How To Source Quality Candidates For Ecommerce Hiring

Finding the right people to join your ecommerce team is essential for any business’s success. It can be challenging, but with the right approach, you can find quality candidates with the skills and knowledge needed to contribute to your ecommerce venture. 

This article will explore strategies for sourcing quality candidates for ecommerce hiring. We’ll cover topics such as understanding what type of candidate you’re looking for, leveraging technology to simplify the process, and tips on attracting top talent. 

With these powerful tools and recruitment strategies, you can quickly build an exceptional ecommerce team. 

Let’s get started!

What Makes A Quality Candidate?

The first quality of a suitable candidate is that they possess the necessary qualifications and experience to do their job well. A good candidate should demonstrate knowledge and expertise in the given field or industry and have relevant professional certifications. 

They should also be able to communicate effectively with other team members, customers, and stakeholders.

Another essential quality of a suitable candidate is being dependable. They should show up to work on time and consistently perform. They should also have strong problem-solving skills to identify and resolve any issues that arise quickly and efficiently.

In recent years, the Ecommerce Software Market has experienced incredible growth due to the ever-increasing popularity of online shopping, and businesses need to have a digital presence. Thus, there is a high demand for skilled professionals in the e-commerce industry, particularly those with expertise in e-commerce software development, design, and management. 

According to market.us, The Ecommerce Software Market was valued at USD 5.51 Billion in 2022 and is projected to reach USD 23.2 Billion in 2032, registering a CAGR of 15.8% during the forecast period 2022-2032.

A candidate must understand the customer experience and be passionate about delivering the best service possible. Quality candidates have researched and are knowledgeable about the products or services offered by the company they’re applying for. Depending on their roles, they should also understand how your customers interact with online platforms such as websites, mobile apps, social media, and more.

In addition to having all these qualities, quality candidates must display specific intangible attributes or soft skills, such as a positive attitude towards work and good people skills when dealing with colleagues and customers. They should also be able to think outside the box, develop innovative solutions, be forward-looking, and genuinely be interested in learning new things and growing within the company. You can integrate time-tracking software to track the time to complete a specific task. 

Lastly, one of the most overlooked qualities of a top candidate is culture fit – a candidate should be able to work well with colleagues and should be able to adjust to different people from many departments (especially if their role may require it). Employees work with each other often and at least need to speak with colleagues and customers, so they must also have this fit within the company.

Finding the right people for your ecommerce business can be challenging; however, by clearly understanding what makes a quality candidate and putting in the effort to source these individuals, you’ll be one step closer to achieving success in your online venture.

The Different Types of Recruitment For Ecommerce

Recruiting for ecommerce companies can be tricky, as you need to find individuals with the qualifications and experience to do their job well. When sourcing quality candidates, several types of recruitment can help you reach the desired results.

The first type is traditional recruitment. This includes attending job fairs and posting job ads on websites or newspapers. While this method has been around for many years, it remains a popular choice among employers due to its cost-effectiveness and ability to target large groups of potential applicants quickly.

However, one limitation of this approach is that it may yield the best-fit candidate for the position only sometimes, as it covers a broad audience. The applicants you get may not necessarily possess the necessary qualifications or experience specific to the role.

Here’s your guide to starting traditional recruitment:

Step 1: Develop a job description for the position. Include critical details such as the role title, qualifications, experience required, responsibilities, salary range, and other benefits.

Step 2: Create an advertisement or post your job description on various job boards. Ensure to include contact information if potential candidates have questions about the position.

Step 3: Pre-screen potential candidates. Create a list of questions to ask each candidate during the initial phone conversation or in-person interview. This will help you narrow down the applicants that meet your requirements for the job.

Step 4: Invite the most qualified and appropriate candidates for an in-person interview.

Traditional recruitment may only work for some. You may also need to use more types of recruitment to get the best candidate. A different kind of recruitment you can explore is online recruiting. This involves posting job advertisements on Indeed, Craigslist, LinkedIn, SmartMoneyMatch, and similar websites. 

Unlike traditional, online recruitment allows employers to target specific groups of candidates based on location, skillset, experience level, and other criteria. It also provides a platform for companies to interact directly with potential applicants by providing detailed descriptions of the position and company culture. It is generally easier for employers to track applicants’ progress through the entire hiring process due to the digital nature of the medium, particularly with applicant tracking systems.

Another excellent option for ecommerce companies is social media recruitment. This involves utilizing platforms like Facebook and Twitter to advertise positions and reach out directly to potential recruits. The main advantage of this approach is that it helps to create a personal connection between the company and the applicant. This can help the candidate understand what working for the company would be like, making them more likely to accept a job offer.

Here’s your guide to starting online or social media recruitment:

Step 1: Identify your recruitment needs. Before you begin your online recruitment process, you must identify the type of candidate you are looking for. Consider the job requirements, skills needed for the position, and any other qualifications desired.

Step 2: Create a job posting. Once you have determined the type of candidate you are looking for, it is time to create a job posting. Include pertinent details such as duties and responsibilities, qualifications, salary range, and application instructions.

Step 3: Choose your platform. Many different platforms are available to post your job posting online. Popular choices include career websites like Indeed or LinkedIn.

Step 4: Develop a job description for the position. Include critical details such as the role title, qualifications, experience required, responsibilities, salary range, and other benefits.

Step 5: Post your job description on several online recruitment websites. Use their networking tools to reach more potential candidates using keywords relevant to the role. You can also boost posts to reach more people.

Step 6: Utilize social media sites like Facebook, Twitter, and Instagram to share your job advertisement and attract more qualified candidates. Include a link on your company website or blog so interested parties can easily apply for the position.

Step 7: Review applications from potential candidates and conduct phone interviews with those who meet the qualifications for the job. Use this opportunity to collect more detailed information about their skills, experience, and qualifications.

Step 9: Invite the most qualified candidates for an in-person interview. During the meeting, ask relevant questions to help you determine whether they are a good fit for the job and your company culture.

Beyond this, you can go the extra mile using a referral recruitment strategy. This is becoming increasingly popular among ecommerce businesses as it often provides top candidates that are vouched for by current employees. This process encourages existing employees to refer their friends and family for job openings. 

Not only does this help reduce costs associated with traditional recruiting methods, but it can also help to ensure that potential applicants are already familiar with the business culture and values. In addition, referrals often result in higher employee engagement and productivity, as individuals who come through referrals tend to stay longer at companies.

Here’s your guide to starting a referral recruitment program:

Step 1: Decide on your referral program goals. Before recruiting referral candidates, you must decide what goals you want to achieve with your referral program. Think about the types of employees or contractors that would best fit into your organization and make a list of qualities they should possess. This will help inform the criteria for successful referrals.

Step 2: Create a referral program policy. Once you’ve outlined your desired program goals, it’s time to create a referral program policy. This should include guidelines for successful referrals and the criteria that must be met for someone to be considered. Explain the rewards for successful referrals and the time frame they will be received.

Step 3: Utilize your existing network. Take advantage of your existing network by getting the word out about your referral program. Contact current employees, contractors, partners, and other contacts to let them know you’re looking for new recruitments. You can also use social media to spread the word and post referral requests on job boards and other recruitment websites.

Step 4: Track referrals. Once you’ve started receiving referrals, tracking them carefully is essential. An excellent way to do this is by using a spreadsheet that includes the referrer’s name, the candidate they referred, and when they were referred. This will help you ensure that successful referrals are appropriately rewarded.

Step 5: Follow up with referrals interested in joining your organization. Have a conversation with them to understand their experience and qualifications better. If they meet your criteria, make sure to extend an offer.

Overall, each recruitment method can be used to source quality candidates for ecommerce companies. It is essential to understand the benefits and limitations of each approach to find the best fit for your business needs. Doing so will ensure you can attract and retain the right people who can help fuel success and growth in your online venture.

The Benefits Of Sourcing Quality Candidates

One of the main advantages of sourcing quality candidates is that they help create a more productive work environment overall. When employers invest time in seeking out well-qualified individuals with both technical skills and the right attitude, it can improve job satisfaction and employee morale

This helps create a more positive workplace atmosphere as workers feel appreciated and valued for their contributions. This also leads to greater engagement as employees are more likely to take the initiative and go above and beyond when they know their employer is invested in them and their success.

Another benefit of sourcing quality candidates is that it can help improve company retention rates. Poor recruitment processes often result in high employee turnover due to mismatched expectations or lack of cultural fit. When employers invest time in getting to know potential applicants and seeking out individuals with the right combination of skills, experience, and mindset for the job, it increases the likelihood that they will stay with the company for extended periods. 

This has long-term benefits in terms of cost savings. It reduces the need to train continuously and onboard new staff. It increases performance as existing employees become more familiar with their roles and how best to contribute.

Finally, sourcing quality candidates can also help to improve overall company performance. When employers select individuals well suited to their job requirements, they are more likely to be productive and deliver results that meet or exceed expectations. 

This helps to create a positive reputation for the business while simultaneously allowing them to achieve tremendous success due to better output from its employees. Ultimately, this leads to higher profits, allowing companies to further invest in resources and technology to help them grow and compete in their respective markets.

If an organization does not take the time to source quality candidates for ecommerce hiring properly, there can be severe consequences. With a comprehensive recruitment process tailored to the specific needs of the position and organization, qualified or suitable candidates will likely be able to handle the cracks. 

This could lead to a less-than-optimal hire in the short-term and long-term problems such as turnover. Poorly matched employees may only stay with the company for a short time, resulting in frequent onboarding and training costs and lost productivity.

Employers should also consider the candidate’s experience. If job seekers have negative experiences during recruitment, they may share their experiences with their networks and social media followers. 

This can lead to a decrease in the number of quality applicants willing to apply for positions at the company. Additionally, customers may become wary of working with an organization that needs to take care when sourcing its personnel.

Without quality candidates, ecommerce initiatives will likely suffer as well. With knowledgeable and experienced team members, an organization can keep up with the competition and execute planned projects successfully. This could result in missed opportunities, lost revenue, and a drop in business growth due to subpar talent acquisition.

Sourcing quality candidates is an essential part of any recruitment process as it has many benefits beyond just the hiring process itself. Employers can create a more productive work environment and improve retention rates and overall performance by seeking individuals with the proper skill set and attitude. The extra step to source quality candidates should be an investment rather than a cost for any ecommerce company looking to achieve long-term success.

How To Source Quality Candidates

Quality candidates can be identified by looking beyond technical skills and considering experience level, cultural fit, attitude, and more. Doing this will help to create a more productive work environment, improve retention rates and ultimately increase company performance. 

There are several challenges that organizations must overcome first when sourcing candidates. This includes finding individuals with the necessary technical skills and experience and those who will be a cultural fit with the organization. 

There is often competition from other companies vying for qualified applicants and limited resources to spend on recruitment efforts. Organizations must take a strategic approach to successfully source quality candidates by leveraging various tools and strategies.

Now that you know what challenges you must overcome, start sourcing by ensuring that job postings are accurate and precise. This means taking the time to correctly detail the duties of a role, as well as its qualifications, experience levels, and type of person best suited to it. 

Employers should highlight unique benefits or opportunities their organization offers that may appeal to potential applicants. By doing so, they can more accurately attract suitable candidates for their job postings. 

Another way to source quality ecommerce candidates is through AI-powered assessment tools. These tools can help identify jobseekers with the technical abilities and soft skills needed for success in an ecommerce role. They also eliminate bias in the recruitment process by objectively evaluating each candidate’s skills and qualifications. AI-powered assessment tools can provide detailed reporting that can be used to inform decisions about which candidates are best suited for a given role.

Organizations should also leverage job boards and other online resources to reach potential applicants. This includes creating detailed position listings with information on salary, benefits, company culture, and more. They should have an up-to-date presence on social media platforms such as LinkedIn, Twitter, and Instagram to engage with potential applicants directly. 

Attending career fairs is another excellent way to source quality candidates. These events allow organizations to meet face-to-face with applicants and better understand their qualifications, skills, and interests.

In addition to using technology and digital platforms to source candidates, organizations should also consider the importance of personal relationships when recruiting ecommerce personnel. Building a solid network of contacts with experience in the industry can be invaluable in identifying top talent. Collaboration between recruitment teams and company leaders can also help ensure that each candidate is assessed based on their merits rather than any preconceived notions or biases.

Organizations can also offer incentives or rewards to employees who refer quality applicants to open positions. This includes offering monetary rewards, additional vacation days, or other perks incentivizing employees to participate in recruitment. Employee referral programs are a great way to engage current team members in recruiting and tap into an untapped talent pool – former colleagues, friends, and acquaintances who may not be actively seeking new opportunities. 

Once a company has identified quality candidates, getting to know them and understanding how they will fit into the organization’s culture is crucial. This can be done through interviews, skills tests, or references from past employers. Doing this will help employers select individuals with the skills and mindset needed to succeed while working harmoniously with existing staff members. 

Employers should also ensure to hire with a non-prejudiced eye. In the modern era of globalization, understanding the importance of diversity in an organization is crucial. Diversity brings a wealth of perspectives and backgrounds that can help challenge assumptions and create new ideas to make your workplace more successful. By hiring a diverse workforce, organizations can benefit from all sorts of skill sets and experiences, leading to more significant innovation, creativity, and productivity.

A diverse workforce also helps foster better communication between employees of different backgrounds and experiences, as they are more likely to listen to and understand each other. This can lead to improved team collaboration and problem-solving skills.

Hiring different types of people and being open to diverse backgrounds, identities, personalities, and more can help your organization thrive.

When employers source quality and diverse candidates, this encourages a more positive workplace atmosphere as workers feel accepted, appreciated, and valued for their contributions. This also leads to greater engagement as employees are more likely to take the initiative and go above and beyond when their job roles are essential. 

Sourcing quality candidates can also help reduce overall recruitment and onboarding costs. When employers source individuals who fit well into the organization’s culture and understand their job duties, it reduces the need for additional training or supervision. This saves time and money spent working with inexperienced staff members or training new hires repeatedly. 

Quality candidates will bring fresh ideas, enthusiasm, and dedication, which will help to drive the company forward while also helping to reduce costs associated with recruitment and onboarding. Ultimately, sourcing quality candidates should always be seen as an investment rather than a fee for any ecommerce business looking to achieve long-term success. 

The Top Ten Free Tools For Ecommerce Hiring

When it comes to ecommerce hiring, there are a variety of free tools that can be used to help the recruitment process run more smoothly and efficiently. From online job boards to automated applicant tracking systems, these ten free tools are essential for any ecommerce business looking to recruit quality candidates without breaking the bank.

  1. Glassdoor: Glassdoor is a great free tool for ecommerce hiring. It allows employers to quickly find and contact potential candidates through its extensive database of reviews, salaries, and information about different companies. It also provides helpful insights into what other employers seek when recruiting in the same industry. 

“Glassdoor has been incredibly helpful in finding great job applicants that fit our specific needs – By Bob Smith, from ABC Inc.

  1. Indeed: Indeed is an excellent resource for businesses looking to source quality candidates with its straightforward search interface and range of filter options. It allows employers to quickly find qualified individuals who match the criteria they’re searching for, often with little effort involved.

“Indeed has been a great resource for finding talented candidates and boosting our recruitment process” – By Steve Anderson, from XYZ Corp.

  1. LinkedIn: LinkedIn is an excellent tool for advertising job postings to potential applicants. It provides employers with access to an expansive network of potential employees. Additionally, it is an ideal platform for connecting with qualified individuals who may have yet to hear about the position elsewhere.

 “LinkedIn is invaluable for advertising job postings and finding quality candidates – By Mark Johnson, from DEF Inc.”

  1. Hiretual: Hiretual is a powerful free recruiting platform that allows employers to quickly search through millions of data points on potential candidates to find relevant profiles. It also helps to streamline the recruiting process with its intuitive platform and range of customizable features. 

“Hiretual is a great tool for finding the right person quickly – By Jane Lee, from GHI Ltd.”

  1. Workable: Workable is an excellent free resource for employers looking to source quality candidates in a streamlined manner. It allows users to easily manage job postings and applicant tracking while providing access to powerful analytics which can be used to optimize the recruitment process. 

“Workable has been an invaluable asset when it comes to efficiently managing our hiring needs – By James Black, from JKL Inc..”

  1. JobScore: JobScore is an impressive free tool for managing job postings, applicant tracking, and employee reviews. It also provides helpful insights into candidates’ resumes and social media presence, making it an excellent resource for identifying potential hires.

 “JobScore has been great for finding the right talent with its comprehensive selection of features – By Katherine White, from MNO Inc.”

  1. Jobcast: Jobcast is a fantastic free platform that helps streamline recruitment by allowing employers to quickly create and post job openings through social media sites such as Facebook and Twitter.

“Jobcast has been incredibly useful in helping us reach many qualified applicants quickly – By Richard Moore, from PQR Inc.”

  1. Jobvite: Jobvite is an invaluable free resource for managing job postings and applicant tracking. It also gives employers access to powerful analytics that can be used to understand their recruitment process better and optimize it accordingly. 

“Jobvite has been incredibly helpful in streamlining our recruitment efforts – By Sarah Miller, from STU Corp.”

  1. Recruitee: Recruitee is an excellent free resource for managing job postings, applicant tracking, and analytics. It allows employers to quickly create and post job openings in various ways, helping to ensure that suitable candidates are being targeted. 

 “Recruitee has been incredibly helpful in finding the best talent for our company – By Christopher Taylor, from VWX Ltd.”

  1. Jobulator: Jobulator is an excellent tool for advertising job postings on multiple platforms simultaneously, such as Facebook and LinkedIn. It helps streamline recruitment by allowing employers to easily manage job postings and candidate tracking.

“Jobulator has been invaluable in helping us spread the word about our job postings and find the right candidates – By Susan Williams, from YZ Inc.”

By utilizing these free tools, businesses can make recruitment more efficient, cost-effective, and time-saving. With the help of modern technology, employers can quickly source quality candidates who match their desired criteria while saving money on recruitment costs.

The Top Ten Paid Services For Ecommerce Hiring

  1. Workable: An all-in-one platform for managing job postings and applicant tracking. It allows employers to create and post job openings easily, qualify source candidates quickly, track applications, and review resumes. With powerful analytics built into the system, employers can optimize their recruitment process for better results.
  2. Lever: Lever is a comprehensive enterprise recruiting solution that helps businesses find the best talent through its advanced AI technology. Its easy-to-use interface makes managing multiple jobs simple and analyzes candidate engagement data to decide who to hire.
  3. Recruitee: Recruitee is an excellent paid service that helps streamline recruitment by allowing employers to quickly create and post job openings through social media sites such as Facebook and Twitter. It also provides access to powerful analytics, which can be used to understand their recruitment process better and optimize it accordingly.
  4. Infor Talent Science: Infor Talent Science is a recruiting solution that helps businesses find the perfect candidate for any job opening. With advanced algorithms and predictive analytics, employers can quickly identify the best possible candidates for a role, saving time and money on recruitment efforts.
  5. SmartRecruiters: SmartRecruiters is an all-in-one recruiting platform that helps employers source qualified talent quickly. It offers robust applicant tracking features, customizable workflows, and a comprehensive analytics dashboard.
  6. Jobvite: Jobvite also has paid features and free features. As an industry-leading recruitment solution, it helps businesses find the right talent for their job opening quickly and efficiently. It provides access to powerful analytics which can be used to understand their recruitment process better and optimize it accordingly. Employers can post jobs on multiple social media platforms simultaneously using its integrated suite of tools.
  7. HireVue: HireVue is a revolutionary video interviewing platform that helps employers assess employment candidates more accurately. Its technology allows recruiters to view high-quality videos of each candidate’s answers to understand better who they are as a person and how they would fit into the organization.
  8. Job score: A powerful recruitment software solution helps employers quickly and accurately identify qualified candidates. It uses sophisticated algorithms to score applicants based on their resumes, skills, qualifications, and other criteria to find the most suitable match for an available vacancy.
  9. BrightRecruits: BrightRecruits is a comprehensive end-to-end recruiting platform that simplifies the recruitment process from start to finish. It provides access to an extensive database of job seekers, which can be filtered by desired criteria such as location, experience level, or salary expectations. Additionally, employers can use its search engine to find the perfect candidate for any job opening quickly and efficiently.
  10. Entelo: Entelo is a revolutionary recruitment software platform that helps employers identify the most qualified job candidates quickly and accurately. It uses AI-powered algorithms to automate the screening process, automatically ranking each candidate based on their experience, skills, qualifications, and other criteria to find the perfect fit for an available vacancy. It provides access to powerful analytics that can be used to understand their recruitment process better and optimize it accordingly.

By leveraging these tools and services, businesses of all sizes can streamline their recruitment processes and gain valuable insights into their hiring efforts to improve workforce management operations, reduce time-consuming progress, and optimize workflow with automation integrations, such as digital signature service. With the right recruitment software, employers can make informed decisions about who to hire more quickly and effectively than ever before.

Frequently Asked Questions (FAQs) 

What are the best methods for sourcing quality candidates for ecommerce hiring?

The best methods for sourcing quality candidates for ecommerce hiring include leveraging job boards, utilizing social media and networking platforms, conducting targeted outreach campaigns, attending career fairs and industry events, and using recruitment software tools such as Job Score or HireVue.

How can I ensure I choose the right candidate for an ecommerce position?

It is essential to thoroughly review each applicant’s resume and assess their qualifications to ensure they fit your company’s needs well. You can conduct interviews or utilize AI-powered assessment tools like HireVue or BrightRecruits to better understand each candidate’s strengths and weaknesses.

How do I attract top talent for ecommerce positions?

There are several methods for attracting top talent for ecommerce positions, including leveraging job boards, using recruitment software tools such as Entelo or Lever, offering competitive salary packages, providing special incentives, creating a positive company culture, and promoting your open positions on social media platforms.

What should I look for in an ecommerce job applicant?

When looking for an ideal ecommerce job applicant, consider their qualifications and experience related to the position they are applying for. You should also assess their technical and soft skills and cultural fit within your organization.

How do I write a job description that attracts quality candidates?

When writing a job description for ecommerce positions, you should clearly state the responsibilities and expectations associated with the role. You should include details about why the position is unique and how it will benefit applicants in terms of growth opportunities or other incentives.

What are some tips for improving my recruitment process?

Some tips for improving your recruitment processes include using AI-powered assessment tools such as HireVue or BrightRecruits to automate the screening process, providing detailed information about positions on job boards, utilizing recruitment software solutions such as Workable or iCIMS to manage job openings, and leveraging social media platforms to engage with potential candidates.

What is the best way to keep up with industry trends when sourcing for ecommerce positions?

The best way to stay up-to-date with industry trends when sourcing for ecommerce positions is by attending career fairs and networking events, reading relevant publications and blogs, and regularly reviewing job boards to gain insight into current hiring needs. Moreover, you can use online recruitment tools such as Entelo or Lever to identify top talent in ecommerce.

How do I ensure a diverse workforce when hiring for ecommerce positions?

To ensure a diverse workforce when hiring for ecommerce positions, you should review your job postings and ensure they are non-discriminatory and accurately reflect the skills required. It would help if you also considered using recruitment software and widening your talent pool by looking beyond local candidates or those in specific industries. Try attending career fairs and networking events focusing on diversity and inclusion.

How can I use my existing employees to source new hires?

One of the best ways to use your existing employees to source new hires is by implementing an employee referral program. This allows current team members to refer qualified applicants for open roles within your organization. They can also promote open positions on their personal social media networks and reach out to potential candidates to increase their talent pool.

What are some tips for interviewing ecommerce job applicants?

When interviewing ecommerce job applicants, it’s essential to focus on the applicant’s skills and experience related to the role you are trying to fill. Try to create a comfortable environment for the interview by keeping the conversation casual yet professional, avoiding leading questions, and providing clear feedback throughout the process. Be sure to ask open-ended questions that allow candidates to showcase their qualifications while giving you an insight into their personality and how well they might fit with your company culture.

Conclusion

Sourcing quality candidates for ecommerce hiring requires a thorough and well-thought-out recruitment process. By utilizing AI-powered assessment tools, providing detailed position information on job boards, leveraging social media platforms to engage with potential candidates, and attending career fairs, you can build an effective recruitment strategy that will help you find the best fit for your organization. 

We hope this article has provided valuable tips and insight into ecommerce hiring. Now it’s time for you to share these ideas with your team – because when it comes to successful ecommerce hiring, knowledge is vital!

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Steve has entrepreneurship in his DNA. Starting in the early 2000s, Steve achieved eBay Power Seller status which propelled him to become a founding partner of VisionPros.com, a contact lens and eyewear retailer. Four years later through a successful exit from that startup, he embarked on his next journey into digital strategy for direct-to-consumer brands.

Currently, Steve is a Senior Merchant Success Manager at Shopify, where he helps brands to identify, navigate and accelerate growth online and in-store.

To maintain his competitive edge, Steve also hosts the top-rated twice-weekly podcast eCommerce Fastlane. He interviews Shopify Partners and subject matter experts who share the latest marketing strategy, tactics, platforms, and must-have apps, that assist Shopify-powered brands to improve efficiencies, profitably grow revenue and to build lifetime customer loyalty.

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