Hiring guides, role comparisons, and market perspective for Retail, Omnichannel, and eCommerce leaders.
Best Buy's next CEO currently oversees merchandising, ecommerce, marketing, and supply chain as one role. Here's the hiring lesson behind how he got there.
Home Depot, Best Buy, Kohl's, and dozens more now run on DoorDash, Instacart, or Uber Direct. Here's the commercial hire most retailers still don't have.
One 'Omnichannel Manager' used to cover fulfillment, site ops, retail media, and CX. Here's why that job is splitting into four.
55% of retailers are rolling out AI-driven dynamic pricing, but shopper trust sits at just 35%. Here's the hire who has to own both sides of that gap.
US retail media hits $71B in 2026, and 89% of new dollars flow to just Amazon and Walmart. Here's the corporate team retailers need to build their own network.
89% of retailers now run a loyalty program, and Starbucks just proved a relaunch can move earnings. Most retailers still don't have one owner for it.
89% of retailers have adopted AI. Roughly 7% have scaled it. The gap between those numbers is an ownership problem, and most retailers haven't hired for it.
The full cross-channel journey now has a lot of partial owners and almost no one with the authority to fix it when it breaks between them. Here's what this hire actually needs to own.
The title has not changed in fifteen years. The job has. Here's what a Key Account Manager actually owns in 2026, and why the profile most companies screen for is no longer the one that succeeds.
Almost every retail candidate claims it, almost every retailer needs it, and it has become one of the least reliable phrases on a resume. Here's how to actually screen for the real thing.
Merchandise planning used to mean spreadsheets and a good gut for seasonality. In 2026 it means validating what an AI model already forecasted, and most job descriptions are still written for the job as it existed five years ago.
Retail technology used to mean one IT generalist keeping the website online. In 2026 it means a stack of specialized platforms, and most companies are still hiring for the org chart they had three years ago.
Returns used to be a customer service line item. In 2026 they are a nine-figure line on the P&L, and most retailers still do not have anyone whose job is to own that number.
Store closures get the headlines, but a meaningful part of retail is opening doors this year, not closing them, and building omnichannel in from the start rather than retrofitting it later.
The role that turns BOPIS, ship-from-store, and buy-online-return-in-store from marketing promises into operational reality, and the profile most retailers get wrong when they hire for it.
Two roles that both live at the intersection of brand and retailer, but answer very different questions and need very different hiring profiles.
What Site Ops, Category, Marketplace, and Omnichannel leadership roles actually pay this year, and the variables that move a number more than the job title does.
Real hiring timelines by practice area, and the specific things that stretch a five-week search into a twelve-week one.
The role that keeps a growing catalog accurate, fast, and sellable across every channel, and the one most companies wait too long to fill.
A weak Supply Chain hire doesn't just underperform quietly. It shows up in stockouts, missed peak season windows, and margin erosion that takes months to trace back to its source.
The eCommerce Manager job description from five years ago barely resembles what the role actually covers today.
Retailer data requirements have gotten more sophisticated. The candidate pool that can meet them hasn't grown as fast.
Two adjacent roles that get confused constantly, with different day-to-day responsibilities and different hiring profiles.
Two roles that increasingly overlap, and increasingly need to be filled by two different people as retail media budgets grow.
The best Marketplace Managers think like a P&L owner, not a listings administrator. Here's what to screen for.
Both models get you a candidate. They get there very differently, and the difference matters more for some roles than others.
A generalist staffing firm can post a job description. A specialist can tell you whether the candidate in front of you actually understands the difference between a 1P and 3P Amazon listing. Here's why we chose specialization over breadth.