Hiring in luxury is still built on instinct.
Four things are true of almost every premium brand we talk to.
Talent stays a reactive expense.
Talent stays a reactive expense while the brand competes for exceptional people with no way to identify or keep them.
Twenty years of pattern recognition, now a system.
Former top-ranked executive recruiter specializing in luxury, fashion, beauty and consumer brands. Twenty years placing talent at the brands that define their categories.
“A résumé cannot tell you how someone will greet a client.”
Meghan Houle, Founder and CEO, CONCÉ
Featured in Forbes, the Wall Street Journal and Good Morning America on hiring and the future of retail talent.
Retail operators and engineers, not a recruiting agency with software bolted on.
Meghan Houle
Former top-ranked executive recruiter specializing in luxury, fashion, beauty and consumer brands.
Anthony DiPrizio
Builds the model and the platform. Enterprise software and AI systems leadership.
Mathieu Champigny
Brand, positioning and go-to-market for luxury and consumer brands.
Ron Thurston
Author and retail operator. Decades of store-level and corporate retail leadership.
Two sides of the same network.
Hire on evidence.
- —Chief People Officers at luxury retail and beauty brands
- —Heads of Talent building their first hiring infrastructure
- —Founders scaling founder-led beauty brands fast
- —Regional and district leaders needing bench depth
Be on the bench.
- —Senior retail, beauty and hospitality professionals
- —People open to the right role, not actively applying
- —Candidates tired of competing with 400 applicants
- —Leaders who want to be found, not just findable