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Fashion & Lifestyle Recruitment Roles

Fashion & Lifestyle – Marketing

Fashion and lifestyle businesses ask Encore Recruitment to help them hire marketing professionals.

Fashion and lifestyle professionals ask us to help them find marketing opportunities.

We find, assess and recommend people they’d want to work with.

Key Takeaways

  • Marketing recruitment across fashion and lifestyle: We recruit from Marketing Assistant to Marketing Director roles for brands, retailers, suppliers and importers across fashion, accessories, footwear, beauty and homeware.
  • Understand, find and filter: We understand what you’re trying to achieve, find people who could help, and filter what we find through that understanding.
  • Assess, qualify and recommend: We assess and qualify who remains before deciding who we’re prepared to recommend. We make the recommendation. You decide what happens next.

Marketing Recruitment Starts for Different Reasons

For businesses and marketing professionals, the starting point changes what we need to understand and explore.

What if Customer Growth Has Started to Slow?

A brand can have strong products, clear positioning and loyal customers, yet still struggle to reach new audiences consistently.

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.

What if Marketing Responsibilities Are Spread Across Too Many People?

As brands grow, marketing tasks can become fragmented across e-commerce, creative, social media, PR and leadership teams.

You may need someone who can bring ownership, coordinate activity across channels, manage external agencies or create greater consistency across campaigns and customer communication.

What if You're Ready to Take Ownership of Bigger Campaigns?

You may have built experience delivering campaigns and now want greater ownership of what happens before, during and after launch.

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.

What if You're Looking for Greater Variety or Influence?

Your next move may be less about seniority and more about having a broader role in how marketing decisions are made.

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.

Marketing Careers, Responsibilities and Salaries

The Same Marketing Title Can Mean Different Things

Marketing spans customer communication, brand development, e-commerce performance and commercial growth.

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.

The title itself provides limited information. The commercial objectives behind the hire provide a clearer picture.

Different Businesses Need Different Things

Retailers, brands, suppliers, importers, wholesale businesses and DTC organisations organise marketing responsibilities differently.

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.

The environment shapes the responsibilities and priorities behind the role.

Marketing Responsibilities Change as Careers Progress

Marketing careers can develop through the following stages:

  • Marketing Assistant
  • Marketing Executive
  • Marketing Manager
  • Senior Marketing Manager
  • Head of Marketing/Marketing Director

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.

Marketing Salaries Reflect Responsibility, Experience and Market Demand

Salary expectations are influenced by channel ownership, commercial responsibility, business size, location and market demand.

Typical salary ranges across parts of the UK fashion and lifestyle sector include:

  • Marketing Assistant: £24,000–£28,000
  • Marketing Executive: £28,000–£38,000
  • Marketing Manager: £40,000–£60,000
  • Senior Marketing Manager: £60,000–£80,000
  • Head of Marketing/Marketing Director: £80,000+

Salary ranges updated August 2026

Salary ranges are indicative. Any salary offered must reflect contracted hours, the applicable age band and UK National Minimum Wage requirements.

How We Approach Marketing Recruitment

Understanding What You're Looking For

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.

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.

A job title or CV gives us information. The conversation gives us the context needed to use it.

Finding Marketing Professionals and Opportunities Worth Exploring

For clients, what we learn helps us identify marketing professionals whose experience gives us a reason to have a conversation.

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.

For professionals, it helps us identify opportunities that may support what you're looking for next.

Not every person identified leads to a conversation. Not every opportunity discussed leads to representation.

Discover how we approach our Process.

Before We Make a Recommendation

Finding a marketing professional is not the same as recommending one.

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.

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.

Read the guidelines behind our Recommendation Standard.

Clients and Candidates Decide What Happens Next

We don't decide who gets hired or who accepts an offer. We make a recommendation. Clients and candidates decide what happens next.

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.

Where both sides continue, we support interviews, feedback and offer discussions through to the start.

If either side doesn't want to proceed, we understand why and agree what happens next.

FAQ

What Does a Marketing Professional Do?

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.

Do Marketing Professionals Work Closely with E-commerce Teams?

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.

What Helps Marketing Professionals Progress into Senior Positions?

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.

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