Ecommerce & Digital Marketing Talent in the Post-Pandemic Market

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Ecommerce Pre-Pandemic

Before the COVID-19 pandemic hit the globe, ecommerce pure-plays were already becoming a bigger part of the economy and ecommerce (as a share of revenue within multi-channels) was also increasing rapidly.
There was a steady supply of digital talent as the volume of fresh graduates/college leavers were attracted to digital/ecommerce roles.
Progressive retailers saw their future growth lying in ecommerce or multi-channel. In turn this meant these roles were elevated up to senior director/VP and also to ‘C’ level.
These new 'C' level hires had more ecommerce and digital experience than previous generations - changing the shape of company boards for the future.
Wage inflation for the best candidates outstripped many other industries.

Multichannel retailers with bricks and mortar stores were hit hard BUT those with strong ecommerce teams capitalised and saw huge online growth - some saw between 1 and 5 years growth in a single year.
Homewares did particularly well as people were in their homes 24/7 and decided to renovate/decorate.
Pure play ecommerce had a 'field day' and experienced huge successes.
Companies that weren’t already selling online pivotted quickly to ensure their survival. Many saw significant growth.
Amazon and other marketplaces became a rapid and easy place to shift stock.

Over Summer 2020, there was a huge demand for front line ops - warehouse, drivers etc.
Towards the end of the year a lot of permanent digital hires were made at a junior/tactical level as firms began to re-organise.
We noticed a flood of new roles on the market just after the schools went back in September 2020 and managers had time to begin a hiring process again.
Each month roles are becoming steadily more senior and firms are making more strategic, long-term decisions about their org chart.
Demand for talent is now higher than ever - up to around £80k mark.
The demand for roles at £100k+ is picking up fast.

The travel and leisure industry shed a lot of great ecommerce talent during the early/middle parts of 2020 as tourisim closed it's doors - most of the middle/junior people were hoovered up straight away.
‘Active’ talent is thin in the ground but headhunting does work when the role and brand is strong enough - make your business strong enough!
There is still some fantastic digital leadership talent available and motivated to move - people are more receptive when the risk is minimised.

Plan ahead, hire constantly.
Pro-actively manage your org chart as opposed to reacting (look at pros and cons of retaining a specialist agent to actively talent search for your business as you boost your digital team).
Pay well to attract AND retain the best talent.
Offer more remote/flexible working but ensure you have ways to cement your culture and relationships.
Consider a London hub.

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