Hiring in Fashion Has Changed. Here’s What We’re Seeing.

If you work in fashion, you probably don't need us to tell you the job market feels a little different right now.

The past few years have brought layoffs, restructures, smaller teams and a lot of uncertainty. The hiring boom that followed the pandemic has cooled, and companies are being much more deliberate about where they spend money and who they bring onto their teams.

For a while, the balance of power was very much on the candidate side. Companies were moving quickly, competing for talent and increasing salaries to get people through the door. Now, that leverage has shifted back toward employers. Teams are leaner, roles are more carefully defined and companies are often looking for someone who can make an immediate impact.

That has made the market particularly challenging for people earlier in their careers. There are more candidates competing for fewer traditional entry-level opportunities. The Business of Fashion recently reported that design vacancies remain relatively limited compared with other areas of the industry, while retail, sales and business development continue to account for a much larger share of available openings. That being said, opportunities are still out there. 

Companies are still investing in areas tied directly to growth. E-commerce, digital, social storytelling and brand identity remain important, while sales and wholesale continue to be critical drivers of revenue.

We're also seeing the impact of smaller teams on the jobs themselves. Companies are asking more from the people they hire. A manager may need to be both strategic and hands-on. An account executive may be expected to sell, analyze the business and identify new opportunities. The strongest candidates are the ones who can demonstrate range, ownership, and a clear understanding of how their work impacts the business.

The frustration also isn't limited to people looking for jobs. Fashionista's 2026 Inside the Fashion Workplace survey found that roughly half of fashion professionals hadn't received a raise, while more than half said they were actively looking for a new role. Burnout, workload, and limited growth are clearly contributing to the desire to move.

So there's a bit of a tension in the market. Companies have more leverage when they're hiring, but employees are also increasingly willing to leave when their current role isn't working for them.

For candidates, that means being strategic. The next move may not be the exact title or company you originally had in mind. It might mean moving into a different category, taking on a more commercial role, or looking at a smaller company where you can have a bigger impact. Most importantly, it means getting clear about what you actually bring to the table.

For companies, it means being thoughtful about the roles they're creating and the people they're hiring. Lean teams can be incredibly effective, but only when the right people are in place and the expectations are realistic.

The fashion industry isn't going away and neither is the need for great people. But expectations on both sides have changed. Companies are being more intentional about hiring and candidates need to be more intentional about the opportunities they pursue.

The market may be more competitive than it was a few years ago. That means, now, more than ever, it's important than ever to know where the opportunity is, what you bring to the table, and what you're actually looking for.

That's what we're watching at PRTNR: where companies are investing, which skills are becoming more valuable and where great people can still make a meaningful impact.