle themselves, what will be checked and which decisions still sit with a garment technologist or technical manager.</li><li><strong>An Encore Recruitment recommendation means </strong>the role and candidate have been understood in relation to each other. At Assistant level, that includes the responsibility on offer, what the person has already handled, where support still sits and whether the candidate wants the opportunity before we recommend them to the client.</li></ul><h2>Where Does Support End and Ownership Begin for an Assistant Garment Technologist?</h2><p>Ownership begins where the assistant garment technologist is expected to take responsibility for defined product work or technical decisions. Support remains where another technologist directs, checks, approves or takes responsibility for the decision.</p><p>In a support-led role, they could prepare fittings, measure samples, record comments, update technical information, arrange trials and keep samples moving through development. They may work closely with a garment technologist or technical manager while developing their judgement.</p><p>Other assistant roles carry considerably more ownership. The person could conduct fittings, take responsibility for defined product classes, work directly with suppliers, review testing information or make technical decisions within their area.</p><p>That difference changes who Encore Recruitment should look for. The question is not simply whether someone has previously held an assistant title. It is what responsibility sat behind that title.</p><h2>What Needs to Be Understood Before Recruiting an Assistant Garment Technologist?</h2><p>Before recruiting an assistant garment technologist, Encore Recruitment needs to establish the role's product scope, technical responsibility, working relationships and decision authority.</p><p>That includes which parts of product development they will handle, whether they will lead or support fittings, how they work with designers, buyers, merchandisers and suppliers, and which technical decisions they can make themselves.</p><p>We also need to understand the escalation boundary. Who checks their work? Which decisions stay with someone else? Where could their responsibility increase once they understand the product and business?</p><p>Candidate evidence can then be assessed against the actual role. Preparing a fitting is different from leading one. Recording a technical correction is different from deciding what that correction should be. Communicating with a supplier is different from being responsible for resolving the issue.</p><p>Those distinctions give our <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span> something meaningful to assess rather than relying on the assistant title alone.</p><h2>When Would Encore Recruitment Recommend an Assistant Garment Technologist?</h2><p>Encore Recruitment recommends an assistant garment technologist when our understanding and assessment give us reason to see potential for the candidate and client to work together at the level of responsibility the role requires.</p><p>For one vacancy, that could mean someone who can manage accurate measurements, fitting records, samples and technical information while working with an experienced colleague. For another, it could mean someone already handling fittings, suppliers, testing or defined product responsibilities with greater independence.</p><p>The opportunity is discussed with the candidate before we represent them. Their response matters: they need to understand what they would be taking responsibility for and want that move.</p><p>If they want to proceed and our assessment supports the recommendation, we recommend them to the client. That assessment sits behind the Encore Recruitment <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h2>FAQ</h2><h3>What are the responsibilities of an assistant garment technologist?</h3><p>Responsibilities vary between businesses. They can include measuring and assessing samples, preparing or conducting fittings, updating technical information, supporting testing and quality activities, communicating with suppliers, and tracking the product through development. Some assistant roles also include ownership of defined products or technical decisions.</p><h3>How much experience should an assistant garment technologist have?</h3><p>There is no fixed experience threshold. What matters is what someone has already handled and how independently they handled it. Previous roles, placements and technical work can all provide evidence against the responsibility of the vacancy.</p><h3>What is the difference between an assistant and junior garment technologist?</h3><p>There is no consistent industry-wide boundary. Assistant and <a href="/cm/sectors/garment-technologists/junior" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>junior garment technologist</strong></span></a> responsibilities overlap materially between businesses. Compare the actual scope: product ownership, fitting responsibility, supplier contact, technical judgement, approval authority and what still needs to be escalated.</p><h3>Hiring an Assistant Garment Technologist?</h3><p>Talk to Encore Recruitment about where support ends, where ownership begins and what you need this person to handle. 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 Assistant 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> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us &rarr;</strong></span></a></p>

Assistant Garment Technologist Hiring

Assistant

Recruitment services for junior garment technologists and fashion businesses across the UK.

Junior Garment Technologists

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire junior garment technologists as part of their wider <a href="/cm/sectors/garment-technologists" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>garment technologist recruitment</strong></span></a>.</p><p>At junior level, the title does not tell you what someone will be expected to decide. One role may involve leading fittings, managing defined products or categories and working directly with suppliers. Another may place more decisions with a garment technologist, senior garment technologist or technical manager.</p><p>Before the search begins, Encore Recruitment works with you to understand what sits with the junior, what sits elsewhere and what the person will need to be ready to take on. That gives us a clearer basis for assessing candidates against the role.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>The title does not define the responsibility.</strong> What matters is what the junior garment technologist will handle, decide and take responsibility for.</li><li><strong>The same activity can carry different levels of responsibility.</strong> Leading a fitting, reviewing a test or working with a supplier means something different when the junior is expected to make the technical decision rather than support someone else&rsquo;s.</li><li><strong>An Encore Recruitment recommendation at junior level reflects</strong>: what the role asks the person to decide for themselves; evidence of what the candidate has already handled and where they have needed to escalate; and the candidate&rsquo;s decision that they want to be put forward for that responsibility.</li></ul><h2>What Will This Junior Garment Technologist Be Expected to Decide for Themselves?</h2><p>A junior garment technologist may be expected to make technical decisions within defined product or category responsibility while escalating issues that sit outside their authority.</p><p>That could include leading fittings, deciding and communicating technical corrections, working with grading or blocks, progressing products through approval activity, reviewing testing or care-label information and working directly with suppliers or factories. The exact mix varies between businesses.</p><p>What matters is the responsibility attached to the activity. Attending a fitting is different from leading one. Recording a correction is different from deciding what needs to change. Communicating with a supplier is different from being responsible for resolving the technical issue.</p><p>Assistant and junior responsibilities can also overlap between businesses. That means the title cannot be used as shorthand for readiness. We need to understand what this junior role asks someone to take responsibility for, then assess whether the candidate has the experience and potential to take that on.</p><h2>What Does Encore Recruitment Need to Understand About the Role?</h2><p>Encore Recruitment needs to understand the scope of the role, where technical decisions sit and what the junior garment technologist will be responsible for progressing themselves.</p><p>That includes the products or categories involved, whether they will lead fittings, which approvals sit with them, how they work with designers, buyers, suppliers, factories, quality or compliance teams, and who takes responsibility when an issue moves beyond their scope.</p><p>The escalation points matter too. Which technical problems should they resolve themselves? Which need another person&rsquo;s approval? Does final sign-off sit with the technical team, another internal function or a retailer customer?</p><p>Those details change what relevant experience looks like. Someone may have worked on the same type of product without carrying the same level of responsibility. Someone else may have handled similar decisions under a different title.</p><p>This gives our <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span> something specific to assess rather than relying on the junior title alone.</p><h2>What Does Encore Recruitment Assess Before Making a Recommendation?</h2><p>Encore Recruitment assesses whether the candidate&rsquo;s experience, technical judgement and potential make sense for what this client needs the junior garment technologist to take on.</p><p>We explore what the candidate has handled themselves, how they have approached technical decisions and where they have needed to escalate. We then consider whether that experience gives us enough evidence of their potential to take on the responsibility of this role.</p><p>The client context is part of that assessment. Product scope, approval routes, supplier relationships, team structure and the support around the role can all change what is being asked of the person.<br />If the candidate has the context they need to decide, wants to be put forward and our assessment supports the recommendation, we proceed under the guidelines of the Encore Recruitment <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h2>FAQ</h2><h3>What are the responsibilities of a junior garment technologist?</h3><p>Responsibilities vary between businesses. They can include leading fittings, issuing technical comments, working with grading and sizing, reviewing tests or care labels, communicating with suppliers and progressing products through approval activity. The level of responsibility attached to those activities varies too.</p><h3>What is the difference between an assistant and a junior garment technologist?</h3><p>There is no consistent industry-wide dividing line. Some assistant roles carry substantial product responsibility, while some <a href="/cm/sectors/garment-technologists/junior" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>junior garment technologist</strong></span></a>&nbsp;roles work with greater technical authority. Compare what the person handles, what they can decide and what still needs to be escalated.</p><h3>What is the difference between a junior and a garment technologist?</h3><p>A <a href="/cm/sectors/garment-technologists" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>garment technologist</strong></span></a> role may carry broader or more established responsibility for products, categories and technical decisions. A junior role can already include significant responsibility, so the distinction needs to come from scope, authority and accountability rather than title alone.</p><h3>Hiring a Junior Garment Technologist?</h3><p>Talk to Encore Recruitment about what you need them to handle, decide and take responsibility 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><p>Considering Your Next Junior Garment Technologist Role?</p><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> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us &rarr;</strong></span></a></p>

Junior Garment Technologist Hiring

Junior

Recruitment services for senior garment technologists and fashion businesses across the UK.

Senior Garment Technologists

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire senior garment technologists as part of their wider <a href="/cm/sectors/garment-technologists" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>garment technologist recruitment</strong></span></a>.</p><p>At senior level, the title does not explain what has become senior. In one business, it may be the complexity of the product or technical decisions. In another, it may be broader category scope, supplier responsibility, technical standards, influence across teams or responsibility for other people. Senior does not automatically mean line management.</p><p>Before the search begins, Encore Recruitment works with you to establish what sits behind the title. That gives us a clearer basis for representing the opportunity, assessing candidates and deciding who we are prepared to recommend.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Seniority is about the nature of the responsibility, </strong>not years of experience. Greater complexity, wider scope, technical accountability, escalation responsibility and influence may all distinguish the role.</li><li><strong>Senior does not automatically mean management.</strong> A senior garment technologist may remain closely involved in product while also becoming the person others turn to for difficult technical decisions or guidance.</li><li><strong>An Encore Recruitment recommendation at senior level </strong>depends on: evidence of the responsibility the candidate has carried, how that relates to the vacancy and their decision that they want to be put forward.</li></ul><h2>What Makes a Senior Garment Technologist Role Genuinely Senior?</h2><p>A senior garment technologist role becomes genuinely senior when responsibility extends beyond independently handling defined product work into greater complexity, wider scope, technical accountability, influence or responsibility for others.</p><p>That could mean leading difficult fittings, resolving complex construction or pattern issues, taking final technical decisions within an agreed scope, becoming an escalation point, influencing standards or addressing recurring supplier and quality issues. Some Senior roles also include developing or managing other technologists.</p><p>The distinction is not simply doing more of the same work.</p><p>Resolving an issue on an allocated style is different from being the person others turn to when the technical route is unclear. Working with a supplier is different from influencing how recurring quality problems are addressed.</p><p>Not every senior role contains all of these elements. What matters is which responsibilities make this role senior in your business.</p><h2>What Needs To Be Understood Before Recruiting a Senior Garment Technologist?</h2><p>Encore Recruitment needs to establish what makes the role senior in this business before the search begins.</p><p>That includes the product or category scope, the technical complexity involved, which decisions sit with the senior garment technologist and what reaches them as an escalation.</p><p>We also need to understand the responsibility beyond their own product work. Are they expected to influence technical standards? Improve supplier performance? Resolve recurring quality issues? Guide other technologists? Manage people? Which decisions remain with a technical manager, head of technical or another function?</p><p>The working relationships matter too. A senior garment technologist may need to influence design, product development, production, buying, merchandising, quality, compliance, suppliers or factories without having formal authority over them.</p><p>Some senior roles include management responsibilities and wider technical leadership. Others remain strongly hands-on. Technical manager roles may shift further towards responsibility for the function, its standards, team objectives, KPIs and processes.</p><p>These distinctions define the role Encore Recruitment is being asked to represent through our <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</p><h2>What Sits Behind an Encore Recruitment Recommendation at Senior Level?</h2><p>An Encore Recruitment recommendation at senior level depends on evidence that the candidate has handled responsibility relevant to what the role requires.</p><p>We look at what the candidate has been responsible for: the technical decisions they have made, the issues they have resolved, the scope they have covered and the influence or responsibility they have had beyond their own work.</p><p>A candidate may have held a senior title without carrying the same level of technical accountability, escalation responsibility, category scope or responsibility for others. Another may have carried comparable responsibility under a different title.</p><p>We also make sure the candidate has enough context about the role to decide whether they want to be put forward for it.</p><p>If they do, and their experience gives us enough reason to recommend them for the responsibility involved, we recommend them to the client under the Encore Recruitment <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h2>FAQ</h2><h3>What are the responsibilities of a senior garment technologist?</h3><p>Responsibilities vary between businesses. They can include complex fitting and technical decisions, broader category responsibility, supplier and quality issues, technical standards, escalation work and developing other technologists. Some senior roles also include formal people management.</p><h3>What is the difference between a garment technologist and senior garment technologist?</h3><p>A <a href="/cm/sectors/garment-technologists" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>garment technologist</strong></span></a> can already carry independent responsibility for products, categories and technical decisions. Seniority may add greater complexity, broader scope, technical accountability, responsibility for escalated issues or wider influence across suppliers and teams.</p><h3>Does a senior garment technologist always manage other people?</h3><p>No. Some senior garment technologists mentor, guide or line-manage colleagues. Others remain hands-on technical roles with broader scope or greater decision responsibility. People management should be established as part of the specific role rather than assumed from the senior title.</p><h3>Hiring a Senior Garment Technologist?</h3><p>Talk to Encore Recruitment about what makes the role senior in your business and what you need the person to take responsibility 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 Senior 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> or <a href="/cm/contact-us" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Contact Us &rarr;</strong></span></a></p>

Senior Garment Technologist Hiring

Senior

Recruitment services for garment technical managers and fashion businesses across the UK.

Garment Technical Managers

<p>Fashion and lifestyle businesses use Encore Recruitment to hire technical managers as part of their wider <a href="/cm/sectors/garment-technologists" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>garment technologist recruitment</strong></span></a>.</p><p>At technical manager level, the title does not show how far responsibility extends across the technical function. Some senior garment technologist roles already include people management, supplier responsibility, technical standards and escalation work.</p><p>Before the search begins, Encore Recruitment works with you to establish what sits with the technical manager, what remains with the wider team and where final technical accountability sits.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Technical management changes the scale of accountability.</strong> Responsibility may extend beyond products or categories into standards, people, suppliers, priorities and technical outcomes across the function.</li><li><strong>Management does not replace technical judgement.</strong> A technical manager may remain the senior technical reference while other technologists retain product-level decisions.</li><li><strong>An Encore Recruitment recommendation at technical manager</strong> level reflects both sides: the accountability the client needs, the evidence of what the candidate has already carried, and the candidate&rsquo;s decision that they want to be put forward for that responsibility.</li></ul><h2>What Is a Technical Manager Accountable For Across the Technical Function?</h2><p>A technical manager can be accountable for how the technical function performs, not only for the technical work they personally handle.</p><p>That can include setting or maintaining standards for measurements, grading, quality, testing and compliance. It may also include developing other technologists, overseeing technical priorities and deciding how escalated issues should be handled.</p><p>The distinction from senior garment technologist is not simply line management. Senior roles can already include mentoring, management, complex technical decisions and supplier responsibility.<br />Managing technologists is different from being accountable for how the technical function performs.</p><p>A senior garment technologist may take responsibility for difficult categories or major escalations. A technical manager may be accountable for the framework around those decisions: what standards apply, how exceptions are handled and whether recurring problems lead to changes in suppliers or technical practice.</p><h2>What Needs to Be Understood Before Recruiting a Technical Manager?</h2><p>Encore Recruitment needs to establish what the person will lead, what remains delegated and where final technical accountability sits.</p><p>That includes the team structure, product and category coverage, supplier base, reporting line and working relationships with design, buying, product, production, merchandising, quality and compliance.</p><p>Decision boundaries matter. Will the technical manager set standards while garment technologists retain product-level decisions? Which issues reach them for escalation? Are they responsible for team development? What authority do they have over supplier action or technical processes?</p><p>We also need to understand what they are expected to improve, protect or keep consistent. That could include team capability, supplier performance, recurring quality issues or technical standards.</p><p>Those distinctions give our <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span> something specific to assess rather than treating management experience as sufficient.</p><h2>What Sits Behind an Encore Recruitment Recommendation at Technical Manager Level?</h2><p>An Encore Recruitment recommendation at technical manager level depends on understanding the accountability the client is offering and evidence that the candidate has carried comparable responsibility beyond their own technical work.</p><p>We look at what has genuinely sat with them: the standards they have been responsible for, the decisions and escalations that have reached them, the people they have led or developed, and which technical outcomes they have been accountable for.</p><p>A candidate may have managed a technical team without carrying responsibility for the wider function. Another may have held a senior garment technologist title while already setting standards, leading people and resolving escalations across several categories.</p><p>People management alone does not establish technical manager-level accountability.</p><p>The candidate also needs enough context about the opportunity to decide whether they want to take on that level of responsibility across the team, standards, priorities and technical outcomes.</p><p>If they want Encore Recruitment to put them forward, and our assessment supports the recommendation, we recommend them to the client under the Encore Recruitment <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><h2>FAQ</h2><h3>What are the responsibilities of a technical manager in garment technology?</h3><p>Responsibilities vary between businesses. They can include leading the technical team, setting technical and quality standards, managing escalations, developing people, working with suppliers and improving technical processes and outcomes.</p><h3>What is the difference between a senior garment technologist and a technical manager?</h3><p>There is no consistent industry-wide boundary. <a href="/cm/sectors/garment-technologists/senior" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Senior garment technology</strong></span></a> roles can already include management, supplier responsibility and complex technical decisions. A technical manager role may extend further into accountability for the technical function, including its standards, people, processes and outcomes.</p><h3>Does a technical manager still need technical garment experience?</h3><p>Yes. A technical manager may remain the senior technical reference, resolve escalations and set the standards within which other technologists make product-level decisions, even when they spend less time handling individual products.</p><h3>Hiring a Technical Manager?</h3><p>Talk to Encore Recruitment about what this person needs to lead, what remains with the team and where technical accountability sits. 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 Technical Manager 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> 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>

Garment Technical Manager Hiring

Technical Manager

Recruitment services for garment technologists and fashion businesses across the UK.

Garment Technologists 

<p>Fashion and lifestyle businesses use Encore Recruitment to hire garment technologists across brands, retailers, suppliers and importers.</p><p>The title alone does not tell you what the person will own or decide. One garment technologist may take independent responsibility for a product category, fittings, approvals and supplier communication. Another may work within narrower technical boundaries with final decisions sitting elsewhere.</p><p>Before the search begins, Encore Recruitment works with you to establish what this person needs to own, which decisions sit with them and what should be escalated.</p><p>That gives us a clearer basis for representing the role, assessing candidates and deciding who we are prepared to recommend.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>The title does not define the responsibility.</strong> Product scope, technical judgement, approval authority, supplier relationships and escalation routes all shape the role.</li><li><strong>A garment technologist can already carry</strong> <strong>substantial</strong> independent ownership. Seniority should not be assumed simply because someone leads fittings, manages suppliers or makes technical decisions.</li><li><strong>An Encore Recruitment recommendation reflects both sides.</strong> We understand the responsibility the client is offering, assess evidence of what the candidate has handled, give the candidate enough context to decide and then make our own assessment on whether to recommend them.</li></ul><h2>What Does a Garment Technologist Take Responsibility For?</h2><p>A garment technologist can take independent responsibility for defined products, categories and technical decisions through development and production.</p><p>Depending on the business, that can include leading fittings, deciding technical corrections, managing specifications and grading, reviewing testing and compliance information, progressing approvals, working directly with suppliers or factories and resolving construction, fit or quality issues.</p><p>The activity alone does not tell you the level of responsibility. Attending a fitting is different from leading one. Recording a correction is different from deciding what needs to change. Communicating with a supplier is different from taking responsibility for resolving the issue.</p><p>Garment technologists also work across the wider product process. They may work with designers on fit and construction, product developers and production teams on samples and approvals, buyers or merchandisers where technical decisions affect the product or timing, and suppliers or factories to resolve technical issues.</p><p>Business context matters too. A retailer may place more responsibility around fit consistency, testing, product approval and quality standards. A supplier may require someone to work across several retailer requirements, approval routes and customer standards.</p><p>The recruitment question is therefore not simply whether someone has worked on similar products. It is what they were responsible for within that work. What did they own? Which decisions did they make? What could they approve? When did they need to escalate? Where did final technical accountability sit?</p><h2>How Does the Role Change at Different Levels?</h2><p>Responsibility across garment technology roles tends to change through the level of support, independence and accountability involved.</p><p>Titles are not always standardised across fashion and lifestyle businesses. A trainee, assistant, Junior, garment technologist, senior garment technologist or technical manager title can carry different responsibilities depending on the product, team structure and where technical decisions sit.</p><p>At earlier levels, the person may contribute to technical activity while developing judgement, or handle defined work with clearer support and approval around them.</p><p>A junior garment technologist may already make technical decisions within a defined scope, lead fittings and work directly with suppliers, while still escalating issues that sit outside their authority.</p><p>At established garment technologist level, independent ownership becomes more central. The person may take responsibility for products or categories, lead technical decisions within their scope, progress approvals and manage supplier or factory relationships without routine supervision.</p><p>A senior garment technologist may carry greater complexity, wider category responsibility, become an escalation point or influence technical standards and other people beyond their own allocated work.</p><p>A technical manager may move further into accountability for how the technical function performs, including standards, people, priorities, processes and wider technical outcomes.</p><p>These distinctions help define what level of responsibility a particular vacancy carries before the search begins.</p><p>For more detail on how responsibility changes around the main garment technologist role, read our dedicated sub-role pages:</p><ul><li><a href="/cm/sectors/garment-technologists/trainee" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Trainee Garment Technologist</strong></span></a></li><li><a href="/cm/sectors/garment-technologists/assistant" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Assistant Garment Technologist</strong></span></a></li><li><a href="/cm/sectors/garment-technologists/junior" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Junior Garment Technologist</strong></span></a></li><li><a href="/cm/sectors/garment-technologists/senior" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Senior Garment Technologist</strong></span></a></li><li><a href="/cm/sectors/garment-technologists/technical-manager" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Technical Manager</strong></span></a></li></ul><h2>Garment Technologist Salaries</h2><p>Garment technologist salaries reflect more than the job title. The level of technical responsibility, product or category scope, supplier or customer exposure, location and scale of ownership can all affect salary. Indicative salary ranges 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 and should be considered alongside the responsibility and scope of the individual role.</p><h2>What Sits Behind an Encore Recruitment Recommendation?</h2><p>An Encore Recruitment recommendation starts with understanding what the client needs the garment technologist to take responsibility for.</p><p>That includes product or category scope, technical decision boundaries, approval routes, supplier or customer relationships, team structure and escalation points.</p><p>Candidate assessment can then focus on evidence rather than title alone.</p><p>We explore what the candidate has handled themselves, which technical decisions they have made, what they have owned and where they have needed support or escalation.</p><p>We also give the candidate enough context about the opportunity to understand the responsibility involved and decide whether they want Encore Recruitment to represent them.</p><p>If they want to proceed, and our assessment supports the recommendation, we recommend them to the client under the Encore Recruitment <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><p>That recommendation is Encore Recruitment&rsquo;s assessment. The hiring decision remains with the client and candidate.</p><p>Explore how the Recommendation Standard sits within our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>recruitment process</strong></span></a>.</p><h2>FAQ</h2><h3>What does a garment technologist do?</h3><p>A garment technologist helps ensure garments can be developed and produced to the required technical and quality standards. Responsibilities can include fittings, specifications, grading, testing, approvals, supplier communication, construction, quality and technical problem-solving.</p><h3>What is the difference between a junior garment technologist and a garment technologist?</h3><p>There is no consistent industry-wide dividing line. A <a href="/cm/sectors/garment-technologists/junior" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>junior garment technologist</strong></span></a> can already carry significant technical responsibility. An established garment technologist may have broader or more consistent ownership of products, categories and technical decisions, with less routine supervision.</p><h3>What is the difference between a garment technologist and a senior garment technologist?</h3><p>A garment technologist can already take independent responsibility for products, categories and technical decisions. A <a href="/cm/sectors/garment-technologists/senior" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>senior garment technologist</strong></span></a> role may add greater complexity, wider scope, escalation responsibility, broader influence or responsibility for other people.</p><h3>Do garment technologists work with suppliers and factories?</h3><p>Yes. Many garment technologists work directly with suppliers or factories on samples, fittings, technical corrections, testing, approvals, construction and quality issues. The level of authority within those relationships varies between businesses.</p><h3>Hiring a Garment Technologist?</h3><p>Talk to Encore Recruitment about what this person needs to own, decide and take responsibility 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> 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>

Garment Technologist Hiring

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 <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</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

Recruitment services for trainee import merchandisers and fashion businesses across the UK.

Trainee Import Merchandisers

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire trainee import merchandisers as part of their wider <a href="/cm/sectors/import-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>import merchandiser recruitment</strong></span></a>.</p><p>At trainee level, the question is not whether someone can already perform the work of an established import merchandiser. It is what they can contribute from the start, what they can learn with supervision and where responsibility can begin to develop.</p><p>Before the search begins, we establish what the role involves, what the person needs to bring and which decisions remain with more experienced colleagues. That gives clients a clearer brief and candidates a clearer opportunity to consider.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>A trainee role should separate starting contribution</strong> from what will be learned. The brief should show what someone needs to bring from the start and what the business is prepared to teach.</li><li><strong>Potential matters alongside previous experience.</strong> Evidence may come from study, retail, administration or another environment where the person has shown accuracy, organisation, follow-through and good escalation judgement.</li><li><strong>A recommendation follows clarity on both sides.</strong> Encore Recruitment looks for evidence of learning potential, accuracy, follow-through and sound escalation judgement, alongside what the trainee will be expected to learn with support. The candidate also needs a clear view of the opportunity and to want to take that step. Only then do we recommend the candidate to the client.</li></ul><h2>What Should a Trainee Import Merchandiser Be Ready to Contribute From the Start?</h2><p>From the start, a trainee import merchandiser should be able to keep information accurate, organise actions, follow work through and recognise when something needs escalating. They do not need to arrive as an established import merchandiser.</p><p>Depending on the business, they may also begin to work with product or order information, samples, lab dips, artwork, packaging or critical-path updates as they learn how development, production and delivery connect.</p><p>The evidence does not need to come from a previous import merchandiser role. It may come from fashion study, retail, administration or another environment where accuracy, organisation and follow-through can be demonstrated.</p><p>The brief should separate what someone needs before joining from what the business is prepared to teach.</p><h2>What Can They Begin to Handle With Supervision?</h2><p>With supervision, a trainee import merchandiser may begin to track samples, lab dips, artwork or packaging, update critical-path information and contact suppliers for information. Those activities do not automatically give them authority over the decision attached to them.</p><p>Updating a date is not deciding how a delay will be recovered. Chasing a sample is not approving it. Contacting a supplier does not mean agreeing cost, production or delivery changes.</p><p>The role therefore needs clear boundaries. What can the trainee complete independently? What needs review? What can they communicate externally? At what point should they escalate?</p><p>The answer will vary by business, product and team structure.</p><p>For a candidate, those boundaries show what they will be exposed to, what they will handle themselves and how responsibility could develop as their judgement grows.</p><h2>How Does Encore Recruitment Assess and Recommend a Trainee Import Merchandiser?</h2><p>We first define what the trainee needs to contribute, what will be learned with supervision and where decision authority sits. We then assess candidates against that context before applying our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.&nbsp;</p><p>For this role, our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>recruitment process</strong></span></a> looks for evidence such as accurate information handling, organisation, follow-through, learning, recognising when something needs escalating and, where required, communicating with suppliers under direction.</p><p>The opportunity is recommended to the candidate first. We explain the role, its responsibilities and the environment they would be joining. If they want to proceed, we obtain their agreement before identifying or submitting them to the client.</p><p>Only then, where our assessment supports it, do we recommend the candidate to the client.</p><p>That recommendation reflects our judgement that there is enough clarity on both sides for them to decide whether they want to work together.</p><h2>FAQ</h2><h3>Does a trainee import merchandiser need previous import experience?</h3><p>Not necessarily. The requirement depends on the role. Relevant evidence may come from education, retail, administration or another environment where someone has demonstrated accuracy, organisation, follow-through and an ability to learn.</p><h3>How much responsibility should a trainee import merchandiser have?</h3><p>There is no single level that applies across every business. A trainee may complete defined tasks independently while decisions, commitments and exceptions remain with a more experienced colleague. The brief should state where those boundaries sit.</p><h3>What is the difference between a trainee and assistant/junior import merchandiser?</h3><p>A trainee import merchandiser role is more likely to centre on learning, supervised contribution and developing judgement. An <span style="text-decoration: underline;"><strong>assistant/junior import merchandiser</strong></span> role may include responsibility for defined orders, stages, suppliers or customer activity. The difference is clearer in the work and decisions attached to the role than in the title alone.</p><h3>Hiring a Trainee Import Merchandiser?</h3><p>Talk to Encore Recruitment about where the role sits in your team, what the person needs to contribute and how you want their responsibility to develop.</p><p><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><p>H3: Considering Your Next Trainee Import Merchandiser Role?</p><p>Start a conversation about the experience you want to build and the responsibility you are ready to take on.</p><p><a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs &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>

Trainee Import Merchandisers Hiring

Recruitment services for senior import merchandisers and fashion businesses across the UK.

Senior Import Merchandisers

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire senior import merchandisers as part of their wider <a href="/cm/sectors/import-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>import merchandiser recruitment</strong></span></a>.</p><p>At senior level, the title alone does not show what has changed. The difference may sit in larger or harder accounts, customer exposure, supplier responsibility, commercial judgement, difficult recovery decisions or leadership of others.</p><p>Seniority shows in the decisions, complexity and consequences attached to the role.</p><p>Before search begins, we establish what is different from an established import merchandiser role, which decisions sit with the person and where approval still sits elsewhere.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Senior can mean different things in different businesses.</strong> Larger accounts, harder sourcing routes, customer responsibility, supplier negotiation, difficult escalations or leadership may all shape the role.</li><li><strong>The evidence sits in what changed as responsibility increased.</strong> Look at the decisions made, problems resolved, trade-offs considered and outcomes carried, not years or workload alone.</li><li><strong>A senior recommendation needs evidence behind the step up.</strong> Encore Recruitment looks at wider scope, harder decisions, escalation ownership and customer or supplier responsibility. The candidate also needs a clear view of what is broader in the role and to want to take that step. Only then do we recommend the candidate to the client.</li></ul><h2>What Could Make an Import Merchandiser Role Senior?</h2><p>A senior import merchandiser role may involve larger or more complex accounts, harder sourcing routes, wider customer or supplier responsibility, or decisions that carry greater consequence.</p><p>That could mean handling difficult delivery issues, working across more complex product or factory networks, negotiating with suppliers, managing sensitive customer conversations or becoming the point others turn to when an issue cannot be resolved at an earlier stage.</p><p>In some supplier businesses, the role may also move closer to account management through greater customer contact and responsibility for service or account issues. The dividing line should come from the actual remit, not the title.</p><p>People leadership may form part of the role, though it is not required. A senior import merchandiser may guide colleagues or act as an escalation point without formally managing a team.</p><p>The brief should make clear what has genuinely changed from import merchandiser level.</p><h2>What Decisions Could Sit With the Role?</h2><p>A senior import merchandiser may resolve more difficult issues and make decisions within broader limits, while final commercial approval may still sit elsewhere.</p><p>Resolving a delivery problem is different from accepting the commercial consequence. Negotiating with a supplier is different from having final cost approval.</p><p>Managing a customer issue is different from committing the business to a revised commercial position. Guiding colleagues is different from carrying formal people-management responsibility.</p><p>The role should set out which problems the person can resolve themselves, what they can agree with customers or suppliers, and when senior leadership needs to step in.</p><p>For candidates, that shows whether the opportunity is broader through account responsibility, decision-making, customer or supplier exposure, leadership, or a combination of these.</p><h2>How Does Encore Recruitment Assess and Recommend a Senior Import Merchandiser?</h2><p>We first establish what makes the role senior in that business. We then assess candidates against that context before applying our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><p>For this level, our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>recruitment process</strong></span></a> looks for evidence behind the title: difficult recovery decisions, competing cost-quality-delivery pressures, supplier negotiation, customer communication, wider account or range responsibility and examples of where the candidate became the escalation point.</p><p>We also establish what still required approval. Seniority does not automatically mean final authority over cost, margin, customer commitments, claims or people.</p><p>We recommend the opportunity to the candidate first. If they want to proceed, we gain their agreement before identifying or submitting them to the client.</p><p>Where our assessment supports it, we then recommend the candidate.</p><h2>FAQ</h2><h3>Does a senior import merchandiser need to manage a team?</h3><p>No. People leadership may form part of the role, though seniority can also come through account complexity, customer responsibility, supplier judgement, commercial input or handling difficult escalations.</p><h3>What is the difference between an import merchandiser and a senior import merchandiser?</h3><p>The difference is clearer in the work than in years or workload alone. A senior import merchandiser may carry broader accounts, harder issues, wider customer or supplier responsibility, or greater ownership of difficult decisions.</p><h3>Can a senior import merchandiser overlap with an account manager?</h3><p>Yes, particularly in supplier businesses. A senior import merchandiser may have significant customer contact and account responsibility. The brief should establish who owns the customer relationship, which commercial decisions sit with the role and where account management begins.</p><h3>Hiring a Senior Import Merchandiser?</h3><p>Talk to Encore Recruitment about what makes the role senior in your business, which decisions sit with it and where approval remains elsewhere.</p><p><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 Senior Import Merchandiser Role?</h3><p>Start a conversation about the responsibility you already carry, the decisions you make and what you want to take on next.</p><p><a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs &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><p>&nbsp;</p>

Senior Import Merchandisers Hiring

Recruitment services for import merchandiser managers and fashion businesses across the UK.

Import Merchandising Managers

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire import merchandising managers as part of their wider <a href="/cm/sectors/import-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>import merchandiser recruitment</strong></span></a>.</p><p>Businesses may use the title import merchandising manager for roles with very different remits.</p><p>In one business, the role may remain hands-on with accounts, suppliers and critical-path activity while also leading people. In another, the emphasis may move further into priorities, escalations, standards, supplier performance or team outcomes.</p><p>The title tells you someone is expected to manage more. It does not tell you what they manage.</p><p>Before the search begins, we establish what sits with the role, how hands-on it remains and which outcomes the person is expected to influence or carry.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>The management remit needs to be explicit.</strong> The role may involve people, workflow, accounts, suppliers, standards, priorities or a combination of these.</li><li><strong>Manager does not automatically mean less hands-on.</strong> Some roles still carry operational responsibility, while others move further into work allocation, escalations, standards and team outcomes.</li><li><strong>A manager recommendation needs evidence behind the responsibility.</strong> Encore Recruitment looks at what the person has led, changed, prioritised or improved, alongside the outcomes they were accountable for. The candidate also needs a clear view of the remit and to want that level of responsibility before we recommend them to the client.</li></ul><h2>What Does an Import Merchandising Manager Manage?</h2><p>An import merchandising manager may manage people, workflow, priorities, escalations, supplier performance, standards or account delivery. The mix will depend on the business.</p><p>The role may include allocating work across a team, setting priorities when several orders or accounts compete for attention, reviewing critical-path risk, handling escalations or improving how the function works.</p><p>In some businesses, supplier performance or account delivery may also sit within the remit. In others, those areas may remain with senior merchandisers, account managers, production teams or directors.</p><p>The brief should therefore go beyond the word manager. What sits with the role? What remains elsewhere? Which decisions can the person make themselves? Which outcomes are they expected to influence, improve or carry?</p><p>That gives both client and candidate a clearer picture of what the management responsibility means.</p><h2>How Hands-On Could the Role Be?</h2><p>An import merchandising manager may still work directly with accounts, suppliers and critical-path issues, or may spend more time setting priorities, reviewing performance and supporting others.</p><p>A hands-on manager may retain responsibility for difficult customer or supplier issues while also guiding the team.</p><p>A more function-led role may focus on work allocation, escalation routes, standards, capacity, KPIs, supplier performance or process improvement.</p><p>Neither model should be assumed from the title alone. The important questions are practical:</p><ul><li>What work does the manager still own?</li><li>What do they allocate or review rather than complete themselves?</li><li>Which escalations remain with them?</li><li>What are they expected to change or improve?</li></ul><p>For candidates, those answers show whether the role represents broader operational responsibility, people leadership, process ownership or a combination of these.</p><h2>How Does Encore Recruitment Assess and Recommend an Import Merchandising Manager?</h2><p>We first establish what the role manages, how hands-on it remains, which decisions sit with it and what outcomes the business expects. We then assess candidates against that context before applying our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard.</strong></span></a></p><p>For this level, our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>recruitment process</strong></span></a> looks for evidence such as how work has been allocated, how priorities have been set, which standards or controls have been introduced, how difficult escalations have been handled and what changed as a result.</p><p>Where people leadership forms part of the role, we also look at how the candidate has supported, developed or directed others.</p><p>The opportunity is recommended to the candidate first. We explain the management remit, how hands-on the role is and what responsibility sits with it.</p><p>If they want to proceed, we gain their agreement before identifying or submitting them to the client.</p><p>Where our assessment supports it, we then recommend the candidate.</p><h2>FAQ</h2><h3>Is an import merchandising manager always a people manager?</h3><p>No. Some roles include formal line management, while others may focus more on workflow, priorities, escalations, standards or account responsibility. The team structure and management remit should be clear in the brief.</p><h3>What is the difference between a senior import merchandiser and an import merchandising manager?</h3><p>There is no fixed industry-wide boundary. A <a href="/cm/sectors/import-merchandisers/senior" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>senior import merchandiser</strong> </span></a>may carry complex accounts, harder decisions and wider customer or supplier responsibility. A manager role may add responsibility for people, workflow, standards, priorities or function-level outcomes. The actual remit matters more than the title.</p><h3>Does an import merchandising manager still work on accounts or orders?</h3><p>They may do. Some roles remain hands-on with key accounts, suppliers or escalations, while others move further into team leadership and process oversight. The brief should show what the manager still handles personally and what sits with the wider team.</p><h3>Hiring an Import Merchandising Manager?</h3><p>Talk to Encore Recruitment about what the role manages, how hands-on it needs to be and what you want the person to change, improve or take responsibility for.</p><p><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 Merchandising Manager Role?</h3><p>Start a conversation about the responsibility you already carry, how you lead or influence others and the remit you want next.</p><p><a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs &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>

Import Merchandising Managers Hiring

Manager

Recruitment services for assistant/junior import merchandisers and fashion businesses across the UK.

Assistant/Junior Import Merchandisers

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire assistant/junior import merchandisers as part of their wider <a href="/cm/sectors/import-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>import merchandiser recruitment</strong></span></a>.</p><p>At this level, the title can cover different levels of responsibility. One role may focus on maintaining information, following actions and supporting more experienced colleagues. Another may give someone responsibility for defined orders, suppliers, critical-path stages or customer activity within agreed limits.</p><p>The title gives you a starting point. The responsibility tells you the role.</p><p>Before any search begins, we establish what the role supports, what responsibility could sit with it and which decisions remain elsewhere.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Assistant and junior import merchandiser titles can cover</strong> different levels of responsibility. The brief should show whether the role is mainly support-led or includes responsibility for defined work.</li><li><strong>The title only tells part of the story.</strong> Evidence comes from what the person has done, which decisions they have contributed to, what they have resolved and where support or approval was still needed.</li><li><strong>A recommendation follows clarity on both sides.</strong> Encore Recruitment needs to establish whether the role is support-led or carries defined independent responsibility, and see evidence that the candidate&rsquo;s experience or potential aligns with what the role requires. The candidate needs a clear view of the opportunity and also needs to want to take that step. Only then do we recommend the candidate to the client.</li></ul><h2>What Could an Assistant/Junior Import Merchandiser Be Ready to Take On?</h2><p>An assistant/junior import merchandiser could be ready to take responsibility for defined parts of the process, depending on their experience, potential and the support around the role.</p><p>That may include purchase orders, supplier or compliance records, sample tracking, shipment updates, critical-path dates and following up delays.</p><p>Some roles extend further into supplier evaluation, lead-time or MOQ negotiation, contingency planning or defined shipment approval.</p><p>The evidence may come from a trainee or support role, or another environment where the candidate has shown accuracy, judgement, follow-through and readiness for defined responsibility.</p><p>The brief should make clear what someone needs to bring from the start and where there is room to grow.</p><h2>What Responsibility Could Sit With the Role?</h2><p>The role may include progressing defined work, resolving some issues and making decisions within agreed limits, while other decisions remain with more experienced colleagues.</p><p>Updating a critical-path date is different from deciding what should change when that date slips. Contacting a supplier is different from negotiating a lead time or MOQ.</p><p>Preparing shipment information is different from approving shipment activity. Reporting a delay is different from coordinating the recovery route.</p><p>The brief should set out what the person can progress themselves, what they can decide, what they can communicate externally and what still needs review or escalation. Those boundaries will vary by business context.</p><p>For candidates, that shows whether the role remains mainly support-led or offers defined responsibility.</p><h2>How Does Encore Recruitment Assess and Recommend an Assistant/Junior Import Merchandiser?</h2><p>We first establish what the role asks someone to support, where defined responsibility begins and which decisions sit elsewhere. We then assess candidates against that context before applying our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard.</strong></span></a></p><p>For this level, our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>recruitment process</strong></span></a> looks at the orders, suppliers or stages someone has worked with, the decisions they have contributed to, the problems they have helped resolve and where support was still needed.</p><p>We also consider potential where the role offers a step up.</p><p>We recommend the opportunity to the candidate first. We explain the responsibilities, decision boundaries and environment around the role.</p><p>If they want to proceed, we gain their agreement before identifying or submitting them to the client.</p><p>Where our assessment supports it, we then recommend the candidate.</p><h2>FAQ</h2><h3>Is an assistant import merchandiser the same as a junior import merchandiser?</h3><p>Not always. Some businesses use the titles for similar work, while others give one greater responsibility than the other. The clearer distinction comes from what the person is expected to progress, decide, resolve or escalate.</p><h3>Should an assistant/junior import merchandiser work directly with suppliers?</h3><p>They may do. The scope can range from requesting updates and following actions through to negotiating within agreed limits. The brief should make clear what they can communicate or agree themselves and what still needs approval.</p><h3>What is the difference between a trainee and assistant/junior import merchandiser?</h3><p>A trainee import merchandiser role is more likely to centre on learning, supervised contribution and developing judgement. An assistant/junior merchandiser role may include responsibility for defined orders, stages, suppliers or customer activity. The difference is clearer in the work and decisions attached to the role than in the title alone.</p><h3>Hiring an Assistant/Junior Import Merchandiser?</h3><p>Talk to Encore Recruitment about what the role needs someone to support, where responsibility could sit and which decisions remain elsewhere.</p><p><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 Assistant/Junior Import Merchandiser Role?</h3><p>Start a conversation about the responsibility you already have, the experience or potential you want recognised and what you want to take on next.</p><p><a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs &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><p>&nbsp;</p>

Assistant Import Merchandisers Hiring

Recruitment services for heads of merchandising and fashion businesses across the UK.

Head of Merchandising

<p>Fashion and lifestyle businesses ask Encore Recruitment to help them hire heads of merchandising as part of their wider <a href="/cm/sectors/import-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>import merchandiser recruitment</strong></span></a>.</p><p>Head of merchandising can describe materially different leadership roles across fashion and lifestyle businesses.</p><p>In one business, the role may centre on sales, stock, planning and trade. In another, it may lead product, range and market decisions. In a supplier or importer, the emphasis may sit with production, suppliers, critical paths and delivery. Some businesses combine elements of more than one.</p><p>The title suggests the level. The conversation defines the role. The role shapes the search.</p><p>Before any search begins, the role needs to be clear: what sits within it, what sits elsewhere and what the person is being asked to take responsibility for. Encore Recruitment uses that context to shape the search and assess the evidence behind each candidate&rsquo;s experience.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Head of merchandising does not describe one consistent function.</strong> The role may centre on stock, planning and trade; product, range and market; production, suppliers and delivery; or a combination shaped by the business.</li><li><strong>The brief needs to show why this Head role exists.</strong> Is the business asking someone to strengthen trading, reshape the range, improve supplier or delivery performance, build the team, or bring more structure to the function?</li><li><strong>The recommendation follows the role, not the title.</strong> We assess whether the candidate has led comparable work, carried the level of responsibility this role requires and can evidence what followed. The candidate also needs to see this version of head of merchandising clearly and want to take it on before we recommend them.</li></ul><h2>What Does the Title Mean in This Business?</h2><p>Head of merchandising may describe leadership of stock, planning and trade; product, range and market; or production, suppliers and delivery.</p><p>In retail merchandising, the role may include sales, stock, WSSI, OTB, forecasting, margin, markdown and trading performance. In product or market-led businesses, it may centre on assortment, pricing, range architecture and channel or regional decisions.</p><p>In supplier and importer businesses, the emphasis may move towards production planning, factories, critical paths, customer communication and delivery.</p><p>Hybrid businesses can bring several of these areas together.</p><p>The work being led matters more than the title. Where the role is centred on stock, planning and trade, our <a href="/cm/sectors/retail-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>retail merchandising recruitment</strong></span></a> page gives the closer context. Where it is centred on suppliers, production and delivery, our <a href="/cm/sectors/import-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>import merchandising recruitment</strong></span></a> page does.</p><h2>What Is the Role Expected to Take Responsibility For?</h2><p>The role may carry responsibility for trading performance, range direction, supplier performance, production and delivery, team performance or how the function is organised.</p><p>Which of these matters depends on the business and why the role exists.</p><p>The role may include setting priorities across teams, establishing how work is managed, improving visibility or control, resolving competing demands and carrying broader commercial or operational outcomes.</p><p>A retail head of merchandising may be responsible for stock, margin and trading decisions across categories or channels. A supplier-side head of merchandising may be responsible for factory performance, capacity, critical paths and delivery across customers or product areas. A product-led head of merchandising may carry responsibility for assortment, pricing or market direction.</p><p>The title may be the same. What the person is being asked to take responsibility for may not be.</p><h2>How Does Encore Recruitment Assess and Recommend?</h2><p>Encore Recruitment assesses candidates against the specific function, responsibility and business context of the role before applying our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><p>Through our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>recruitment process</strong></span></a>, we first establish what the role covers, why it is needed and what the person is expected to take responsibility for.</p><p>We look at what someone has led, what they were responsible for, what sat elsewhere, the decisions they made and what followed. We also look at how they handled competing priorities, worked across functions and led people or standards.</p><p>The opportunity is discussed with the candidate first, including what the role covers and what will be expected of them. The candidate decides whether they want to explore that version of Head of Merchandising.</p><p>Only with their agreement, and where the assessment supports it, do we recommend them to the client under our Recommendation Standard.</p><h2>FAQ</h2><h3>Is Head of Merchandising the same role in every fashion or lifestyle business?</h3><p>No. The title may describe retail planning and trading, product and market merchandising, supplier-side production merchandising or a hybrid role. The function being led needs to be established before the title becomes useful.</p><h3>Is Head of Merchandising the next step after senior merchandiser or merchandising manager?</h3><p>Not automatically. Progression varies with the business and the function being led. Relevant backgrounds may include merchandising, planning, trading, buying, production or commercial roles. What matters is the responsibility someone has taken on and the evidence behind it, rather than a fixed title sequence.</p><h3>What should a hiring client define before recruiting a Head of Merchandising?</h3><p>Start with the work the role covers, why it is needed and what the person will be responsible for. The brief should also show how the role works alongside Buying, Finance, Production, Sourcing, Sales, Technical and senior leadership.</p><h3>Hiring a Head of Merchandising?</h3><p>Talk to Encore Recruitment about what the role needs to cover and what you need the person to take responsibility for.</p><p><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 Head of Merchandising Role?</h3><p>Start a conversation with Encore Recruitment about what you are responsible for now and the type of merchandising role you want to take on next.</p><p><a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs &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>

Head of Merchandising Hiring

Head Of

Recruitment services for import merchandisers and fashion businesses across the UK.

Import Merchandisers

<p>Fashion and lifestyle businesses use Encore Recruitment to hire import merchandisers across brands, retailers, suppliers and importers.</p><p>Import merchandisers help move product and orders through production towards delivery. Depending on the business, that can involve suppliers, factories, critical paths, purchase orders, samples, shipments, customer communication and delivery planning.</p><p>The title alone does not show how much responsibility sits with the person.</p><p>The title is a starting point. The production and delivery responsibility behind it tells us more.</p><p>Before any search begins, we establish what the role covers, what the person needs to progress or resolve themselves and where other decisions sit.</p><p><strong>Key Takeaways</strong></p><ul><li><strong>Import merchandising connects product </strong>decisions with production and delivery. The work can include suppliers, factories, critical paths, purchase orders, samples, shipments and customer or delivery activity.</li><li><strong>The same title can carry different levels of responsibility.</strong> What someone progresses themselves, which problems they resolve and how they work with suppliers or customers can all change the role.</li><li><strong>The recommendation follows the role, not the title.</strong> We assess the evidence behind the candidate&rsquo;s experience against the responsibility in this vacancy. The candidate also needs a clear view of the opportunity and to want Encore Recruitment to represent them before we recommend them to the client.</li></ul><h2>What Does an Import Merchandiser Take Responsibility For?</h2><p>An import merchandiser helps progress product and orders through production towards delivery, working across suppliers, factories and internal teams.</p><p>That may include purchase orders, sample progress, critical paths, supplier communication, production updates, shipment information and keeping customers or internal teams informed.</p><p>The activity alone does not tell you how much responsibility sits with the person.</p><p>Updating a critical-path date is different from deciding what should change when that date slips. Contacting a supplier is different from negotiating a lead time or MOQ. Following production is different from deciding how a delivery problem should be recovered.</p><p>The same job title can therefore sit over work that is mainly support-led, defined independent responsibility or a wider remit involving customers, suppliers and difficult production decisions. The new sub-role pages reflect those distinctions directly.</p><p>Import merchandisers also work across functions such as buying, design, product development, garment technology, production, sourcing, account management, logistics and finance.</p><p>Those relationships do not mean every decision sits with the import merchandiser.</p><p>What matters is knowing what the person is expected to progress, decide, communicate and escalate.</p><h2>How Does the Role Change at Different Levels?</h2><p>Responsibility changes through the level of support, independence, problem-solving and supplier, customer or team responsibility attached to the role.</p><p>At trainee level, the emphasis is more likely to sit with learning the development-to-delivery process, keeping information accurate, following actions through and developing judgement with supervision.</p><p>Assistant and junior roles may move into responsibility for defined orders, suppliers, critical-path stages or customer activity.</p><p>An established import merchandiser may carry more consistent responsibility for orders, suppliers, production progress and delivery activity without routine supervision.</p><p>At senior level, the difference may sit in larger or harder accounts, more complex sourcing routes, wider customer or supplier responsibility, difficult recovery decisions or becoming the point others turn to when an issue cannot be resolved earlier.</p><p>An import merchandising manager may remain hands-on with accounts and suppliers or move further into team priorities, workflow, standards, escalations and wider function performance.</p><p>For more detail:</p><ul><li><a href="/cm/sectors/import-merchandisers/trainee" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Trainee Import Merchandisers</strong></span></a></li><li><a href="/cm/sectors/import-merchandisers/assistant" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Assistant/Junior Import Merchandisers</strong></span></a></li><li><span style="text-decoration: underline;"><a href="/cm/sectors/import-merchandisers/senior" target="_blank" rel="noopener"><strong>Senior Import Merchandisers</strong></a></span></li><li><a href="/cm/sectors/import-merchandisers/manager" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Import Merchandising Managers</strong></span></a></li><li><a href="/cm/sectors/import-merchandisers/head-of" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Head of Merchandising</strong></span></a></li></ul><p>Head of Merchandising can be a possible progression route, though it is not one consistent final step. The title is also used for retail planning and trading, product and market merchandising, and supplier-side production merchandising.</p><h2>Import Merchandiser Salaries</h2><p>Import merchandiser salaries reflect more than the job title. Responsibility, business model, supplier or customer exposure, sourcing complexity and location can all affect salary. Indicative salary ranges include:</p><ul><li><strong>Trainee Import Merchandiser:</strong>&nbsp;&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>For Head of Merchandising, the &pound;75,000+ figure is most relevant where the role is rooted in import, supplier or production merchandising. The same title is also used for different retail and product-led functions, so it should not be read as one universal Head of Merchandising salary benchmark.</p><p>Any salary offered must also reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.</p><h2>What Sits Behind an Encore Recruitment Recommendation?</h2><p>An Encore Recruitment recommendation is based on the specific responsibility in the role, not the job title alone.</p><p>We first establish what the person needs to progress, which suppliers, orders or customers sit within the role, which problems they are expected to resolve and where other decisions remain.</p><p>Assessment then focuses on evidence. We explore the orders, suppliers, production stages or customer activity someone has worked with, what they handled themselves, what they resolved and when they needed support or escalation.</p><p>At senior or manager level, that may extend into difficult recovery decisions, competing cost, quality and delivery pressures, wider supplier or customer responsibility, work allocation, standards or leadership.</p><p>You can read more about how we work through our <a href="/cm/our-story/process" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>recruitment process</strong></span></a>.</p><p>The opportunity is discussed with the candidate first. We explain the role and the responsibility involved. The candidate decides whether they want Encore Recruitment to represent them for that role.</p><p>Only with their agreement, and where our assessment supports it, do we recommend them to the client under our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a>.</p><p>The recommendation is our assessment. The client and candidate decide what happens next.</p><h2>FAQ</h2><h3>What does an import merchandiser do?</h3><p>An import merchandiser helps progress product and orders through production towards delivery. Responsibilities may include suppliers, factories, purchase orders, samples, critical paths, production progress, shipments and delivery information.</p><h3>What is the difference between an import merchandiser and a retail merchandiser?</h3><p>Import merchandising is more closely connected with suppliers, production, critical paths and delivery. <a href="/cm/sectors/retail-merchandisers" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Retail merchandising</strong></span></a> centres more on sales, forecasting, stock planning, WSSI, OTB, allocation and trading performance.</p><h3>How does an import merchandiser role change at different levels?</h3><p>There is no single industry-wide ladder. Earlier roles are more likely to include learning, support and defined responsibility. Established and senior roles may carry greater independence, harder problems and wider supplier or customer responsibility. Manager roles may add responsibility for people, workflow, standards or wider function performance.</p><h3>Hiring an Import Merchandiser?</h3><p>Talk to Encore Recruitment about what the role needs someone to progress, resolve and take responsibility for.</p><p><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 with Encore Recruitment about the responsibility you carry now and what you want to take on next.</p><p><a href="/cm/jobs" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>View Jobs &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>

Import Merchandisers Hiring

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 <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span></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 <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</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 <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</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>recruitment 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 <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</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 <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</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 <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span> 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, fixed-term and freelance 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

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 <span style="text-decoration: underline;"><strong><a href="/cm/sectors" target="_blank" rel="noopener">fashion and lifestyle sectors</a></strong></span>.</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 <span style="text-decoration: underline;"><strong><a href="/cm/our-story" target="_blank" rel="noopener">our story</a></strong></span>.&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 5-stage <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span> 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 

Questions and answers for fashion and lifestyle candidates.

Fashion & Lifestyle Recruitment – Candidate FAQ

<p>If you're considering a new role in fashion or lifestyle, this page answers practical questions about working with Encore Recruitment, from applying or sending us your CV to interviews, offers and starting a new role.</p><p><strong>Key Takeaways</strong></p><ul><li>We recruit permanent, fixed-term and freelance roles across fashion and lifestyle businesses throughout the UK.</li><li>There is no charge to candidates, and we only represent you for an opportunity with your agreement.</li><li>We stay involved with you and the client throughout the recruitment process, right up until the start date.</li></ul><h2>Fashion &amp; Lifestyle Recruitment</h2><h3>What sectors does Encore Recruitment recruit for?</h3><p>We recruit across fashion, accessories, footwear, homeware and beauty.</p><p>Our clients include brands, retailers, suppliers and importers looking for people to join their businesses on a permanent or fixed-term basis.</p><p>Explore our <span style="text-decoration: underline;"><strong><a href="/cm/sectors" target="_blank" rel="noopener">fashion and lifestyle recruitment sectors</a></strong></span>.</p><h3>What types of roles do you recruit for?</h3><p>We recruit across buying, merchandising, design, technical, product, production, sales, marketing, HR, operations and support roles.</p><p>That includes junior positions through to senior appointments across different parts of a fashion or lifestyle business.</p><h3>Where do you recruit?</h3><p>Across the UK.</p><p>Encore Recruitment is based in Macclesfield, Cheshire, and works with fashion and lifestyle businesses recruiting throughout the UK.</p><h3>Do you recruit permanent, fixed-term, freelance or temporary roles?</h3><p>We recruit permanent, fixed-term and freelance employees.</p><p>We don't supply temporary.</p><h3>Do I have to pay Encore Recruitment?</h3><p>No. There is no charge to you for applying, sending us your CV, being represented or being recommended for a role.</p><p>The business recruiting pays Encore Recruitment a fee when they hire someone through us.</p><h2>Applications, CVs &amp; Opportunities</h2><h3>What happens when I apply for a role?</h3><p>We'll review your application against the role you've applied for, and everyone who applies receives a response.</p><p>If there is something to explore together, we'll get in touch to talk about it. If there isn't, we'll let you know that you haven't been successful at this stage.</p><h3>What happens when I send you my CV?</h3><p>We'll let you know we've received it.</p><p>If we have a role we think could be relevant, we'll contact you to talk about it.</p><p>We'll work through our recruitment process with you, and only send your CV to a client for a role with your agreement.</p><h3>Do I need to be actively looking for a new role to speak to you?</h3><p>No. You may be actively looking, thinking about what you want to do next, or we may contact you about an opportunity we think could be worth discussing.</p><p>A conversation gives us both the chance to learn more and decide whether there is something worth exploring.</p><h2>Confidentiality &amp; Representation</h2><h3>Will you send my CV or details to a client without asking me?</h3><p>No. We only send your CV or identify you to a client when you know the opportunity and have agreed that you want us to represent you for it.</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>Can you approach a business on my behalf if they don't have a role advertised?</h3><p>Yes, where we agree together that there is a reason to make an approach.</p><p>If there isn't an identified vacancy, we can agree to approach a business without initially identifying you.</p><p>If the business is interested in finding out more, we'll come back to you before your identity or details go any further.</p><h2>Interviews &amp; Decisions</h2><h3>How will you help me prepare for an interview?</h3><p>We'll prepare with you for the interview you've been asked to attend.</p><p>That means looking at the role, the business, who you're meeting and what the client has asked of you. If you've been asked to prepare something specific, such as a presentation, that becomes part of the preparation too.</p><p>We'll help you think about what you want to communicate so you can express your experience and thinking clearly as yourself.</p><p>Preparation isn't only about whether you're right for the role. The interview is also your opportunity to understand more about the role, the business and the people you could be working with, and decide whether you want to continue.</p><h3>What happens after an interview?</h3><p>We'll speak with you about how the interview went and what you learned from it, and we'll speak with the client about their feedback and next steps.</p><p>An interview can give both sides information they didn't have before. You may both want to continue, one side may decide not to, or there may be more to discuss before either side decides.</p><p>We'll make sure you know where things stand as the process develops.</p><h3>What happens if I decide I don't want to continue?</h3><p>You can decide not to continue at any stage.</p><p>We'll talk through your decision with you, make sure the client knows where things stand and discuss what happens next.</p><p>Applying, agreeing to be represented or attending an interview doesn't take the career decision away from you.</p><h3>What happens if the client decides not to continue?</h3><p>We'll let you know and, where possible, help you understand the feedback behind the decision.</p><p>We'll talk through the feedback with you and what it means for what comes next. That might be another opportunity, or simply staying in touch.</p><h2>Offers &amp; Starting</h2><h3>What happens if I'm offered the role?</h3><p>We'll talk you through the offer so you know what the client is proposing.</p><p>You can ask questions, consider the information you've gathered throughout the process and decide whether you want to accept.</p><p>An offer is the client's decision to ask you to join them. Whether you accept it remains your decision.</p><h3>What happens between accepting an offer and starting?</h3><p>We stay in contact with you and the client right up until your start date.</p><p>That includes the period around resignation, your notice period and preparation for joining the new business.</p><p>Questions can still come up after an offer has been accepted. Staying in touch gives you somewhere to raise them and means we remain involved until you're ready to start.</p><p>Explore our five-stage <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span> to understand how we work from the first conversation through to starting a new role.</p><h3>Ready to Explore 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> or <a href="/cm/candidates/send-cv" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Send CV&rarr;</strong></span></a></p>

Candidate FAQ

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

Send Us Your CV

<div><p class="PDq2pG_selectionAnchorContainer" data-start="340" data-end="458">Send us your CV and we'll review it. If we have a role that we think could be relevant, we'll contact you to discuss it.</p><p data-start="463" data-end="530">We'll only send your CV to a client for a role with your agreement.</p></div><div></div><div></div>

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><strong>We recruit permanent, fixed-term and freelance</strong> roles across the UK, from entry level to leadership, across fashion, accessories, footwear, homeware and beauty.</li><li><strong>Our Recommendation Standard brings together</strong> what we know about you, the role and the business before we make a recommendation.</li><li><strong>We only represent you with</strong> 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 and 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 <span style="text-decoration: underline;"><strong><a href="/cm/sectors" target="_blank" rel="noopener">fashion and lifestyle sectors</a></strong></span> 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 <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</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

Questions and answers for fashion and lifestyle clients.

Fashion & Lifestyle Recruitment – Client FAQ

<p>If you're recruiting for your fashion or lifestyle business, this page answers questions about working with Encore Recruitment, from the roles we recruit and our fees to how we make recommendations and stay involved through to the start date.</p><p><strong>Key Takeaways</strong></p><ul><li>We recruit permanent, fixed-term and freelance employees for fashion and lifestyle businesses across the UK.</li><li>We aim to recommend up to three people for a role, with a maximum of five.</li><li>We stay involved with you and the candidate throughout the recruitment process, right up until the start date.</li></ul><h2>Fashion &amp; Lifestyle Recruitment</h2><h3>What fashion and lifestyle sectors do you recruit for?</h3><p>We recruit across fashion, accessories, footwear, homeware and beauty.</p><p>Our clients include brands, retailers, suppliers and importers looking for people to join their businesses on a permanent or fixed-term basis.</p><p>Explore our <span style="text-decoration: underline;"><strong><a href="/cm/sectors" target="_blank" rel="noopener">fashion and lifestyle recruitment sectors</a></strong></span>.</p><h3>What roles do you recruit for?</h3><p>We recruit across buying, merchandising, design, technical, product, production, sales, marketing, HR and operations and support roles.</p><p>That includes junior positions through to senior appointments across different parts of a fashion or lifestyle business.</p><h3>Where do you recruit?</h3><p>Across the UK.&nbsp;Encore Recruitment is based in Macclesfield, Cheshire, and works with fashion and lifestyle businesses recruiting throughout the UK.</p><h2>Fees &amp; Commercial Terms</h2><h3>What are Encore Recruitment's fees?</h3><p>Our fee is 15% of the agreed starting salary for roles up to and including &pound;24,999, and 20% for roles at &pound;25,000 and above.</p><p>There are no upfront fees. We provide our full terms of business before starting a search.</p><h3>When is the recruitment fee invoiced?</h3><p>We invoice on the candidate's start date. Payment is due within 14 days of the invoice date, unless we have agreed different terms with you in advance.</p><h3>What happens if someone we recruit leaves after starting?</h3><p>Our standard terms include eight weeks of placement protection.</p><p>Depending on the circumstances and timing, this provides for one replacement search at no additional fee or a rebate calculated on a sliding scale. The conditions are set out in our terms of business.</p><p>Since Encore Recruitment was founded in October 2020, we have issued only one rebate <em>(as at August 2026)</em>.</p><h3>Do you work exclusively?</h3><p>We don't ask clients to give us exclusivity.</p><p>If you would prefer Encore Recruitment to work exclusively on your role, we're happy to agree that with you.</p><h3>Do you recruit permanent, fixed-term or temporary roles?</h3><p>We recruit permanent, fixed-term and freelance employees.</p><p>We don't supply temporary staff.</p><h3>Do you charge candidates?</h3><p>No. Candidates are never charged for being considered, represented or recommended for a role.</p><h2>Process &amp; Timelines</h2><h3>What do you need from us before you start?</h3><p>We need to understand more than the job title.</p><p>We'll talk with you about why you're recruiting, the responsibilities, salary and location, as well as what you need the person joining your business to take on.</p><p>We also need to understand the business and team they're considering joining. If something still needs clarifying, we'll work through it with you.</p><p>Explore our 5-stage <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</p><h3>Can you help us with the job description?</h3><p>Yes.&nbsp;If you already have a job description, we'll use it as part of the conversation about the role. If it needs developing or updating, we can help with that too.</p><p>The important part is making sure there is enough clarity about the role before we ask someone to consider it.</p><h3>How do you manage the recruitment process?</h3><p>We stay involved with you and the candidate throughout the process.</p><p>Recruitment moves through a series of conversations and decisions. We find and recommend people. You decide who you want to meet. Candidates decide whether they want to continue. Interviews create more information, feedback shapes what happens next, and either side can decide to continue or stop.</p><p>How quickly the process moves depends on all of us. How quickly we can find and recommend someone, how quickly candidates can respond and interview, and how quickly you can review, interview and make decisions all affect the overall timeline.</p><p>Our role is to keep those parts connected, keep everyone informed and make sure each side knows what happens next.</p><h3>Where do you look for people?</h3><p>More than 25 years of fashion and lifestyle recruitment has built experience and connections across the sector.</p><p>Our search can draw on those existing relationships, applications and people we identify specifically for your role. What we've learned about your business and the role helps determine where we look and who we have a reason to approach.</p><p>See how Talent Finding works within our <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</p><h2>Recommendations &amp; Assessment</h2><h3>How do you decide who to recommend?</h3><p>A search can involve many more people than the ones we recommend to you. We find people, speak to them and assess what we learn. You don't need to see everyone we've found or spoken to.</p><p>Before making a recommendation, we bring together what we've learned about your business and the role with what we've learned about the person considering it. Skills and experience matter. So do expectations, motivation and what each side needs from the working relationship.</p><p>The role is recommended to the candidate first. They know who you are, understand the opportunity and decide whether they want to be considered.</p><p>Only when we have a reason to recommend them and they want to be considered for your role do we make the recommendation to you.</p><p>Our <a href="/cm/our-story/recommendation-standard" target="_blank" rel="noopener"><span style="text-decoration: underline;"><strong>Recommendation Standard</strong></span></a> sets out the guidelines behind that decision.</p><h3>How many candidates will you recommend?</h3><p>We aim to recommend up to three people for a role, with a maximum of five.</p><p>Our aim is to make your recruitment easier, not send you a volume of CVs to review. We don't add people to a shortlist to make up the numbers.</p><p>If there is one person we're prepared to recommend, we'll recommend one.</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>Working Together</h2><h3>How do you handle feedback after interviews?</h3><p>We stay involved with you and the candidate while you both decide whether to continue.</p><p>We gather feedback from both sides and help clarify questions that come out of the interview. Further conversations can provide information that wasn't available before, and perspectives can change as the process develops.</p><p>The hiring decision remains yours. The career decision remains the candidate's.</p><h3>What happens if either side decides not to continue?</h3><p>We make sure the other side knows where things stand and, where possible, understands the reason for the decision.</p><p>Sometimes an interview confirms that both sides want to continue. Sometimes one side decides not to. Sometimes more information is needed before either can decide.</p><p>Whatever the decision, we communicate it and agree what happens next.</p><h3>Do you stay involved after an offer is accepted?</h3><p>Yes. We stay involved with you and keep in touch with the candidate right up until the start date.</p><p>Questions can come up at any point. Resignation, notice periods and preparation for joining also give both sides time to think about what comes next.</p><p>Staying in contact gives questions or changes the chance to surface before the start date. Sometimes a decision not to start can still be made late in the process. We can't remove that possibility, but staying involved means we can respond when something changes rather than assuming an accepted offer has closed the recruitment process.</p><p>See how we support clients throughout our <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span>.</p><h3>Have a Role to Recruit?</h3><p>If you have a fashion or lifestyle role to recruit, you can send us the details or talk to us about what you need.</p><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><p>&nbsp;</p>

UK Fashion & Lifestyle Client FAQ

Client FAQ

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, fixed-term and freelance 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 <span style="text-decoration: underline;"><strong><a href="/cm/sectors" target="_blank" rel="noopener">fashion and lifestyle sectors</a></strong></span>, or review the detailed breakdown of our <span style="text-decoration: underline;"><strong><a href="/cm/our-story/process" target="_blank" rel="noopener">recruitment process</a></strong></span> 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>

Paul Bryce

paul.bryce@encorerecruitment.co.uk

About Me