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Our vision is to establish HUGO BOSS as the leading premium tech-driven fashion platform worldwide and to be one of the top 100 global brands. At HUGO BOSS, we work as a team to apply our knowledge, skills and experience together and create a diversity of ideas and solutions. What unites us? We love fashion, we change fashion!

At HUGO BOSS, you have the opportunity to contribute your personality, ideas and creativity - because only when we break new ground together can we create something unique. Become part of our team of more than 17.000 employees worldwide and shape your future at HUGO BOSS!

We are looking for an intern (m/f/d), starting as soon as possible, for a period of 6 months.
What you can expect:

Effectively support the team in coordinating influencer campaigns to increase brand awareness and audience engagement

Work with the team to assist with influencer casting, campaign monitoring and reporting using our talents tracking tools

Support the team in styling look options for shoots, events and fittings

Support the samples ordering processes, stocks and shipments

Support on global campaigns operational coordination with all markets

Collaborate with relevant interfaces from Marketing and Brand Communications and liaise with international affiliates and agencies

Your profile:

You have a degree in marketing/media and communication sciences, a comparable degree or can provide corresponding training

You count a structured and proactive work style, goal-oriented action and communication skills among your strengths and can work well under time pressure

You are open-minded, flexible, a team player, have a talent for organization, enjoy challenges and pay attention to detail

You find it easy to build and maintain relationships

Ideally, you have gained some practical experience in the lifestyle and fashion industry in the course of your previous career

You are passionate of social media and influencers networking

You have a keen sense of fashion, trends and styling and enjoy working on products

Very good written and spoken English; further language skills are an advantage

Experienced knowledge of MS-Office

Your benefits:

Made for Me: three days in Metzingen and two days working remotely. Our hybrid working model "Threedom of work" is as individual as your personal needs.

Sustainability is one of our key values, and more than just a trend. We are committed to environmental, animal and climate protection, and human rights.

Does innovation drive you? Same for us! We have digitized most of our workflows and almost fully automated our logistics centres.

Exclusive discounts for shopping and arts: benefit from discounts for family and friends along with free entrance to more than 15 international art museums.

High-performing people need a healthy balance. Take advantage of the employee gym, the beach volleyball field or yoga classes on the rooftop terrace.

As a fashion company, we value good taste in everything - including food. Welcome to our own restaurant and café, Times.

We are a global company with our employees representative of the world at large. Our inclusive culture embraces each person's authenticity and individuality. We are committed to equal employment opportunity. And we believe our equitable work environment helps unleash your full potential and inspires you to thrive.

Do you feel it's time for a new challenge at HUGO BOSS? If so, we look forward telling you all about this job opportunity in a personal conversation.

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Internship Influencer Marketing (m/f/d) - City, Germany job with Hugo Boss | 254951

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Our vision is to establish HUGO BOSS as the leading premium tech-driven fashion platform worldwide and to be one of the top 100 global brands. At H...

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​Think beyond your average job, think boohoo group careers. Working with us means being part of the biggest online fashion retailer's success story. When you're part of our boohoo family, the opportunities are endless. Think you know us? Think again!

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Footwear Junior Buyer » London, Greater London

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What’s in it for you… Being a part of M&S is exactly that – becoming a part and playing your part. We’re an inclusive, dynamic, exciting, and always evolving business built on core values. Here are some of the benefits we offer that make working for M&S just that little bit more special… 20% Collea…

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You have a degree in marketing/media and communication sciences, a comparable degree or can provide corresponding training

You count a structured and proactive work style, goal-oriented action and communication skills among your strengths and can work well under time pressure

You are open-minded, flexible, a team player, have a talent for organization, enjoy challenges and pay attention to detail

You find it easy to build and maintain relationships

Ideally, you have gained some practical experience in the lifestyle and fashion industry in the course of your previous career

You are passionate of social media and influencers networking

You have a keen sense of fashion, trends and styling and enjoy working on products

Very good written and spoken English; further language skills are an advantage

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Effectively support the team in coordinating influencer campaigns to increase brand awareness and audience engagement

Work with the team to assist with influencer casting, campaign monitoring and reporting using our talents tracking tools

Support the team in styling look options for shoots, events and fittings

Support the samples ordering processes, stocks and shipments

Support on global campaigns operational coordination with all markets

Collaborate with relevant interfaces from Marketing and Brand Communications and liaise with international affiliates and agencies

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Besides a competitive salary, we can offer you:

Performance bonus schemes dependent on the type of role you are in

A pension that both you and the company contribute too

A portal with an array of discounts on things like theme park and cinema tickets

Our famous staff discount along with exclusive staff sales

Private healthcare for you and your family

Flexible working

A chance to be part of a fun and caring team that support each other

Here is a breakdown of what you'll be doing:

Ensure all pages across site are beautifully and strategically merchandised to support the buy and wider business goals

Work with Visual merchandising tools to ensure products are merchandised at all times to maximize sales potential

Lead owner of curation (i.e., Date Night, Summer & more), weekly maintenance & reporting

Working closely with Brand Campaign, Fashion, and Site teams in order to plan and create the user journey throughout campaigns

Lead liaison for area between Website Merchandising and Buying & Merchandising team

Manage global 'What's New' trading and merchandising on a weekly basis: owning classifications, product linking, resurfacing and product readiness for upload to site

Report on the performance of assigned category, feedback actionable insights and make recommendations for optimisation & improvement to drive CVR rate onsite

Contribute to Sales, Trade and Team meetings through preparation of agenda, relevant reports, analysis & actions

Support Site Trading Manager in co-ordination & execution of onsite promotional moments and Seasonal Markdowns

Aware of delivery times, brand launches and key products in order to strategically trade the website

Ensure all Marketing promotional areas & products are beautifully merchandised with new and relevant product from weekly uploads - utilizing product and buy knowledge to inform selections and decision

Approve product selections approvals for editorial, product marketing and content briefs, including email mock checks & sign off

Conduct daily audits of the site to check depth/ high exposure product is being surfaced and attractively presented whilst making sure everything is correctly classified and merchandised

Responsible for maintenance of Designer landing page merchandising through reporting and optimization

Coordinate seasonal updates to content featured on landing pages

Other duties as called upon

The type of person we are looking for:

Previous online visual merchandising experience in a luxury retail environment with in-depth knowledge of luxury fashion brands, including previous and current collections

High sense of commercial awareness with creative flair and affinity for luxury fashion product

Understanding and empathy with the global luxury consumer

Highly computer literate, preferably with knowledge of website systems and analytics tools

Highly developed communication and interpersonal skills, with the ability and confidence to liaise at all levels

Flexible, proactive and open to change with proven track record of managing multiple tasks to tight deadlines

From the moment you join the YOOX NET-A-PORTER GROUP we are committed to making your journey with us inspirational and evolutionary. If you are passionate, committed and thrive in a collaborative and fast-paced environment, then please apply with a CV.

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Apply now at Vogue Business Talent for the Website Merchandiser role at YOOX NET-A-PORTER in London

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Previous online visual merchandising experience in a luxury retail environment with in-depth knowledge of luxury fashion brands, including previous and current collections

High sense of commercial awareness with creative flair and affinity for luxury fashion product

Understanding and empathy with the global luxury consumer

Highly computer literate, preferably with knowledge of website systems and analytics tools

Highly developed communication and interpersonal skills, with the ability and confidence to liaise at all levels

Flexible, proactive and open to change with proven track record of managing multiple tasks to tight deadline

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Ensure all pages across site are beautifully and strategically merchandised to support the buy and wider business goals

Work with Visual merchandising tools to ensure products are merchandised at all times to maximize sales potential

Lead owner of curation (i.e., Date Night, Summer & more), weekly maintenance & reporting

Working closely with Brand Campaign, Fashion, and Site teams in order to plan and create the user journey throughout campaigns

Lead liaison for area between Website Merchandising and Buying & Merchandising team

Manage global ‘What’s New’ trading and merchandising on a weekly basis: owning classifications, product linking, resurfacing and product readiness for upload to site

Report on the performance of assigned category, feedback actionable insights and make recommendations for optimisation & improvement to drive CVR rate onsite

Contribute to Sales, Trade and Team meetings through preparation of agenda, relevant reports, analysis & actions

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Experience working at Merchandiser level in a likeminded fast-paced retail business.

Strong analytical skills and the ability to identify key market product trends and emerging opportunities in line with the customer profile.

Comfortable in presenting and communicating to senior management.

Experience in leading and developing junior team members, to grow a successful leader of the future.

Good organisational and planning skills and ability to work to tight deadlines.

Intermediate to advanced Excel ability.

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Responsibility for the WSSI, driving out key findings based on performance. Reviewing consistently in line with trading performance.

Planning of budgets by category, option count, and depth of buy based on the overall business and financial goals of the company.

Review sales forecasts based on performance, and action re-forecasts.

Analyse and monitor best and worst sellers and makes informed recommendations for action as well as recommends promotions and re buys as necessary- making an active impact to the brand.

Monitors and maintains buying margin and gross profit margins as requested.

Making active recommendations to the business via Head of Merchandising as appropriate.

Ensures productive relationship between merchandising/buying functions and all other business areas to ensure goals achieved- we are all one big team; collaboration is key.

Demonstrates a strong level of commercial awareness which considers customer profile, competitor activity and developments with the wider marketplace.

Drives team development through regular catch ups and reviews.

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Experience of working in branded footwear to Assistant Buyer or Junior Buyer level required, with a strong product affinity – understanding customer appeal and product and how this will complement the brand is critical.

Strong relationship building and communication skills to foster collaborative and effective engagement with brand partners.

Open to change and playing an important role in establishing the adoption of 3rd Party Brands within the complex and evolving world

Appreciation of internal cross functional departments and key interactions required to establish integrated processes and ease of working - ability to make things happen across the business is critical in this role so being organised and tenacious will be key.

Strong commercial acumen – understanding how price, margin and costs impact the Brand and M&S profitability

Understanding and awareness of the competitor landscape, how this evolves and the impact on our brand choices regarding new brand development.

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Create positive partnerships with our brands, establishing strong direct relationships quickly and leveraging these to develop a long-term benefit to M&S. Build strong relationships internally and externally to train, engage and equip all relevant parties with the information and guidance to effect successful and commercial trading partnerships.

Act as the key interface with all brands to deliver the best product choice, customer experience and ensure ease of working across all key retail levers: - selection, availability, supply chain, operational efficiency, and marketing.

Ensure product selection and size of offer adheres to key principles of price stretch, range scale and choice that compliments brands and customer aspirations.

Be the ambassador of the brand internally by liaising with cross functional departments including retail, supply chain, e-com and marketing to ensure all operations runs smoothly.

Constantly monitor sales and range offering to ensure commercial and customer aspirations are potentialised, liaising with brands to curate and amend accordingly. Ensure business units are regularly and succinctly updated with progress, status, and learnings, allowing for feedback and input to be incorporated.

Accountable for ensuring all contractual, business process, business plans and critical paths are shared, up to date and complete. Work with Legal, Finance and C&H Business Units to deliver this.

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Curated workshops and network events, led by industry experts covering a wide range of topics.

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Despite it being an online masterclass, I felt like I was in the same room with her. I found it enlightening and highly encouraging.- Course graduate

Lucinda is an animated and insightful instructor - it's amazing to learn directly from someone with so much experience.- Course graduate

My skills are now sharpened and more refined. Plus the course hugely improved my communication with my creative team.- Course graduate

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Fashion Styling with Lucinda Chambers | Online Course | #BoFEducation

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Learn how to become a fashion stylist with this self-directed online course. Study in your own time and receive a certificate on completion.

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Unable to play video. Please enable JavaScript or consider upgrading your browser.

Learning on this course

On every step of the course you can meet other learners, share your ideas and join in with active discussions in the comments.

What will you achieve?

By the end of the course, you'll be able to...

Demonstrate research to identify and critique the need to protect natural resources and raw materials.

Investigate the dangers and toxicity to humans and the environment of the fur process including to preserve and dye.

Evaluate the impact of fur farming and farmers' wellbeing.

Describe the global scale of the fur business and production.

Assess and create a manifesto for a fashion brand.

What software or tools do you need?

You will need a computer and reliable internet connection.

Endorsers and supporters

recognised by

Get a taste of this course

Find out what this course is like by previewing some of the course steps before you join:

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Sustainability and the Fur Trade - Sustainable Fashion Course - FutureLearn

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Discover why going fur-free is key for fashion's sustainable future and develop your understanding of how fur farming is damaging to animals, people, and the planet.

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When people consider careers in fashion, they often forget about the primary level of the industry where fashion products begin.

On this four-week course from Bloomsbury Academic, you'll look at the beginning of fashion product conception and production, and explore the roles that supply the information, components, production, and support needed to manufacture fashion products to bring them to the retailers.

Discover the realm of fashion trend forecasting

Fashion products often require weeks, months, or even years of lead time for the intricate planning, purchasing, and production steps.

You'll start this course by delving into the many roles involved in fashion forecasting as well as the sources of information that these forecasters use. You'll then finish by exploring the career path and job market for trend forecasters.

Explore the many roles within textile design and development

There are designers and design houses who have made their places in fashion history with their textile designs, and there are many creative forces behind each of those designs.

You'll explore the differences between textile roles such as designer, stylist, and colorist, as well as the technicians and engineers. For each position, you'll look at what they do, the qualifications needed for the role, and the challenges involved in that particular career.

Delve into production and sales careers to get hands-on with fashion products

Whether construction, manufacturing, numbers, computers, or creativity appeals to you, there is a career path in production that relates directly to each area.

The final week of this course will take you through the expansive area of production and sales, exploring the many careers in this field and how you can best approach a career path for your chosen role.

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Fashion Trend Forecasting and Textile Design - Online Course - FutureLearn

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Explore the numerous positions available in fashion forecasting, textile design, production, and sales, and how you can start a career in each of them with this online course from Bloomsbury.

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Digital Marketing Trends Online Class | LinkedIn Learning, formerly Lynda.com

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Stay up to date on the latest trends in digital marketing. Get biweekly tips to reach your target customers in new and exciting ways.

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A wealth of resources, from research insights, future opportunities, and connections to potential employers.

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People of Interest: Personalised guidance and mentorship to support you in navigating into an evolving industry.

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While global hiring freezes and job cuts continue to make headlines in various sectors during unpredictable market economics, the creative job market has started showing signs of recovery.

Vacancies in the arts and entertainment sector increased in the UK by nearly 370 percent between 2021 and 2022 - up 338,000 from their pre-coronavirus levels in 2020, according to the Office for National Statistics and advisory firm Standout CV. In the US, overall employment in arts and design occupations is projected to grow 2 percent over the next decade, with an expected addition of over 20,000 new jobs by 2031, as per the US Bureau of Labor Statistics.

Still, fashion remains a highly competitive job market where, in order to stand out in the application and interview processes, candidates ought to showcase not only their skills and experience, but also their understanding of the desired role, the hiring company's positioning in the market and how their personal long-term objectives align with its organisational goals.

Earlier this month, BoF Careers and The Outsiders Perspective co-hosted a panel discussion about how fashion companies can protect inclusive recruitment and retention strategies in today's unstable economic market, with an audience of diversity, equity and inclusion (DEI) professionals, talent executives and people team leaders from brands including Burberry, Selfridges and Alexander McQueen.

BoF Careers talked to some of the event attendees to find out what they look for in talent, and how candidates can stand out in the application and interview process today.

Demonstrate a Willingness to Learn

" When we look for talent in the market, we are looking for people who are hungry, who want to grow - who have a growth mindset, and who are also brand ambassadors [and] love the brand," said Scarlett Phillips-Jacovides, senior talent and development manager at Alexander McQueen. "It's about your attitude rather than your skills, because skills you can develop - you can grow them, we can teach them. [...] Anyone can grow, anyone can learn, that's the easy part. The hard part is having the hunger and desire to do that."

It's about your attitude rather than your skills, because skills you can develop - you can grow them, we can teach them.

"I think just that they want to learn, we don't care if you don't have the experience. Try and make a personal connection with the brand [or] company. [Establish] why, what you think you can bring and what you want to learn. That's always what I want to hear from young talent," said Ffion Collins, EMEA Recruiter, Deckers Brands.

Show Your Passion for the Brand and Role

"We're looking for candidates today who are passionate about the brand, who are tenacious to work in an industry that can be super tough, and who have the skills - maybe not the industry experience, but the skills to fit the profile of the role," said Melissa Boyd, human resources director at Victoria Beckham.

"I think just doing their research, making sure they were really aware of the business and the position the business is in, along with passion for what they do. Wanting to learn, wanting to achieve and wanting a career - not just a name on their CV - wanting to be here for the long haul and wanting to progress in the business," said Salma Sodawala, talent acquisition manager at ASOS. "We have got great stories of internal talent that has been in the business [for] 10+ years, some of them starting as graduates, so we would love to see more of that."

"I think passion is a key [aspect]. Someone that enjoys what they're doing, that enjoys the process and someone who looks ahead. At Selfridges, we very much look ahead to the future, we want to be the trailblazers, so someone that will enjoy that journey with us actively, not only support, but [...] that wants to make a change within the industry. It can be at any level, just having that passion," said Jacqueline Celis, head office recruitment manager at Selfridges.

Be Authentic and Honest

"What I'm looking for in talent at the moment would be authenticity [and] honesty, so just being honest about your experience and ultimately honest about where you want to go and what it is that you're looking for. I think that's most important," said Jordan Hudson, corporate talent acquisition at Alexander McQueen.

Having your own narrative and your own position is always a benefit in my mind.

"Lean into your uniqueness and your understanding of something. I think a lot of the time, people expect if they were to go and take someone else's thoughts or sentiments, that will open the door for them. Having your own narrative and your own position is always a benefit in my mind," Geoffrey Williams, global vice president of diversity, equity and inclusion at Burberry.

"One [piece] of advice that I will give is that, there is no wrong answer as long as it's something that you truly believe in, your work ethic, the way that you work. You will always shine through your answers, being your authentic self is very important and that is what I look for," said Jacqueline Celis of Selfridges.

Tailor Your CV to the Role

"For junior talent, I know it sounds old-fashioned and I know it sounds boring, but I think the CV is probably the most important piece where you stand out because that's your initial introduction, it's your initial screening," said Lubomir Jets, EMEA Talent Acquisition Manager at Deckers Brands.

"You would be surprised how many candidates still don't tailor their CV for the role that they're applying for. It gets worse in more competitive roles, especially in product roles [or] marketing roles where you get 200 CVs, and 180 of them are exactly the same. So I would say [unique] CVs stand out the most, that's your first contact with the brand."

Reach Out to the Recruiter

"Understand exactly what the role is. I don't mind if they email directly sometimes and ask quite specific questions, I think that shows that they're willing and they're keen. That might not mean that they'll get put at the top of the list for the role, but it definitely shows an interest," Melissa Boyd, Human Resources Director at Victoria Beckham. "Be realistic about what the requirements for a role are, and how [your] skills and ability map across to that."

"Don't be afraid to get in touch through channels like LinkedIn - that will also make you stand out. Get in touch with the recruiter, with the talent manager, let them know that you have applied," added Lubomir Jets of Deckers Brands.
Discover the latest job opportunities, with 2,600+ roles on BoF Careers today.

Disclaimer: Interviews have been edited and condensed for clarity.

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What Fashion Recruiters Are Looking for in Job Candidates Today

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BoF Careers spoke with recruitment executives, HR managers and DEI leaders from fashion brands and businesses including Selfridges, Burberry and Alexander McQueen, who shared their top-line advice for emerging talent navigating fashion's job market.

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Discover global job opportunities in marketing on BoF Careers today.
Ganni's chief brand officer, Priya Matadeen, studied psychology at the University of Birmingham before launching her career in marketing. She started out at various creative agencies before landing a job at Spring Studios, where she specialised in fashion and luxury, working for clients including Phillip Lim, Altuzarra and Ferragamo.

In 2015, Matadeen moved into publishing, working at Vice and i-D as general manager at its creative agency Virtue. She then briefly worked at British Vogue before moving into the role of managing director at Dazed Media.

She refers to "the red thread" throughout her career - the thematic connections and transferable skill sets she identified between her jobs and experience across different industries - starting with her degree in psychology.

"Anyone that's worked in fashion or advertising knows that psychology and navigating people is quite key [...] Working with creative people - there's a lot of intuition and emotional intelligence. Reading those cues and understanding that sensitivity really helped me in my role."
For the full interview, watch on-demand the LinkedIn Live: Building a Career in Fashion with Priya Matadeen
After more than four years at Dazed, Matadeen joined Ganni as its chief brand officer in January of this year. She also mentors young talent through platforms such as Mentoring Matters and The Outsiders Perspective, and is a non-executive director at the University of the Arts London.

Now, BoF shares key insights and advice from her interview on the BoF Careers series, Building a Career in Fashion.

How did you land your first job?

My first role was in marketing despite not being connected to anyone in the sector. I had to research what marketing looked like for me - was it agencies? Was it in-house? And because I wasn't connected to it directly, I found recruiters helpful. And some of those recruiters I met around the time of my first role, I've kept with me throughout my career. We've either become friends or they've helped me find other roles.

Recruiters can be a great way in. They can have a great insight into what's going on in the industry, so that was a helpful route.

Also, having coffee with anyone who would meet with me to discuss what my role could be was important and helpful because, with marketing, you immediately think of a creative director. However, if you're not at that stage or want to do something different, then what else is there?

How would you advise leveraging your skillset to new disciplines?

I've worked to create a red thread with all my experience - if it's people and behaviour, marketing, fashion marketing or media - trying to work out what those red threads are is helpful.

I [received] great advice from someone called Leonardo Lawson, who runs Bond Creative Search. He said to me: "Be really clear on what your story is. Write out in two paragraphs very clearly what the red thread is between your experience and where you want to get to. And if you're very clear and you can write that down, it crystallises it in your mind." That's helpful at any level, I would say.

I knew that I was not the creative and I learnt early on that I didn't need to be the main character. I was happier facilitating the process.

I started off in a marketing agency and [...] I was working for corporate and blue chip clients - broadband clients or big banks. The red thread for me was that, in my role, I loved the creative process and being a part of that. But I knew that I was not the creative and I learnt early on that I didn't need to be the main character. I was happier facilitating the process, doing the strategy and working very closely with people who probably had more main character energy.

How did you make your career move into the fashion industry?

I wanted to do something [in my career that] I was more passionate about. I did try being passionate about banks and broadband, but it just wasn't quite hitting it for me. That's when I started to think about what a life in fashion might look like. How could I take some of these skills and start again?

At that time, I had no idea that [creative agency] Spring Studios [that partners with fashion, beauty, luxury and lifestyle brands] existed, so it was amazing to realise that something like that did exist, which meant I didn't have to start all over again.

My role was similar to what I was doing before, but learnt the codes of luxury and fashion there. [...] I learned a different language. I understood how to work with a creative director and with the creative process and with clients, but I learnt another half of the job from the amazing people at Spring who helped me hone that skillset and who I could learn from.

How did you decide you wanted to work in fashion?

I also did a short course in fashion marketing at [London College of Fashion] when I was trying to decide whether I wanted to go into fashion. Learning a bit more specifically about what I wanted to do was really helpful. [...] It was an opportunity to dig a bit deeper and learn more about the bits that I loved alongside areas that I might not want to specialise in.

Curiosity often leads to change that can be useful. It charges other people to ask why and how and where.

Research was a huge part of understanding whether I wanted to go into fashion - one thing that I still do is, if I'm trying to learn about something, go and find people who I think are interesting in that industry, or friends of friends who might be open to having a coffee with me. I find that people are generous with their time. Getting those people to help you demystify what your role might be or what your value is in the industry I've found helpful over the years.

[...] If you're transferring [into a new job], your learning curve will be slightly vertical and you'll be learning a lot quite intensely for a period of time, but I loved that because it expanded my brain.

How did you overcome fears of not fitting all the criteria of a job description?

As a woman at the intersection of being a person of colour in a leadership position, you're riddled with many insecurities. I think about that quite a lot because you can talk yourself out of things or not apply. And as women, I think we probably love to do that more than others.

I have often not met 100 percent of the criteria [for a job]. But if you think that you could do the role and you are clear on your story on what the red threads are, I would say definitely apply rather than exclude yourself. You have nothing to lose.

Every single interview process is a positive one and you can take something from it. And often in interviews it does work two ways - you find out whether it is actually a job you want to do, or you can think, "actually I can definitely do all of this." And it's about chemistry and the team that you meet as well.

How did you learn and develop leadership skills?

I have learnt loads from great leaders who I respect, but I have learnt just as much from bad leaders, knowing what I'd like to avoid making other people feel. I landed at Ganni because I knew I would mesh with the leadership style there and that it was something that I would love and could work with.

I have learnt loads from great leaders who I respect, but I have learnt just as much from bad leaders and knowing that that's not how I would want to make other people feel.

The Myers-Briggs personality profiling [...] has helped me so much. I did it at the start of my career, and then I did it about 15 years later. But it was so helpful for me to know a bit more about who I am, how I process things, what my leadership style is - but also the people that I work with, how they might behave differently to me.

For example, I know because of my personality type that I like feedback to be couched in a nice and fluffy way. But there are people that I work with now who like extremely direct feedback and it's good for me to learn and know that about them because it's better for them. If I gave them really fluffy feedback, they'd be really irritated and would not want to be treated in the same way that I was.

How do you navigate receiving negative feedback?

I think if you receive feedback or something happens to you that makes you feel a certain way - what I have learned over the years through experience is to take a step back from that situation, maybe sleep on it and not necessarily react in the moment. Then use it as an example as to how you would have liked for something to have been different.

I think sometimes in the moment it's difficult to explain, or an example that you give might not be your best or as tangible as it could be. So being able to explain your viewpoint more objectively. And pick your moment - whether it be a one to one or in another environment.

What does your role of chief brand officer at Ganni entail?

[Chief brand officer] is an evolution of the [chief marketing officer] role, in a way. So within my remit, I have marketing, PR, the in-house studio and visual merchandising, which is how everything looks in-store. This role doesn't always have the VM in there, but all VM is linked to design and all brands, so that's why sometimes it sits within retail.

Resilience is important as well as some warmth and empathy for the people around you is key.

For us, we are looking at the end-to-end of how the image looks through all our channels. And if we are projecting out on other channels or we're doing a collaboration, then making sure that it still feels like Ganni. We're growing a lot across the US, China and also within Europe, so part of my brief is, how do you make sure that the identity of how Ganni projects itself feels consistent across these regions globally?

What do you look for in juniors today?

A passion for this industry, the creativity and embracing of identity, and how that translates through style and fashion is very key. You have to feel it and want it and love it. Resilience is important as well as warmth and empathy for the people around you.

I love anyone curious because I think that curiosity often leads to change that can be useful. I find those people look at things with slightly different eyes. It charges other people to ask why and how and where.

I've always embraced tenacity as well, because, especially in our industry, it's quite easy to be knocked back. The tenacity of "I'm just going to get up and shake this off. Take a minute and try a different way," is really key. The best people that I have worked with have definitely had these traits.

This interview has been edited and condensed for clarity.

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How I Became... Chief Brand Officer at Ganni

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From working across creative agencies like Spring Studios to publishers like i-D and Dazed before moving in-house, Priya Matadeen identifies thematic 'red threads' to facilitate each career move. She shares her career advice, including how to leverage transferable skills into new creative disciplines.

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BoF's Marc Bain and Daniel-Yaw Miller unpack the findings from our case studyFashion's New Rules For Sports Marketing.

Created by BoF's journalists and editors, in conjunction with our wider network of leading fashion creatives, thought-leaders, and innovators, Masterclasses are in-depth webinars with supporting resources, designed to deliver key learning outcomes on critical industry topics.

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BoF Masterclass | Fashion's New Rules For Sports Marketing

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Join us for a BoF Professional Masterclass that explores the topic in our latest Case Study, "Fashion's New Rules For Sports Marketing."

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Creating Your Online Image Online Class | LinkedIn Learning, formerly Lynda.com

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Discover your authentic style, what makes you unique, and how to convey that in your daily life, so you can show up as confident, influential, and successful.

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Conventional wisdom might say to let your outfit do the talking, but if the growing phenomenon of fashion podcasting is anything to go by, that's only the start of the conversation. Whether investigating overlooked style cultures around the world, the day-to-day grind of working in the industry, or the urgency of addressing systemic problems from sustainability to racial inequality, fashion podcasters have quickly proven themselves to be among the most agenda-setting voices in industry media today.

That podcasts should prove to be such a compelling platform to explore fashion might initially sound counterintuitive. How could the medium of sound capture the tactile pleasure of a coat lining or the satisfying swish of a perfectly cut skirt or gown? The answer is, of course, by not attempting to re-create the experience of clothes at all. Instead, the best style podcasts communicate why clothes matter-whether that's the cultural history that informs them, the machinations of the broader industry that produces them, or the simple (or not-so-simple) appeal of the trends that make you want to buy more of them.

Here, find the best fashion podcasts to listen to now across six categories covering history, trends, careers, sustainability, the industry at large, and finally, a new wave of podcasts being created by the brands themselves.

Fashion History

Arguably the gold standard of fashion podcasting, Cassidy Zachary and April Calahan's series for iHeartRadio has built a loyal audience with its eclectic lineup of deep dives into fashion past and present. From interviews with specialists in traditional Arab dress and Black dandyism to examinations of the history of specific pieces, including sunglasses and jumpsuits, Dressed is the ideal entry point for those looking to expand their fashion knowledge, with Zachary and Calahan's overviews of key moments in the history of style balancing erudition and wit with an easy charm.

First established in 2015 by fashion scholar Jasmine Helm, textile conservator Dana Goodin, and fashion and history scholar Joy Davis, Unravel's M.O. is to unpack and challenge the hegemony of white Western designers within the canon of fashion history. Alongside their one-off interviews with fashion academics and incisive forays into onscreen costuming on everything from The Crown to The L Word, the trio's recurring series on Black, Indigenous, and queer designers have expanded their global and inclusive vision into a podcast that feels both purposeful and poignant.

Admittedly it's a newer addition to the stable of podcasts, and yes, we might be a little biased, but this list wouldn't be complete without Vogue's series exploring the fashion world's seismic shifts throughout the 2000s. Hosted by international editor at large and walking fashion encyclopedia Hamish Bowles, the series touches on everything from the stratospheric rise of Juicy Couture to the influence of Sex and the City to the blogger phenomenon. With its starry lineup of guests-where else would you find Gisele Bundchen herself musing on her extraordinary decade in front of the lens?-it's an unmissable window into a pivotal chapter in fashion history.

Style and Trends

Hosted by Rebecca Arnold, the highly respected fashion history lecturer at London's Courtauld Institute, and Beatrice Behlen, the fashion and decorative arts curator of the Museum of London, Bande à Part might at first glance seem forbiddingly highbrow. Quite the opposite: The charm and obvious rapport between its cohosts make it as accessible as podcasts come; indeed, it feels like you're sitting in on a conversation between friends. Whether they're diving into the annals of fashion history, devoting an episode to the fashion photographers whose worlds they would most like to inhabit, or discussing the new Savage x Fenty show, Arnold and Behlen wear their erudition lightly, but their knowledge and experience always shine through.

If you're looking for a podcast sitting right at the fashion zeitgeist, Corporate Lunch-hosted by GQ editors Noah Johnson, Rachel Tashjian, and Samuel Hine-is the one for you, with hot takes on everything from Christian Girl Autumn to their favorite Timothée Chalamet fits. A major part of Lunch 's appeal is its guests, who seem chosen for their ability to see beyond the myopia of the fashion industry; episodes have featured playwright Jeremy O. Harris, musician Phoebe Bridgers, and pro skater Alex Olson.

Created by Avery Trufelman as a miniseries within the hit public radio show 99% Invisible, Articles of Interest stands out both for the truly impressive level of research that underpins it, and the way in which it translates this information into self-contained narrative arcs that feel as gripping as any true crime series. The subjects for each episode might initially appear broad-knockoffs, Hawaiian shirts, childrenswear-but Trufelman has a knack for teasing out rich and fascinating stories packed with unexpected twists and turns.

Working in Fashion

Hosted by Vogue's market editor Naomi Elizée, So...What Do You Do Again? highlights the lives and journeys of women of color within the fashion industry with humor, warmth, and intimacy. Elizée brings a rare honesty and insight into the wide-ranging backstories of her guests, be they model Precious Lee or celebrity stylist Ade Samuel. While its mandate is to serve as a resource for young people of color looking to break into fashion, the candid conversations-many of which touch on the obstacles faced by women of color on their way to the top-should be required listening for anyone working in the industry at any level.

While some of the bigger fashion houses have launched podcasts featuring their head creatives, it's rare for a designer to take the initiative to start a podcast on their own. But Recho Omondi is not your average designer. Omondi's interviews with figures from the fashion world-Diet Prada, Heron Preston, and Bethann Hardison among them-are notable for her willingness to broach topics that other podcasters might shy away from, specifically the industry's reluctance to talk openly about its complicity in environmental destruction and systemic racism. Her probing, inquisitive nature makes her a brilliant interviewer-even if, with fans of her label including Issa Rae and Solange Knowles, she shouldn't be giving up the day job anytime soon.

A new podcast launched by London-based fashion community platform ClickerMe, The Fashion Slashie-hosted by fashion journalist Lara Johnson-Wheeler-looks at the ever-evolving phenomenon of the "slashie," the freelancer jack-of-all-trades creatives that increasingly dominate the fashion landscape. With the likes of artist, publisher, art director, and stylist Theo White, who has collaborated with Mowalola and styled for the Cut and Dazed, and the creative director and entrepreneur Tayler Prince-Fraser on board as guests, it's a compelling window into a side of the industry that often gets overlooked.

Industry Insights

With new episodes dropping biweekly, The Business of Fashion Podcast is known as one of the most reliable sources for up-to-date fashion news and industry goings-on. Hosted by the publication's founder and CEO, Imran Amed, its standout quality is its willingness to tackle the big issues facing the industry today-from retail to style culture to global politics-with an informed, clear-headed impartiality.

For a more on-the-ground take on the industry today, Fashion: No Filter ticks all the boxes. Its hosts are influencer Camille Charrière and fashion journalist Monica Ainley, and their shared interest in the conversation between the fashion industry and pop culture makes for compelling listening at a time when the two have never been more intertwined. Whether interviewing Bryanboy or Instagram's fashion guru Eva Chen, the pair's fluency in the worlds of social media, street style, and sustainability offers a relatable take on the machinations of the fashion industry that has earned them a loyal following.

Since writing a viral Facebook post about being dropped by her modeling agency for being "too big" in 2015, British model Charli Howard has become one of the U.K.'s most prominent voices advocating for a more inclusive set of body standards. And with her BBC Sounds podcast Fashion Fix, Howard broadened the conversation further, exploring how those working within it can make efforts to address some of the biggest issues it faces, from diversity to sustainability to adaptivity. Earlier this year, model Naomi Shimada took the reins, shifting the focus to include insiders' experiences of the beauty industry as well, and has proven a worthy successor, interviewing the likes of Zandra Rhodes and Sinéad Burke.

Sustainability Matters

There are few issues the fashion industry needs to address as urgently as the climate crisis, a fact that Clare Press, Vogue Australia's first sustainability editor, has been all too aware of over her two decades working in media. Launched in 2017, on the cusp of sustainability entering the mainstream fashion discourse, Press's The Wardrobe Crisis podcast is a valuable resource for those looking to understand the horrifying impact of the apparel industry on the environment. More importantly, perhaps, its focus lies equally on the innovators finding solutions to move fashion forward by way of a circular economy and ethical production. Never judgmental or patronizing, Press's approach to environmental advocacy within fashion is truly admirable-and one we can all learn from.

For vintage obsessives, Bay Garnett will need little introduction. The influential former fashion editor at British Vogue made her start with cult favorite magazine Cheap Date in the 1990s, featuring fashion shoots memorably styled with thrift store finds, while a vintage banana print tee she styled Kate Moss in for her first Vogue shoot in 2003 was borrowed by Phoebe Philo afterwards, only to show up on the Chloé runway the following year and become a high street phenomenon. Garnett's new podcast sees her invite a starry lineup of guests-Rachel Weisz, Sienna Miller, and Chloë Sevigny have all made appearances-to go through some of their most beloved pieces from across the years, with Garnett's warmth and humor making it more than obvious why she's one of the most beloved figures in fashion. Come for the celebrities, stay for the stellar thrifting tips.

Hosted by the Irish DJ and broadcaster Tara Stewart, Dirty Laundry came to be after Stewart watched the documentary The True Cost and began questioning the impact of the clothes from fast fashion brands she was often paid to wear at DJ gigs. Since then, Stewart has made it her mission to educate both herself and her listeners on the real-world impact of the clothes we wear, challenging brands to address the climate crisis effectively, and creating helpful solutions for consumers to shop and dress more responsibly in our day-to-day lives. Given her radio experience, it's no experience that Stewart is a natural host: as inquisitive and curious as she is firm in her convictions.

Brand Chatter

As fashion podcasts have undergone a modest boom over the past few years, it didn't take long for brands to get in on the action too. One of the most compelling is Chanel Connects, one of a host of podcasts the French house has invested in, which brings together some of the world's foremost cultural figures (albeit most from within Chanel's orbit) for conversations about the future of art, film, fashion, music, and more. The starry but eclectic lineup includes the likes of Keira Knightley, Tilda Swinton, Edward Enninful, Pharrell Williams, and Arthur Jafa, with the conversations around just what our museums, galleries, and stages might look like as the world reopens proving to be particularly compelling.

While Gucci's podcast also revolves mostly around conversations between creatives, its approach is more itinerant, focusing on the sprawling array of projects patronized by the house, from its Chime Zine, to its collaborations with Dapper Dan, to its recent "brand hacking" with Balenciaga. (For that, a conversation between Alessandro Michele and Demna Gvasalia proved particularly intriguing.) A recent highlight was a deep dive into the brand's Vault project that invited a coterie of young designers to reimagine pieces from the Gucci archive, with a guest appearance from Vogue 's archive editor Laird Borrelli-Persson. It's a podcast with all the shapeshifting playfulness of Michele's distinctive vision for the house.

Under Maria Grazia Chiuri, Dior's runway shows have become one of fashion's most visible forums for feminist messaging, whether via her Chimamanda Ngozi Adichie-quoting "We Should All Be Feminists" tee or the various female artists Chiuri has invited to craft theatrical sets that feel more like installations, from Judy Chicago to Anna Paparatti. So it's no surprise that Dior's podcast has a particular emphasis on the role of women in the creative sphere, from its first season on feminist art to its most recent, more politically charged season featuring friends of the house including actor Felicity Jones, choreographer Sharon Eyal, and poet and activist Robin Morgan. Billed as an invitation to "step inside the contemporary Dior mind," it certainly lives up to its initial impression as the most cerebral offering from the big fashion houses in the podcasting sphere.

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The 18 Best Fashion Podcasts to Listen to Right Now

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Conventional wisdom might say to let your outfit do the talking, but if the growing phenomenon of fashion podcasting is anything to go by, that's only the start of the conversation.

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Belbin's team roles

The Belbin Team Role Inventory test is used to identify behavioral traits of individuals and define them under a team role. Belbin groups these roles into 3 categories; people-based roles, thought-based roles, and action-based roles.

People-based roles

The Resource Investigator- skilled at networking and is the person to go out and explore options, develop contacts, and negotiate for resources for the team

The Team Worker- plays the key role of ensuring cohesion in the team and making sure everyone is functioning well as a unit

The Co-ordinator- recognizing and nurturing the talent and potential of team members, Co-ordinators handle the delegation of work where necessary and encourage people to contribute to the team effort

Thought-based roles

The Plant- creative, free thinkers who can provide unconventional solutions to a problem.

The Monitor Evaluator- rational thinkers who prefer a logical approach to problem-solving. They like to carefully identify a team's options before coming up with a decisive, objective solution

The Specialist- these individuals bring to a team their in-depth knowledge of a specific area. Though their contribution is narrow in focus, it's usually invaluable

Action-based roles

The Shaper- usually vital to have in every team, these dynamic, passionate extroverts drive the team towards achieving objectives

The Implementer- disciplined, organised and dependable, Implementers have the skill of turning abstract ideas from team members into concrete, actionable plans

The Completer-Finisher- these individuals provide quality assurance and ensure the work of the team is completed to the highest possible standard

https://uk.indeed.com/career-advice/career-development/belbin-team-roles

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Belbin's team roles will be considered when completing the group assignment, to help assess how the group can work together and help identify each persons strengths and weaknesses to decide the best team roles to use and how and when each can be utilised to tackle these tasks.

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Albert Einstein is often credited with saying, "If I had an hour to solve a problem, I'd spend 55 minutes thinking about the problem and five minutes thinking about solutions."

For leaders today, that five minutes packs in even more activities - communicate and create buy-in from key players, then assemble a capable team that will implement the actions decisively and effectively. In a bid to save time, some leaders jump straight to action without fully understanding the context, but a weak, flimsy, poorly constructed solution based on lopsided facts and warped logic almost never goes down well.

From technology disruption to climate change issues to the unwelcome COVID-19 crisis, leaders are now faced with a monumental task of transforming even more complex systems. And the clock is ticking.

If business leadership is a mathematical problem, the rules of engagement have changed. Corporate executives need to embark on a journey to re-understand business challenges and formulate solutions that can work in this new normal. And they must do so with agility.

Businesses require a strategy - a leadership strategy that secures a ready supply of capable leaders - should they wish to survive these tumultuous times. Armed with the right skills, capabilities and mindsets, these agile leaders can ensure that both the short- and long-term business needs are met.

The task of navigating complexities is one that all leaders need to undertake, and it requires people who can handle the cognitive complexity and draw on multiple frames of reference or intelligence at the same time as part of systems leadership.
The Traits Of A Master Strategist
In my work as an executive coach, I often support leaders in becoming master strategists by challenging their thinking so they may formulate the best solutions (or assemble a team to do so), communicate with charisma and implement to perfection. We seldom arrive at well-designed solutions unless there is thorough contextual understanding, deep subject-matter-expertise and clarity of thought. Over the years, I have observed that some corporate professionals do better than others in this area.

These are the traits that I have found are common among those who can call themselves "master strategists":

1. They ask questions that elevate the quality of discussions and thinking.

2. Key stakeholders often welcome their opinions.

3. They are great storytellers, able to engage and inspire a wide range of audiences, draw them in and involve them in a compelling vision.

Some ask if strategic thinkers are born or developed. Everyone sits somewhere on the spectrum of strategic thinking so instead of asking "Do I have it?" leaders would benefit more if they instead ask, "How do I get better at it?" To remain low on the spectrum of strategic thinking is unthinkable. A leader may have excellent communication skills and the resolve to follow through with bold actions, but the lack of substance - strategy - can be their downfall.
How To Become A Master Strategist
Here's the good news: With deliberate and consistent actions, leaders can quickly level up their cognitive abilities and be well on their way to becoming master strategists. Here are three actions that can help you.

1. Incorporate structured reflection into your daily routine.

In his book Sometimes You Win-Sometimes You Learn, leadership guru Dr. John C. Maxwell wrote, "Experience isn't the best teacher, evaluated experience is."

There are many learnings leaders can glean from daily experiences, but not having the discipline for regular reflection can mean you will miss them. Structured reflection helps you maximize your learning and experience, be it through daily readings, observations or interactions. Reflecting in a structured way helps you analyze facts and processes and translate them into future hypotheses and actions. Reflection is a very powerful tool for continuous improvement. I recommend Kolb's Learning Cycle and Gibb's Reflective Cycle for this purpose. Both are very easy to implement and offer robust frameworks.

2. Think unconventionally, not automatically.

Thinking is such an automatic process that we often take it for granted. When we ask someone to think, what do we really mean? Given the world has changed so much and things we learn in formal education are often obsolete even before we graduate, we need to unlearn, relearn and repeat.

Fortunately, there are many powerful thinking frameworks out there. You can tap into visible thinking routines or thinking frameworks to understand problems thoroughly. Paul's Wheel of Reasoning is a useful critical thinking framework that I have seen work wonders for my clients many times.

3. Understand the needs of others.

Master strategists are great storytellers. In every compelling vision, there's a part that everyone can play - they can see themselves in your story, hence the strong commitment. The question master strategists must address when communicating with others is, "What's in it for me? Why should I care about this?"

You could begin by examining your audiences' motivation, love language, mental models, strengths and more. Keep a lookout for what is important to them and you will find a way to create the best story that onboards others.

The world as we know it now is different. The speed of digitalization has increased in the last few months in this new world created by the pandemic. As a leader, you must stay persistently curious and keep stretching your mind to learn, unlearn and relearn so that you may create the best master strategy.

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Council Post: Why Agile Leaders Need To Be Master Strategists And Three Ways To Get Started

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With deliberate and consistent actions, leaders can quickly level up their cognitive abilities and be well on their way to becoming master strategists.

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I used the Gibbs Reflective Cycle to critically evaluate my role within the Marketing Consultancy group project, as it is a self reflection tool that critically engages with the learning experience and helps to draw conclusions.