How to Hire in DTC
Hiring in DTC is not like hiring in other industries. The talent pool is younger, less conventionally credentialed, and distributed across the globe. The roles are less defined, the pace is faster, and the stakes are higher because every hire has direct impact on revenue and culture.
Start with the business problem, not the job title
Before you write a job description, define the business problem this hire needs to solve. What metric should improve? What bottleneck should be removed? What capability does the team lack? Starting from the problem rather than the title ensures you hire for impact, not just function.
Write job descriptions that attract the right people
The best DTC candidates are not searching for generic titles. They are looking for specific challenges. Describe what the role will achieve in its first year. Be honest about the stage of the business. Mention the tools and channels that are relevant. The more specific you are, the better the applicants you attract.
Build a process that respects candidates
The DTC talent market is competitive. Candidates have options. A slow, opaque hiring process will lose you the best people before you even make an offer. Communicate timelines clearly. Provide feedback quickly. And respect that the interview is a two-way evaluation — the candidate is assessing you as much as you are assessing them.