The Category
Beauty is one of the few categories where brand can run years ahead of capability
The hires that matter are the ones that close that gap. Marketing leaders who build genuine community rather than buy reach. Operations leaders who hold formulation, regulatory and supply together while the brand scales faster than the systems behind it.
Channel experience is a real filter. Prestige, masstige, mass, clean beauty retail, DTC and social commerce each behave differently, and a leader who built a brand in one rarely moves to another without friction. We screen against the channel mix your business actually runs.
Supplements and performance nutrition carry a claims and regulatory dimension that generalist recruiters underweight. A leader who has handled substantiation and contract manufacturing in that space is a materially different hire from a conventional personal care operator.
- 01
- Channel matchPrestige and mass are different businesses. We screen against your actual mix, not category experience.
- 02
- Founder fitThe first senior operator beside a founder has to add structure without flattening the instinct that built the brand.
- 03
- Claims literacyFor supplements we test substantiation knowledge directly. It is where the regulatory risk actually sits.
What We Cover
Roles We Place Across Beauty and Personal Care
We place commercial, product and operations leadership from mid-management through the C-suite. Work with a specialized CPG recruiter or food and beverage recruiter who knows your world, or see how our search model works.
Retail and Channel
- VP of Sales
- Director of Retail Accounts
- Head of International
- Key Account Manager
Digital and DTC
- Head of DTC
- Director of Ecommerce
- Performance Marketing Manager
- Retention Lead
Brand and Creative
- CMO
- Brand Director
- Creative Director
- Director of Influencer and Community
Product Development
- VP of Product Development
- Formulation Chemist
- Packaging Development Manager
- Claims and Testing Lead
Operations and Quality
- Director of Supply Chain
- Director of Contract Manufacturing
- Regulatory Affairs Manager
- QA Manager
Leadership
- President
- CFO
Candidate Evaluation
You meet the person before the first interview
Every finalist arrives with a written evaluation, not a resume and a sentence. Interview notes from several conversations, a homework assignment tied to your biggest need, career motivations, and the resume itself, merged into one document on your portal.
You will not get a weekly summary email. You will see the candidate the day we add them.
Where we work in the category
- Skincare and treatment
- Color cosmetics
- Hair and body care
- Clean and natural beauty
- Supplements and vitamins
- Sports nutrition
- Fragrance
- Tools and devices
Common Questions
Health and Beauty recruiting, answered
How much does channel experience matter?
A great deal. Prestige, mass, clean retail, DTC and social commerce have different economics and buyer relationships, and a leader who scaled in one often struggles in another. We screen against your actual channel mix.
Do you recruit for supplements and performance nutrition?
Yes. These searches carry a claims and regulatory dimension conventional beauty hires do not, including substantiation and contract manufacturing oversight, and we screen for it explicitly.
Can you fill formulation and product development roles?
Yes. Formulation chemists, directors of product development and packaging development leads are a regular part of our work. The pool is smaller than commercial roles and far less responsive to postings.
Do you work with founder-led beauty brands?
Frequently. The first senior operating hire beside a founder is a specific kind of search, because the right candidate adds structure without flattening the brand instinct that made the company work.
What happens if the hire does not work out?
We rerun the search at no additional fee if the placement leaves or is let go inside 12 months.
Hiring in beauty or personal care?
Tell us the seat. We will show you how we would run the search.