A-players in your interview calendar in seven days
We’re the ecommerce recruiters e-commerce brands trust to find top-tier marketing, creative, and operations talent. No CV spam, no percentage fees, no waiting.
- Only operators with proven e-commerce P&L impact
- Exclusive search — we present to you, not to 17 other clients
- Flat fee agreed upfront, never a share of salary
30 minutes. You leave with a role profile either way.
Mapping the market. No candidate is shown until we would hire them ourselves.
- Coolmobility
- Liebdorf
- Ocoma
2:14Your product and your shop are outstanding. Your team is the bottleneck.
Getting a brand from 10M to 100M is hard enough. You cannot do it with people who need to be told what to do next.
- 6 monthsaverage time to notice
A mis-hire hides for half a year
They keep busy, the dashboards drift sideways, and nobody can point at the reason. By the time it is obvious, you have paid two quarters for it.
- 1.5×salary, replacement cost
You pay for the role twice
Severance, re-posting, re-onboarding and the ramp-up of whoever comes next. All of it lands in the same budget line.
- Every A-playeron the team feels it
Your best people carry the slack
Strong operators do not quit over workload. They quit over covering for someone who should not be in the room.
- Your customersmeet the weakest link
The brand experience drops
Service and creative are only as sharp as the person shipping them that day.
A-player or everybody else
It is not seniority and it is not the CV. It is what happens on a Tuesday afternoon when something breaks.
A-player
“I already fixed it. Here is what I changed.”
- Comes for the work — not for the perks page.
- Solves problems quietly — you find out in the weekly meeting.
- Sets their own priorities — and defends them with numbers.
- Executes without supervision — and tells you what moved.
- Raises the room — everybody around them gets better.
B- and C-player
“That is not really my area.”
- Comes for the benefits — and feels attacked when you say performance.
- Creates problems — that somebody else gets to solve.
- Treats everything as urgent — so nothing important gets done.
- Needs the task spelled out — and half of it still comes back wrong.
- Slows the team down — except when there is something to celebrate.
One A-player does not replace two B-players. They replace the reason you needed two.
Which roles do we fill?
Everything that moves revenue in a consumer brand — from the person buying media to the one running the warehouse.
The people who own conversion, catalogue and every marketplace you sell on.
Looking for something that is not on this list? Tell us the role and we will tell you honestly whether we can fill it.
Every revenue stage needs a different team
Pick where your brand is right now. The bottleneck is usually one hire away from where you think it is.
Generalists who play
You need a handful of people who are excellent on their instrument and still happy to pack boxes on a Friday. Specialists this early will sit idle.
The founder is still the best marketer in the company.
- E-Commerce Generalist
- Performance Marketer
- Content Creator
Every other recruiter, and then us
Same promise on every agency website. These are the six places where the difference actually shows up.
Five steps. One week. Two hours of your time.
You brief us once and show up to the interviews. Everything between those two moments is our job.
- Day 1 · 45 min
Kickoff
One video call to understand the role, the team it lands in and what a great first six months would look like.
Your part45 minutes on a call - Day 1–2
Build the persona
We write the profile with you, challenge the must-haves that will cost you candidates, and agree what we will not compromise on.
Your partApprove the profile - Day 2–5
Hunt the market
We map who is out there, approach them directly in your name, and screen for skill, motivation and fit before you ever see a name.
Your partNothing - Day 6–7
Your interviews
You meet a shortlist of candidates who already know your brand, want this specific role and can start a conversation about the work.
Your partShow up and decide - After
Signing and onboarding
We help you land the offer, stay close during notice period, and check in through the first weeks so the hire actually sticks.
Your partSend the contract
Questions we get before signing
Straight answers, no fine print.
Seven days from kickoff call to first interviews, on nearly every role we fill. We move because we already have vetted candidates in the pipeline, not because we cut corners on screening.
Tell us the seat you need filled.
A 20-minute call, no deck. We tell you what the role realistically costs on the market and whether we are the right people to fill it.
- We reply within one working dayA real person reads this, not a sequence.
- You get a straight answerIf your role is outside what we do well, we say so and point you elsewhere.
- No percentage of salaryFixed fee, agreed before we start searching.