As brands continue to hire this year and plan for 2027, we're seeing some clear shifts in how companies hire and what candidates expect.
Across our searches in fashion, beauty, accessories, and consumer lifestyle, conversations are becoming more focused on compensation, flexibility, team structure, and the skills needed to support growth.
At PRTNR Recruiting, we have a front-row seat to both sides of the hiring process. We hear what brands need, what candidates are looking for, and where the two don't always align.
Here are five hiring trends we're seeing firsthand, along with practical considerations for brands planning their next hires.
1. The Four-in-One Role Is Reaching Its Limit
Lean teams have led many brands to combine multiple responsibilities into a single position. We're seeing job descriptions that cover design, technical design, product development, sourcing, and factory communication, sometimes all within one role.
Versatility is valuable, especially for growing brands. But there's a difference between hiring someone who can wear multiple hats and expecting one person to do the work of an entire department.
We're also hearing more candidates ask about team structure before seriously considering an opportunity. Who will they report to? Who will support them? Is there room to grow?
When those answers aren't clear, even strong opportunities can become harder to sell.
What brands should consider: Before opening a search, identify the responsibilities that matter most and build the position around those priorities. As budgets allow, creating clear levels within a department, from assistant through senior leadership, can help attract talent and provide a path for long-term growth.
2. Compensation Conversations Are Getting More Direct
We're seeing both employers and candidates become more deliberate about compensation, but expectations don't always align with experience.
Many of our clients are working within defined salary budgets and have limited flexibility once an offer is made. On the candidate side, professionals who are happy in their current positions often need a meaningful financial incentive to consider making a move.
At the same time, salary transparency has introduced another challenge. With published salary ranges and restrictions on asking about compensation history, candidates may enter conversations with expectations based on the advertised range rather than the experience and responsibilities required to justify that compensation.
We've encountered candidates whose salary expectations are ahead of their current experience. While ambition is a positive quality, compensation should reflect the scope of the position, the skills required, and the value someone can realistically bring to the business.
This makes defining expectations before hiring more important than ever. When employers clearly outline the responsibilities, performance goals, and what success looks like in the first 90 days and beyond, it becomes easier to assess whether a candidate is genuinely qualified for the role and aligned with its expectations.
We've also seen creative solutions help close offers. In one recent search, a sign-on bonus helped bridge the gap between a candidate's expectations and the employer's base salary budget.
What brands should consider: Establish a realistic salary range based on the responsibilities of the position and the market. Be clear about the experience required, define measurable performance expectations, and evaluate candidates consistently against those criteria. The goal isn't simply to find someone willing to accept the salary, but someone who can deliver at the level the position requires.
3. Office Expectations Are Playing a Bigger Role in Hiring Decisions
Office schedules continue to be an important part of candidate conversations, and preferences aren't always what employers expect.
We've seen candidates decline opportunities requiring five days in the office, while others have passed on fully remote positions because they value in-person collaboration.
The preferences can also vary by function. Designers who work closely with fabrics, samples, and fittings may prefer being on-site, while other candidates place greater value on a hybrid schedule.
One approach we've seen work well is having new employees spend their first 90 days in the office before transitioning to a hybrid schedule. This gives them time to learn the business, build relationships, and receive hands-on training while still offering flexibility longer term.
There's no single office policy that works for every company or candidate.
What brands should consider: Be transparent about office expectations from the first conversation. If the schedule is nonnegotiable, communicate that early. It saves time for everyone and ensures candidates understand what they're committing to before reaching the offer stage.
4. Wholesale Sales Talent Is Becoming Harder to Find
We're seeing continued interest in building wholesale businesses, particularly within specialty retail, where strong account relationships can create meaningful growth opportunities.
But finding experienced sales professionals, especially at the mid-level, remains a challenge in several of our searches.
Wholesale sales requires more than maintaining buyer relationships. Successful account executives need to understand their territories, identify opportunities, manage accounts, and know how to build business over time.
The disruption to travel, trade shows, and in-person account development in recent years has also contributed to gaps in hands-on experience among some emerging sales professionals.
As a result, brands may need to look beyond candidates who have already managed every aspect of a territory.
We're also finding that some junior sales professionals aren't accustomed to commission-based compensation and may focus primarily on base salary without fully understanding the earning potential.
What brands should consider: Look for candidates with strong relationship-building skills, commercial instincts, and the motivation to develop new business. Be prepared to provide training where needed, and clearly explain commission structures using realistic earning scenarios.
The right person may not have every account relationship on day one, but they should have the ability and drive to build them.
5. AI Skills Are Entering the Hiring Conversation
AI is beginning to appear in job descriptions across creative and business functions, and we're hearing more conversations about how these tools fit into existing roles.
In some searches, familiarity with specific AI platforms is becoming an additional skill employers value, much like Excel, Illustrator, or other industry-specific programs.
But we're not seeing AI eliminate the need for junior creative talent in our searches.
Technical knowledge, product development experience, and an understanding of how a design moves from concept to production remain essential.
One creative leader recently shared an example of an AI-generated design project that looked promising visually but didn't translate into workable production specifications.
It's a useful reminder that technology can support the creative process, but understanding how to execute a product is an entirely different skill.
We also expect candidates with strong AI capabilities to begin recognizing that expertise as part of their professional value.
What brands should consider: Be specific about which AI skills are genuinely relevant to a position and how they'll be used. Focus on candidates who can combine new technology with the practical knowledge required to deliver results.
Looking Ahead to 2027
If there's one common thread across these conversations, it's that successful hiring requires more than finding someone with the right experience.
It means understanding what motivates candidates, being realistic about the responsibilities of a role, and creating an environment where people have the support and opportunity to succeed.
For brands, thoughtful hiring starts well before a job is posted. Clear priorities, competitive compensation, realistic expectations, and a strong understanding of the talent market can make all the difference.
At PRTNR Recruiting, these are the conversations we're having every day with clients and candidates across fashion, beauty, accessories, and consumer lifestyle.
We believe the best hiring decisions happen when business goals and people goals align. It's not simply about filling an open position. It's about finding the right person for the right opportunity, at the right time.
PRTNR Recruiting is a boutique recruiting agency specializing in full-time talent across fashion, beauty, accessories, and consumer lifestyle. We partner with brands to identify talent from management through executive leadership, focusing on relationships, industry expertise, and long-term success.
