Retail recruitment agency for D2C and e-commerce teams

GoodSpace Hire360 is an e-commerce recruitment agency for D2C, marketplace-led and retail brands hiring operations heads, performance marketers, sales managers and leadership roles across India. Recruiters run each search, AI helps assess applications against your brief, and pricing is a success fee, paid when your hire joins.

How a search runs

Our e-commerce, D2C and retail work so far

37+ roles briefed by 16+ D2C, e-commerce and retail brands
8 hires at 5 of these brands in 2026

Hire360 mandates approved since October 2025, as of 27 October 2026.

Retail recruitment for operations, growth and leadership roles

We recruit permanent operations, marketing, sales and management roles for D2C, marketplace and retail businesses. The brief should say whether the hire owns stores, marketplaces or the brand's own site.

For marketing, define the channels, budget and measures of performance.
For operations, include fulfilment scope, team size and peak trading requirements.

Roles we hire for in e-commerce, D2C and retail

Briefs from these brands cluster in operations, marketing and sales. Business development appears under both growth and sales, because in D2C it covers new channels as well as distribution.

Operations, people and governance

Head of Operations
HR Head
Company Secretary

For operations heads we look for ownership of fulfilment, returns and logistics partners across marketplaces and a brand's own site, and for HR and company secretarial roles, time inside a brand that is scaling or raising capital.

Marketing and growth

Performance Marketing Specialist
Marketing Executive
Business Development Manager

We look for marketers who can explain the budgets, channels and margin targets behind their results, and for BD managers who have opened marketplace, quick commerce or partnership channels.

Sales and distribution

Area Sales Manager
Sales Manager
Business Development Manager

We look for people who have sold a consumer brand into stores, distributors or modern trade, and who already know the territory you need covered.

What makes hiring hard for D2C and retail brands

Marketing results need context

Performance marketers lead with ROAS and growth figures, but those depend on spend, category, discounting and attribution. Someone who scaled a beauty brand on heavy discounts may struggle where margins are thin, and a CV rarely says which. Brands that hire on the headline figure find out once the new hire is running the budget.

How we handle it: Your brief records the channels, the spend the hire will manage and the metric you judge marketing on. AI helps assess applications against those points, and recruiters check the context behind claimed results before they hand-pick the shortlist.

Same title, different channel

A head of operations who ran marketplace fulfilment may never have owned returns, cash-on-delivery reconciliation or a warehouse network for a brand's own site. A sales manager from store retail may not know quick commerce. Titles look alike across channels, so keyword searches return plenty of profiles and few real matches for the way you sell.

How we handle it: We map your channel mix in the brief and screen for the channels a candidate actually ran, not the title they held. Recruiters review profiles and hand-pick people whose experience matches your setup.

The trading calendar sets the clock

D2C hiring rarely runs on a calm schedule. Strong operations and marketing people seldom move in the run-up to a festive sale, and a funding round can change what the role should own partway through a search. Searches that ignore the trading calendar lose candidates at offer stage.

How we handle it: We ask for your deadline and peak trading windows in the brief and plan outreach around them. If the role changes, your client success manager (CSM) updates the brief so scoring follows the new version, and tells you about timing risk before an offer goes out.

What we ask for in a D2C or retail brief

In D2C and retail, the same title can mean marketplace work, own-site work or store work. These inputs shape how AI helps assess applications against your brief and who recruiters approach.

Channel mixMarketplaces, your own site, quick commerce, stores or modern trade, and which of these the hire will own.
Stage and scaleYour funding stage and a GMV or revenue band, so we approach people who have worked at a similar size.
CategoryBeauty, fashion, jewellery, food or home. Margins, return rates and the marketing playbook differ by category, and so does who transfers well.
The metric the role answers toROAS, contribution margin, delivery and return rates, store sales or a full P&L: the measure you will judge the hire on.
Reporting lineA founder or a functional head, and how much of the team the hire inherits or builds.

How a Hire360 search runs

Recruiters run the search with AI-assisted assessment. One client success manager owns your role from brief to joining day.

Step 1 · You and your client success manager
Brief
A call about the role, then a short questionnaire on budget, notice period, location, target companies and urgency.
Step 2 · GoodSpace
Review and go-live
We review every brief before we accept it, and we say so when a role is not a fit for us.
Step 3 · Recruiters
Sourcing
Your role opens to candidates on GoodSpace, and our recruiters search for people who match the brief.
Step 4 · AI and recruiters
Scoring and shortlisting
AI-assisted assessment supports recruiter review. Recruiters evaluate applications against your brief and hand-pick the shortlist.
Step 5 · You
Interviews
Your client success manager shares each shortlist, collects your feedback and coordinates interview slots.
Step 6 · Your client success manager
Offer and joining
We help you close the offer and stay in touch with your candidate until their first day.

One fee, paid when your hire joins

Success fee onlyYou pay when your hire joins. Nothing is payable while the search runs.
No platform fee, no retainerThere is no upfront fee. The success fee is payable when your hire joins.
Replacement termsAny replacement terms are set out in your agreement before the search starts.

See how pricing works

Where we hire for e-commerce and retail brands

Most e-commerce, D2C and retail roles we are briefed on sit in Delhi NCR, Mumbai and Bengaluru, close to brand teams and founders, and some are open to remote candidates. Area and store-facing sales roles follow your retail footprint.

Delhi NCR
Mumbai
Bengaluru
Remote

E-commerce, D2C and retail hiring: common questions

How do you charge for e-commerce, D2C and retail hires?

Hire360 works on a success fee, paid when your hire joins. There is no platform fee and no retainer, so a brand that opens marketing, operations and sales roles ahead of a festive season or a new channel launch is not paying for searches that do not end in a hire. Any replacement terms are set out in your agreement.

Which roles can e-commerce recruitment consultants fill for a D2C brand?

Most briefs from D2C, e-commerce and retail brands are in operations and supply chain, marketing, sales and business development, and finance. Typical titles include Head of Operations, Performance Marketing Specialist, Marketing Executive, Area Sales Manager, Sales Manager, Business Development Manager, HR Head and Company Secretary. If your role sits elsewhere, brief us and your client success manager (CSM) will say plainly whether it fits.

Do you hire for D2C and retail brands outside Delhi NCR, Mumbai and Bengaluru?

Yes. Delhi NCR, Mumbai and Bengaluru account for most of the roles these brands brief us on, and some roles are open to remote candidates. For area sales and store-facing roles in other cities, recruiters search where your stores and distributors are and look for people who already know that market. Tell us in the brief whether you can support relocation, because it changes who we approach.

How soon will we see profiles for a D2C or retail role?

Your CSM reviews the brief, the role goes live and recruiters start sourcing. AI helps assess applications against your brief, then recruiters review profiles and hand-pick the shortlist, which appears in your GoodSpace dashboard. Shortlist timing depends on the brief and the available talent pool. A narrow category or channel requirement can take longer, and your CSM will say early if the brief should widen.

Do you work as e-commerce and retail headhunters for senior roles?

Yes. Senior hiring is a regular part of Hire360 across sectors. About 1 in 8 of the roles we take on are Head, Director, VP or CXO level. With D2C and retail brands, leadership briefs include Head of Operations and HR Head. For retail executive search, recruiters approach people who are not actively looking, and the search can stay confidential if you are replacing someone in post.

Do you provide retail staffing for store teams?

Hire360 recruits for permanent roles, not contract staffing or payroll outsourcing. Our retail briefs include roles such as area sales managers and operations heads, where recruiters review candidates against the requirements you share.

FMCG and consumer goodsRoles we recruit for in FMCG and consumer goods Media and advertisingRoles we recruit for in media and advertising SaaS and software productsRoles we recruit for in SaaS

All industriesEvery sector Hire360 recruits for How it worksFrom brief to joining day PricingSuccess fee, paid on joining Hirer FAQContracts, timelines and process

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