Retail and ecommerce recruitment software
Support multi-location, digital and leadership assignments with shared evidence, reusable talent context and recruiter-controlled outreach.
A head of ecommerce at a marketplace, an omnichannel retailer and a direct-to-consumer brand may own very different problems. Company model, category, geography and scale need to accompany the title.
Seasonality, expansion and restructuring alter availability and motivation. Existing CRM profiles are valuable starting points, but a recruiter must confirm what is still true before using them.
Store networks, regional roles and hybrid headquarters work create different travel and presence needs. Search filters help build a pool; a conversation establishes practical fit.
Search the public web, approved data providers and your own CRM using function, category, channel, geography and leadership context, then review the resulting pool.
AI-assisted matching can surface records from earlier work. Consultants check recency, relationship history and evidence before treating someone as relevant to a new assignment.
Capture available profile information with notes, stages and prior interactions in the ATS and CRM, reducing fragmented hand-offs between researchers and consultants.
Reveal available contact details for recruiter review and prepare a role-specific message. The agency remains responsible for lawful basis, objections, suppression and contact frequency.
This is a working pattern, not a promised result. Your process, data rights and review steps still determine the outcome.
Define channel mix, category, market, team scope, location and the business questions a candidate would actually need to solve.
Search allowed external sources and the existing database. Treat older profiles as starting evidence and mark details that need reconfirmation.
Check operating context, relationship history and data status. A consultant decides whether the opportunity is relevant enough to justify contact.
Present reviewed evidence, candidate motivation where confirmed, material gaps and questions for interview rather than an unexplained ranking.
These primary sources frame the data-protection and human-oversight questions behind the workflow.
Primary legal text for lawful processing, transparency, data minimisation and data-subject rights.
Primary legal text for understanding risk, information and oversight duties around AI-supported employment decisions.
Official overview of the EU framework on equal treatment in employment and occupation.
Bring one representative assignment and your approval rules. We’ll walk through sourcing, review and hand-off without assuming the platform fits every process.
Book a guided product evaluation