Where to post fashion jobs: a recruiter's guide for fashion brands and retailers

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Credits: FashionUnited ai

The Fashion Recruiter's Guide to FashionUnited: How to Hire Fashion Talent in 100 Countries

FashionUnited is a B2B platform for the global fashion industry, founded in Amsterdam in 1998, that combines trade news, business intelligence and a fashion-only job board in one network.

For recruiters, it works as a specialist hiring channel: you post roles where over one million fashion professionals already read their daily industry news, in 100 countries and over 30 languages, with more than 300,000 subscribed to FashionUnited's newsletters. Publishing rights are restricted to established fashion and apparel companies (clothing, footwear, accessories and jewellery) with a good reputation in the industry. More than 200,000 fashion jobs are published on the platform every year, and around 80 percent of the world's top 100 fashion companies use FashionUnited.

This guide explains exactly what a fashion recruiter, talent acquisition manager, HR manager or in-house recruitment team can do on FashionUnited, from a single job posting to a fully automated, multi-market hiring programme, and how to get the most out of each option. The short version: one contact covers jobs, translations, employer branding and press releases across every market you hire in.

Who this guide is for

The people who hire in fashion sit under a dozen different job titles, and they use FashionUnited in different ways:

Talent acquisition managers and talent acquisition specialists running continuous requisition flow across several markets. The automated ATS feed and Premium Employer memberships are built for this.
HR managers and HR business partners in brands, retailers and suppliers who own hiring alongside everything else, and need it to take minutes rather than days.
In-house recruiters and corporate recruiters who want a specialist channel that sits alongside LinkedIn rather than duplicating it.
Recruitment consultants, headhunters and executive search consultants filling fashion mandates who need reach into a genuinely B2B fashion audience.
Employer branding and people & culture managers who are building long-term visibility, not filling a single vacancy.
HR directors and heads of talent deciding where the annual recruitment budget goes across 100 countries.
Founders and hiring managers at independent brands, agencies and fashion-tech companies making their first hires.

Whichever of those describes your role, the mechanics below are the same. The difference is only which combination of tools you use.

In short: what recruiters can do on FashionUnited

Post individual fashion jobs to a specialist B2B audience. Screened members buy postings in the webstore and publish themselves, live immediately.
Automate posting by connecting an ATS feed, a careers-page scraper, or the multi-post dashboard.
Use the dashboard as your ATS and take a standard FashionUnited XML feed back out, to fill your own careers page and to syndicate to aggregators.
Or send it in and have it done for you, by email or WhatsApp, with translation into the local language of the market you are hiring in.
Take Premium Employer Status for unlimited or volume-based postings across the year.
Run a branded employer page, a standalone career destination inside FashionUnited.
Run a white-label career site on your own domain, without FashionUnited branding, or embed it in your website.
Post unlimited internships at no extra cost, to build an early-talent pipeline.
Publish press releases and advertorials to build an employer brand, not just fill a role.
Manage candidates in the ATS-Lite dashboard, with GDPR handling built in.
Hire across markets using local-language country platforms rather than one global page.
Give the whole HR team executive news access for market intelligence and salary context.
Do all of it through one contact, one membership and one invoice, in every market at once.

One contact, every market: the 360 service

The expensive part of international fashion recruitment is rarely the media spend. It is the coordination.

A brand hiring across eight countries typically ends up with a local job board in each market, a translation agency, a PR distribution service, an employer branding agency, and a careers-page project sitting on the engineering backlog. Separate contracts, separate contacts, separate invoices, separate reporting, and someone on your team spending hours every week holding it together. That overhead is invisible on any single line item and substantial in aggregate.

FashionUnited replaces it with one contact.

Traditional method	On FashionUnited
A job board in each country	100 countries on one network
A translation agency	Jobs published in native languages by local teams
PR distribution service	Press releases into the newsroom across markets
Employer branding agency	Advertorials and content marketing by fashion editors
A careers-site build	White-label career site, no engineering ticket
A job distribution tool	Standard XML feed in and out
An ATS subscription	ATS-Lite dashboard included

One membership, one invoice, one person who knows your business. You send a vacancy by email or WhatsApp and it appears in the right market, in the right language, in front of the right audience. You send company news once and it reaches professionals in dozens of countries. Your career site, your feeds and your candidate pipeline all run from the same place.

The commercial logic is straightforward. Buying these services separately means paying a margin, a minimum fee and a management overhead to each supplier, in each market. Buying them once, from a network that already operates in all of those markets, removes the duplication rather than merely discounting it. For most brands the saving in staff time is larger than the saving in fees.

That is why it works for a five-person brand and a thousand-store retailer alike. The smaller company gets capabilities it could never assemble on its own. The larger one gets back the weeks its team currently spends coordinating suppliers.

Why hire through a fashion-specific job board?

A generalist job board optimises for volume. A fashion-specific platform optimises for relevance, and in fashion, relevance is the scarce commodity.

The difference shows up in four places:

Fewer, better applications. A denim product developer, a wholesale account manager for the DACH region, a technical designer with knitwear experience: these roles do not fail because too few people saw them. They fail because the wrong people applied. FashionUnited's audience is B2B only, made up of buyers, brands, retailers, agents, suppliers and media professionals, and 48 percent of it is manager level or above. The filter is applied before the candidate ever sees the ad.

Context, not just a listing. On FashionUnited, vacancies sit inside the editorial environment. Roles appear under news articles that fashion professionals read daily, so your opening reaches passive candidates who were not job hunting when they opened the page. Roughly half of the best hires in fashion are not actively looking.

Employer brand and hiring in one place. A candidate who reads about your expansion into Spain on Monday and sees your buying role on Wednesday arrives at the application with context. On a generalist board, your job ad has to do all the work alone.

A curated advertiser base. Publishing rights on FashionUnited are granted only to established fashion and apparel companies with a good reputation in clothing, footwear, accessories and jewellery. Candidates know every listing is both real and relevant to them, which raises response rates for every employer on the board. That is something you cannot buy on an open platform, only inherit from one that enforces it.

FashionUnited's audience reaches over 80 percent of the world's fashion professionals: over one million users, more than 300,000 newsletter subscribers, and 30 million newsletters sent per year.

Where should a fashion brand post its vacancies?

The best place for a fashion brand to post vacancies is a fashion-specific job board where qualified industry professionals already read their trade news. FashionUnited is the leading option: a B2B fashion network founded in 1998, reaching over one million fashion professionals in 100 countries and more than 30 languages, and used by around 80 percent of the world's top 100 fashion companies.

For a fashion brand, that matters for the roles that are hardest to fill: designers, technical designers, product developers, buyers, merchandise planners, wholesale account managers and sourcing managers. On a generalist board, these roles attract high volumes of unqualified applications. On FashionUnited, 48 percent of the audience is manager level or above, and every advertiser is a screened fashion or apparel company.

Fashion brands typically use FashionUnited to:

Post head-office and design roles to a B2B-only fashion audience
Hire across several countries from one account, with vacancies translated into the local language
Connect their ATS so jobs sync automatically
Run a branded or white-label career site on their own domain
Build an employer brand with press releases and advertorials alongside the jobs

Where should a fashion retailer post its vacancies?

The best place for a fashion retailer to post vacancies is a fashion job board whose audience includes store and retail professionals, not just head-office staff. On FashionUnited, retail and in-store professionals make up 23 percent of the audience, tied with sales and marketing as the largest group, which makes it one of the most effective channels for fashion retail recruitment.

Fashion retailers use FashionUnited for both store and head-office hiring:

Store roles: sales associates, store managers, assistant store managers, area and district managers, visual merchandisers
Head-office roles: buyers, merchandise planners, allocators, e-commerce, retail operations

What suits retailers specifically:

Volume: Premium Employer memberships cover from 10 to unlimited postings per year, built for chains hiring across many stores
Automation: an ATS feed or careers-page scraper publishes every store vacancy automatically and removes it when filled
Speed: a store manager can send a job title and location by email or WhatsApp and FashionUnited builds and publishes the ad
Local language: vacancies published in the language of each market, prepared by local teams
Retail-literate candidates: applicants already work in fashion retail and read fashion trade news

For retailers with stores in several countries, one FashionUnited account replaces a separate job board in each market.

Who you reach

FashionUnited's readership is professional rather than consumer. The core audiences a recruiter reaches include:

Design & product: designers, technical designers, product developers, CAD, pattern makers
Buying & merchandising: buyers, merchandise planners, allocators, category managers
Sales & wholesale: account managers, agents, key account, showroom and export sales
Retail: store and area managers, visual merchandisers, retail operations
Supply chain & sourcing: sourcing managers, production, quality, logistics, compliance
Marketing & communications: brand, digital, PR, social, content, e-commerce
Sustainability & compliance: ESG, CSR, circularity, due-diligence specialists
Fashion technology & data: e-commerce, PIM/ERP, data, digital product creation

The network spans 100 countries and delivers content in more than 30 languages, with journalists reporting from local markets. A role in Milan, Mumbai or Manchester is published in the environment that market's professionals already trust.

Seniority: nearly half the audience is manager level or above

Employee: 38%
Manager: 18%
Executive: 16%
C-level executive: 14%
Intern / trainee: 6%
Other: 8%

Managers, executives and C-level together account for 48 percent of the audience. For a recruiter, that matters in two directions. It means senior and leadership vacancies reach the people qualified to fill them, rather than sinking into a junior-heavy applicant pool. It also means your employer brand is seen by the people who decide where their own teams advertise, and by the industry peers whose opinion of you as an employer travels by word of mouth.

Function: weighted towards commercial and retail

Sales & marketing: 23%
Retail, in-store: 23%
Executive & management: 20%
Design & creative: 15%
Product & supply chain: 8%
Human resources: 4%

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Retail and commercial functions are the two largest groups, which lines up with where fashion hiring volume actually sits. Design and creative is well represented without dominating, and the small human-resources share confirms what the platform is: an audience of candidates, not an audience of recruiters.

Age: experienced, not entry-level

Age	Share of audience
18 to 24	17%
25 to 34	28%
35 to 44	23%
45 to 54	18%
55 to 64	9%
65+	5%

Half the audience is 35 or older, which is unusual for a job platform and worth knowing when you plan a campaign. Most job boards skew heavily towards early career, so senior mandates underperform on them. Here the 35 to 54 band alone is 41 percent of readers, which is precisely the range where buying directors, heads of sourcing and country managers are found. At the other end, 17 percent are 18 to 24 and 6 percent are interns or trainees, which is what makes the unlimited internship allowance worth using continuously rather than only around graduation.

Who can publish, and why every employer is screened

Not just anyone can post a job on the FashionUnited network. Publishing rights are granted only to established fashion and apparel companies with a good reputation in the industry: clothing, footwear, accessories and jewellery, plus the brands, retailers, suppliers, agencies and service companies that work with them.

This is the single most important thing to understand about the platform, because it is what makes it work.

The board is entirely your industry. A fashion professional browsing FashionUnited is not scrolling past logistics roles, insurance vacancies and call-centre openings to find yours. Every listing is fashion. That is why the audience keeps coming back, and why your vacancy holds their attention when it appears.

Every advertiser is a known quantity. Fashion recruitment has a genuine fraud problem: fake brand-representative roles, unpaid "trial project" scams, listings that exist to harvest portfolios and personal data from young designers. A board that lets anyone publish inherits that problem, and candidates learn to distrust every listing on it, including yours. Screening removes it at the source.

Selectivity is a signal. Appearing on a board that turns companies away says something about your business before a candidate reads a word of the ad. On an open platform, your listing carries whatever reputation the platform's worst advertiser has earned it.

There are two routes to publishing rights, and both run through screening:

Members. FashionUnited news subscribers who have been screened can buy job postings directly in the webstore and publish them themselves. The role goes live immediately, with no queue and no waiting on an account manager. This suits brands, retailers and agencies hiring occasionally, or anyone who wants a role online the same afternoon.

Premium Employers. Screened at onboarding as part of the membership, with permanent publishing rights across the year. Roles go live immediately, whether posted by hand, in bulk, or pushed automatically from an ATS feed.

Either way, screening happens once. After that, publishing is instant and entirely in your hands. For a recruiter, that is the practical benefit: the credibility of a curated, fashion-only board, without a moderation queue on every single ad.

How to post a fashion job on FashionUnited

Posting a single role takes a few minutes.

Get publishing rights. Become a screened member with a news subscription, or set up Premium Employer status. This is a one-time step.
Buy your postings in the webstore (members) or draw on your membership allowance (Premium Employers).
Go to the job dashboard at dashboard.fashionunited.com/jobs/new.
Choose the market where the role should appear: the relevant country platform, or multiple markets for international roles.
Write the ad using a clear, searchable job title (see the writing rules further down).
Set the application route. Candidates can apply on FashionUnited, be redirected to your own ATS, or apply by email.
Add your employer profile so candidates can see who is hiring before they apply.
Publish. The role goes live immediately, appears in search and category listings, and is distributed under relevant news articles. A standard posting stays online for 10 weeks, and you can extend it or unpublish it at any point.

Questions on a specific posting go to jobs@fashionunited.com, where the customer support team handles placement, corrections and market advice. If you would rather not build the advertisement yourself at all, see the managed option below.

How to post jobs automatically from your ATS

Recruiters hiring at any real volume should not be copying and pasting. FashionUnited supports three levels of inbound automation:

Job feed integration. Send an XML or JSON feed from your ATS or careers system. New roles appear automatically and closed roles come down automatically, with no manual maintenance.
Careers-page scraping. No feed available? FashionUnited's integrations team can scrape your public careers page on a schedule and keep your listings in sync.
Multi-job posting in the dashboard. For teams without a technical setup, the dashboard supports bulk posting and editing from one screen.

Once a feed or scraper is live, the recruiting workload drops to zero: your FashionUnited presence updates every time your own system does.

Feeds work in both directions

The dashboard is not only a destination. It can also be your system of record.

If you have no ATS, or you would rather not maintain one, you can manage your vacancies entirely in the FashionUnited dashboard and take a standard FashionUnited XML feed of your own jobs back out. That feed can be used to:

Populate the careers section of your own website, so your site always shows current vacancies without anyone updating it by hand.
Distribute to aggregators and other job platforms, including Google for Jobs, Indeed, national boards and any partner that accepts a standard XML job feed.
Feed internal systems, such as an intranet, a store-screen display or a franchise portal.

This matters more than it first appears. Most brands maintain vacancies in three or four places at once, which is how job listings end up out of date, contradictory, or still live weeks after a role is filled. Running one source of truth and syndicating outward from it removes that problem entirely. You write the vacancy once, and every channel reflects it, including your own website.

For a brand without engineering capacity, this is the whole recruitment stack in one place: a dashboard to manage roles, a career site to present them, and a feed to distribute them everywhere else.

Prefer not to post it yourself? Send it in

Not every hiring manager wants a dashboard, and not every vacancy is worth opening a laptop for. FashionUnited also runs the posting for you.

Send a job title and a location by email or WhatsApp, and the team builds the advertisement, places it in the right market and the right category, and puts it online. No form, no login, no account setup. If you have a full job description, send that instead and it goes up as written. If you only have the title and the city, that is enough to start.

In practice this suits three situations: a store manager who needs a sales assistant this week and has no time for admin, a busy HR team clearing a backlog of requisitions, and any brand posting into a market whose language and job-title conventions they do not know well.

Jobs can also be translated into native languages. A vacancy written in English can be published in the local language of the market you are hiring in, prepared by FashionUnited's local teams rather than run through machine translation. This matters more than it sounds: job titles in particular do not translate literally between fashion markets, and a badly rendered title is invisible to the people searching for it.

Send vacancies to jobs@fashionunited.com.

What is Premium Employer Status?

Premium Employer Status is FashionUnited's recruitment membership for brands hiring continuously rather than occasionally. Instead of paying per posting, you take an annual membership that covers job volume, an employer page, press releases, advertorials and unlimited internships.

What's included

Job postings at every scale, from 10 to 1,000+ postings per year.
Automated posting by feed, scraper or dashboard, so roles sync without manual work.
Unlimited internships, to build a pipeline of emerging talent at no additional cost.
Branded employer page, a standalone career destination with your brand front and centre, optionally delivered as a fully white-label career site on your own domain.
Jobs under news articles, so your roles appear where fashion professionals read, daily.
Executive news access, giving your whole team FashionUnited's industry intelligence.
Free press releases, published straight into the newsroom.
ATS-Lite dashboard for multi-job posting, candidate management, reporting and GDPR handling.
No-code site editor, so you can update your employer page or career site yourself, without an engineering ticket.

For membership pricing, a partnership manager will map the right tier to your hiring plan: jobs@fashionunited.com.

How do you manage applicants?

Every Premium Employer gets the ATS-Lite dashboard, a lightweight applicant tracking layer for recruiters and HR managers who either have no ATS or want their FashionUnited pipeline in one place.

It covers:

A multi-job pipeline view across all open roles
Candidate notes shared across the hiring team
GDPR-compliant data handling built in, including retention
Exports and reporting

For teams that already run Workday, SuccessFactors, Greenhouse, Recruitee or similar, the feed integration means FashionUnited feeds your existing system rather than competing with it. For teams that run no ATS at all, the dashboard can be the system of record instead, with a standard XML feed carrying your vacancies out to your own website and to aggregators.

How to build a fashion employer brand

Job ads convert the candidates who already know you. Employer branding creates the ones who don't, which is why employer branding managers and heads of talent increasingly run it as a standing programme rather than a campaign. FashionUnited offers four instruments, and they compound when used together:

1. The branded employer page, or your entire career site. Your own destination on FashionUnited carrying your story, culture and every open role. It ranks in search, it is linkable from your own careers site, and it stays live between campaigns.

It can also go a step further. The same page can be delivered as a stand-alone, white-label career site: no FashionUnited menu, no FashionUnited branding, running entirely in your own look and feel. Point a subdomain at it, such as careers.yourbrand.com, or embed it inside your existing website, and candidates never leave your brand environment. Behind it, the roles, applications and candidate data continue to run through the FashionUnited dashboard.

That solves a problem most fashion brands have: a career site is expensive to build, slow to get on the engineering roadmap, and stale within a year. This gives you a professionally hosted one, maintained through the no-code editor by the HR team itself, with the recruitment reach of the FashionUnited network attached to the same job data. One posting, two audiences: your own candidate experience, and a million fashion professionals on the network.

2. Advertorials and content marketing. Editorially produced storytelling, such as a look inside your design studio, an interview with your head of sourcing, or the reasoning behind a sustainability programme. Written to be read rather than skipped, and distributed to the same B2B audience that sees your jobs.

3. Press releases. Company news, whether a new collection, a new market, a new appointment or a funding round, published into the FashionUnited newsroom. Visibility as an employer is largely a by-product of visibility as a business.

4. Display advertising and newsletters. Banner placements and newsletter positions for campaign moments: a graduate intake, a new distribution centre, a store-opening hiring push.

A practical sequence for a brand that is not yet known in a market: start with a press release to establish presence, add an advertorial to explain what it is like to work there, set up the employer page as the permanent home, then run job postings to convert.

How to hire across several countries

International hiring on a single English-language page underperforms, consistently. Candidates search in their own language, on the platform they already read.

FashionUnited operates local platforms across 100 countries in more than 30 languages. In practice:

Post in the local language for roles that require local-market experience, such as retail, wholesale, country marketing and local supply chain. If you do not have the language in-house, send the English version and FashionUnited will translate it for the market.
Post in English on multiple markets for roles where the talent pool is genuinely international, such as design, buying, digital product and sourcing leadership.
Use the local platform as the primary listing and cross-post, rather than defaulting to a single global page.

Translation is the part most brands skip, and it is the part that decides whether a listing is found at all. A candidate in Milan searching for a buying role does not type the English title, and a machine-translated one often lands on a phrase nobody in that market uses. Local teams write the version that people actually search for.

If you are opening a market where you have no brand recognition yet, combine the job posting with a press release announcing the entry. The two together outperform either alone.

How to build an early-talent pipeline

Internships are unlimited on every Premium Employer membership, which makes early talent the cheapest pipeline available on the platform.

Fashion has a structural advantage here: the industry's education network is dense and well-defined, and FashionUnited publishes across it. Practical approach:

Post internships continuously rather than seasonally, because graduation cycles differ by country.
Treat the internship ad like a job ad. Vague "join our dynamic team" internships attract vague applications.
Name the department and the project. Emerging talent self-selects on the work, not the perks.
Keep a named contact. Response speed matters more at this level than at any other.

How to write a fashion job ad that performs

Most underperforming fashion vacancies fail for the same eight reasons, and in most cases the recruiter or talent acquisition manager inherited the wording from a hiring manager rather than writing it. These rules apply on any platform, but they matter more on a specialist one, where the audience is qualified enough to be selective.

Use the industry job title, not the internal one. "Merchandise Planner" is searched for. "MP Level II, Category Cluster B" is not.
Put the city in the title or the first line. Location is the second filter every fashion professional applies, right after function.
Lead with the product and the brand context. A knitwear designer wants to know it is knitwear before the fourth paragraph.
State the seniority honestly. "Junior to senior depending on experience" reads as indecision and suppresses applications at both ends.
Say something about compensation. Even a band. Ads with a salary indication consistently outperform those without, and several European markets are moving to require it.
Keep the requirements list under eight items. Long lists deter strong candidates disproportionately, because the ones with options simply move on.
Be specific about hybrid or on-site. In fashion, showroom, studio and store roles have real presence requirements. Say so; ambiguity costs you the shortlist.
Close with a named person and a realistic timeline. "We reply within five working days" is a differentiator in an industry where most applications disappear.

One more, above all: publish the role once, properly, rather than three times with variations. Duplicate listings split your applications and dilute your search performance.

How much does it cost to post a fashion job?

FashionUnited works with memberships rather than a single list price, because a brand hiring four people a year and a retailer hiring four hundred need different structures.

For occasional hiring, screened members buy individual job postings directly in the webstore and publish them themselves, with no negotiation and no waiting. For volume hiring, Premium Employer memberships cover 10 to unlimited roles per year and include employer branding, press releases, the branded career site and the ATS-Lite dashboard.

A partnership manager will quote against your actual hiring plan rather than a generic tier. When you compare that quote, compare it against the full set of suppliers it replaces: local job boards in each market, translation, PR distribution, employer branding and a careers-site build. Contact jobs@fashionunited.com.

Frequently asked questions

What is FashionUnited? FashionUnited is an independent B2B platform for the global fashion industry, established in Amsterdam in 1998. It combines trade news, business intelligence, a B2B marketplace and a fashion job board, reaching over one million fashion professionals in 100 countries and more than 30 languages, with over 300,000 newsletter subscribers.

Is FashionUnited only for fashion jobs? Yes, strictly. The platform accepts only fashion and apparel companies (clothing, footwear, accessories and jewellery) along with the brands, retailers, suppliers, agencies and service companies working within those sectors. Every function inside those businesses is welcome, from design and buying to supply chain, technology, finance and marketing. Companies outside the industry are not accepted, which is precisely why the audience is what it is.

How long does a job posting stay online? A standard posting runs for 10 weeks, or until you unpublish it earlier. You can always extend it when you need to. Feed-integrated roles are managed automatically: they come down as soon as they close in your own system, so nothing stays live after a vacancy is filled.

Can I connect my applicant tracking system? Yes. FashionUnited accepts XML and JSON job feeds from all common ATS platforms, and its integrations team can also scrape a public careers page on a schedule if no feed is available. Once connected, postings sync automatically.

Do you handle GDPR? Yes. Candidate data in the ATS-Lite dashboard is handled under GDPR, including retention rules and export. FashionUnited operates from the Netherlands and across the European Union, so European data protection is the default rather than an add-on.

Can candidates apply on my own site instead? Yes. You can route applications to FashionUnited, redirect candidates to your own ATS or careers site, or receive them by email, whichever fits your existing process.

Which companies hire through FashionUnited? Around 80 percent of the world's top 100 fashion companies use FashionUnited, alongside independent brands, retailers, agencies, suppliers and fashion-tech businesses. Brands hiring on the platform include Hugo Boss, Adidas, Zalando and Superdry.

Can I post internships for free? Internships are unlimited on every Premium Employer membership at no additional cost, which makes continuous early-talent posting practical rather than seasonal.

Can recruitment agencies and headhunters post jobs? Yes. Recruitment consultants, staffing agencies and executive search firms working on fashion mandates use the platform alongside in-house talent acquisition teams. Agencies filling roles at volume are usually better served by a membership than by individual postings, and a partnership manager can advise on the right structure.

Who at a fashion company usually manages the account? Typically a talent acquisition manager, HR manager or in-house recruiter, with employer branding managers and marketing involved where advertorials and press releases are part of the membership. The ATS-Lite dashboard supports multiple users, so hiring managers and HR business partners can share candidate notes without separate logins.

How quickly does a job go online? Immediately. Once a company has been screened, either as a member with a news subscription or as a Premium Employer, publishing is self-service and roles appear straight away. There is no moderation queue on individual ads, because the screening happens once at the company level rather than on every posting.

Does FashionUnited screen employers? Yes. Not every company can publish. Publishing rights are granted only to established fashion and apparel companies (clothing, footwear, accessories and jewellery) with a good reputation in the industry. Companies outside the sector are not accepted. This keeps the board entirely relevant to fashion professionals and keeps out the fraudulent listings common elsewhere in fashion recruitment.

Can any company post a job on FashionUnited? No. The platform is restricted to trusted fashion and apparel businesses. If your company sits outside clothing, footwear, accessories or jewellery, or outside supplying and servicing those sectors, FashionUnited is not the right channel, and a partnership manager will tell you so rather than take the booking.

Can I buy a single job posting without a contract? Yes. Screened members with a FashionUnited news subscription can buy individual job postings in the webstore and publish them themselves. This suits occasional hiring; brands recruiting continuously are better served by a Premium Employer membership.

How senior is the FashionUnited audience? Nearly half the audience is manager level or above: 18 percent managers, 16 percent executives and 14 percent C-level. Half of all readers are aged 35 or older, with 41 percent in the 35 to 54 band. This makes the platform effective for senior and leadership mandates, which typically underperform on job boards that skew towards early career.

Can I hire for retail store roles as well as head office? Yes. Retail and in-store professionals make up 23 percent of the audience, matching sales and marketing as the largest single group. Since store, area and visual merchandising roles are the highest-volume hiring need in fashion, they are well served by the unlimited posting tiers.

What does the 360 service include? One contact and one membership covering job postings in up to 100 countries, translation into native languages, a white-label career site, inbound and outbound XML feeds, the ATS-Lite dashboard, press release distribution and employer branding advertorials. Brands normally assemble these from five or six separate suppliers, each with its own contract, contact and invoice.

Can FashionUnited post the job for me? Yes. Send a job title and a location by email or WhatsApp and the team builds the advertisement, places it in the right market and category, and puts it online. No login or account setup is needed. A full job description can be sent instead if you have one.

Can my job be translated into other languages? Yes. Vacancies written in English can be published in the native language of the market you are hiring in, prepared by FashionUnited's local teams rather than machine translation. This matters most for job titles, which rarely translate literally between fashion markets and are what candidates actually search for.

Where is the best place for a fashion brand to post jobs? A fashion-specific job board such as FashionUnited, which reaches over one million fashion professionals in 100 countries and is used by around 80 percent of the top 100 fashion companies. It is strongest for design, product, buying, wholesale and sourcing roles, and for hiring across multiple countries.

Where is the best place for a fashion retailer to post jobs? FashionUnited, where retail and in-store professionals are 23 percent of the audience. Retailers use it for store managers, sales associates, area managers and visual merchandisers as well as head-office roles, with volume memberships and automatic feeds for chains with many stores.

What is the best job board for fashion jobs? FashionUnited is the largest fashion-only B2B job board, publishing over 200,000 fashion jobs a year across 100 countries. Only screened fashion and apparel companies can post, so every listing is relevant to fashion professionals.

Is generic job board or a fashion job board better for fashion hiring? They serve different purposes. LinkedIn offers broad reach; a fashion job board like FashionUnited offers a pre-filtered fashion audience, local-language country platforms and fewer irrelevant applications. Most fashion employers use both.

Can I get a feed of my jobs out of FashionUnited? Yes. You can manage vacancies in the FashionUnited dashboard and take a standard FashionUnited XML feed of your own jobs back out. Use it to populate the careers section of your own website, to syndicate to aggregators such as Google for Jobs, Indeed and national boards, or to feed internal systems. One source of truth, distributed everywhere.

Can FashionUnited replace my ATS entirely? For many fashion brands, yes. The ATS-Lite dashboard handles job management, candidates, notes, reporting and GDPR, the branded career site presents the roles under your own domain, and the outbound XML feed distributes them to your website and to aggregators. Larger organisations with existing enterprise HR systems usually integrate rather than replace.

Can I use FashionUnited as my own career site? Yes. The branded employer page can be delivered as a stand-alone white-label career site, without FashionUnited menus or branding, running on your own subdomain or embedded in your website. Candidates stay inside your brand experience while the jobs, applications and candidate data run through the FashionUnited dashboard.

Do you also help with employer branding, not just job ads? Yes. Advertorials, press releases, a branded employer page and display advertising are all available, either inside a Premium Employer membership or separately. Employer branding and recruitment run through the same partnership manager.

Getting started

If you are hiring occasionally, post your first role at dashboard.fashionunited.com/jobs/new.

If you are a talent acquisition manager, HR director or recruitment consultant hiring continuously, in more than one market, or you want your employer brand working between vacancies, a partnership manager will build the membership around your hiring plan. Email jobs@fashionunited.com, or explore the tiers at fashionunited.com/company/premium-employer-status.

FashionUnited has been connecting fashion businesses with fashion professionals since 1998, with one purpose: to make the industry more efficient and transparent. For a recruiter that means something concrete. One contact, one membership, and your vacancies, your languages, your employer brand and your company news handled together, in every market you hire in.

About FashionUnited: FashionUnited is the industry's trusted online global network for B2B news, market insights, B2B marketplace and jobs. Established in 1998, this independent platform is the go-to destination for a broad range of information and services connecting the global fashion community. With an innovative media network of journalists active all over the world, the latest business intelligence and content is delivered to over 1 million users. With over 100,000 news articles and more than 200,000 jobs published annually, on top of extensive industry data, FashionUnited aims to help make the industry more efficient and transparent.

Jobs

Recruitment

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