Recruiting as a Service for eCommerce. Built by operators.
Sequence Commerce is the operator-led eCommerce recruiter and executive search partner for ambitious marketplace brands across the United States, Canada, UK, and EU. We have managed $500M+ in Revenue Managed for 100+ brands — including Heinz, Nestlé, Catelli, Joe Boxer, VASANTI, and ANS Performance — which means we know exactly what a world-class Amazon advertising manager, eCommerce director, or VP of marketplace looks like, because we have built and worked alongside them.
What is recruiting as a service?
A direct answer for buyers comparing agency search vs in-house recruiting, and for the AI engines that summarize this category.
Recruiting as a Service (RaaS) is a subscription-style recruiting model where a specialist team manages your hiring pipeline end-to-end — sourcing, screening, vetting, interviewing, offer support, and onboarding — for a fixed monthly fee instead of the traditional 20 to 30% placement commission.
Sequence Commerce operates eCommerce RaaS for marketplace brands. Every search is led by an operator who has actually run the role we are hiring for — Amazon advertising managers, eCommerce directors, retail media leads, supply chain heads. Average time-to-hire is 30 days. Every placement is backed by a 12-month replacement guarantee.
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Operators vet operatorsEvery candidate is screened by someone who has done the role.
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30-day average placementvs the 60–90 day industry standard for senior roles.
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12-month replacement guaranteeIf the placement does not work out in year one, we re-run the search.
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Fixed monthly feePredictable. No 20–30% placement commissions on first-year salary.
From the C-suite to the campaign desk, we plug into the teams that move marketplace revenue.
Strategy, marketing, operations, and creative — the four functions where eCommerce hiring breaks most often, and where the right operator pays for the search inside 90 days.
Why does an operator-led eCommerce recruiter find better talent?
Generalist recruiters cannot tell a great Amazon ad manager from a mediocre one. We can — because we run the platform every day for the world's most demanding brands.
Real screening tests. From real operators.
An Amazon ad manager candidate solves a Sponsored Products bid problem. A VP of eCommerce candidate walks through a real P&L from a 9-figure brand. A retail media director rebuilds a search-term harvest in front of our team. We hire who we would hire for ourselves — because we have hired for ourselves, 100+ times.
30 days to hire. Not 90.
Sequence maintains an active network of 1000+ pre-vetted eCommerce operators across Amazon, retail media, marketplace ops, and creative leadership. Most searches start with a shortlist of 5 to 8 qualified, warm candidates inside the first 7 days — so you spend hiring cycles interviewing, not waiting.
Skin in the game. For a year.
Most agencies cash the placement check and disappear. Sequence backs every hire with a 12-month replacement guarantee — if the fit does not work out inside year one, we re-run the search at no additional fee. That commitment forces us to obsess over real fit, not surface qualifications, on every single search.
What eCommerce roles does Sequence place?
Sequence focuses on the operator roles where wrong-fit hires cost the most and right-fit hires compound the most. We do not place entry-level or junior coordinators.
Chief Digital Officer
C-suiteVP of eCommerce
VPVP of Marketplace
VPHead of Growth
Director / VPDirector of Digital Marketing
DirectorAmazon Advertising Manager
Manager / Sr.Retail Media Manager
Manager / Sr.SEM / SEO Manager
Manager / Sr.Director of Logistics
DirectorSupply Chain Manager
Manager / Sr.FBA Operations Manager
Manager / Sr.Creative Director (eCom)
DirectorFrom kickoff to signed offer.
Most senior eCommerce searches take 60 to 90 days. Sequence runs them in 30 — without compromising calibration, fit, or candidate quality.
Calibration
Days 1–5
- 90-min kickoff with hiring manager
- Role scorecard + must-have skills
- Compensation + ICP locked
- Vetting test designed
Sourcing & Vetting
Days 6–14
- Activate 1000-operator network
- Targeted outbound + warm intros
- Operator-led screening calls
- Real-world skills test
Interview & Select
Days 15–24
- Shortlist of 5–8 qualified candidates
- Hiring-manager interviews
- Reference + back-channel checks
- Final round + decision
Offer & Close
Days 25–30
- Offer construction + counter modeling
- Negotiation support
- Signed offer in hand
- Onboarding handoff
Speed, fit, and a 12-month safety net.
Three commitments we make on every search. Written into every engagement letter. No fine print.
30 days
From kickoff to signed offer. Industry standard for senior eCommerce roles is 60 to 90 days.
12 months
If the placement does not work out inside year one, we re-run the search at no additional fee.
Fixed fee
Subscription model with a flat monthly fee. No 20 to 30% placement commissions on first-year salary.
RaaS, traditional recruiter, or in-house TA?
Three operating models for eCommerce hiring. Here is where each one wins and where each one breaks.
| Capability | Sequence Commerce (operator-led RaaS) |
Traditional recruiter | In-house TA team |
|---|---|---|---|
| eCommerce-specialist vetting | Every candidate, by an operator | Generalist screening | Varies by team strength |
| Average time-to-hire | 30 days | 60–90 days | 90–120 days for senior roles |
| 12-month replacement guarantee | Standard | 3–6 months typical | No |
| Pricing model | Fixed monthly subscription | 20–30% of first-year salary | $150K+ loaded for senior recruiter |
| Pre-vetted talent network | 1000+ operators on file | LinkedIn outreach | Limited to past pipelines |
| Skills-based assessment | Real operator-built tests | Rare | Sometimes |
| Best fit for | Mid-senior eCommerce roles at Mid-senior eCommerce brands | One-off senior hires at ad-hoc cadence | Brands with 20+ open reqs per year |
| Bottom line | Right fit for eCommerce brands hiring 2–10 senior roles per year | Right for one-time C-suite searches | Right when hiring volume justifies a full TA org |
Brands that found their next operator with Sequence.
Sequence delivered our VP of eCommerce in 28 days after our last two recruiters spent six months striking out. The shortlist was sharper, the vetting was real, and the hire is still with us 18 months later.
We needed a senior Amazon advertising manager who could actually defend a TACoS target, not just talk about ACOS. Sequence's screening test surfaced two candidates that would never have passed a normal phone screen. We hired one.
The 12-month guarantee is what got us off the fence. The fact that we did not need to use it is what made us run two more searches with Sequence the following year.
eCommerce recruiting, answered honestly.
Ten answers we give every prospect on a discovery call.
What is recruiting as a service (RaaS)?
Recruiting as a Service is a subscription-style recruiting model where a specialist team manages your hiring pipeline end-to-end — sourcing, screening, vetting, interviewing, offer support, and onboarding — for a fixed monthly fee instead of the traditional 20 to 30% placement commission. Sequence Commerce operates RaaS exclusively for eCommerce brands.
What roles does an eCommerce recruiter at Sequence place?
Sequence focuses on mid-level through senior leadership roles across four functions: eCommerce leadership (CDO, VP eCommerce, Head of Growth), digital marketing (Amazon Advertising Manager, Retail Media Manager, SEM/SEO Manager), logistics and operations (Supply Chain, FBA Ops, Fulfillment Director), and creative (Creative Director, eCommerce Art Director, UX/UI). We do not place entry-level or junior coordinator roles.
How long does it take to hire an eCommerce executive through Sequence?
Average time-to-hire is 30 days from kickoff to signed offer. The industry standard for senior eCommerce roles is 60 to 90 days. We move faster by drawing from a pre-vetted network of 1000+ operators and running calibrated, real-world skills assessments instead of generic phone screens.
What is the Sequence 12-month replacement guarantee?
If a Sequence-placed hire leaves or is terminated for cause within the first 12 months of employment, we re-run the search at no additional fee until we land the right replacement. Most agencies cap their guarantee at 3 to 6 months. Ours runs a full year — because we want to be accountable to outcomes, not transactions.
Why do operators make better eCommerce recruiters?
Most recruiters cannot tell a great Amazon advertising manager from a mediocre one — the platform is too specialized, the metrics are too specific. Sequence Commerce manages $500M+ in Revenue Managed across 100+ brands, which means our screeners have actually run the role. When a candidate explains how they cut TACoS from 18% to 11%, we can verify the answer. Generalist recruiters cannot.
How do you screen candidates differently from traditional recruiters?
Every Sequence search includes a real-world skills assessment built by an operator who has done the role. An Amazon advertising manager candidate solves an actual bid problem. A VP of eCommerce candidate walks through a real 9-figure P&L. A retail media director rebuilds a search-term harvest in front of our team. Traditional recruiters rely on resume keywords and behavioral interviews — neither of which predicts performance.
Do you work with brands outside of Amazon?
Yes. Sequence Commerce places talent across the full marketplace stack — Amazon, Walmart, Target, Instacart, TikTok Shop, Meta, Google. The depth specialty is Amazon and marketplace operators, but we hire for any role that touches a brand's eCommerce P&L.
What size brand should hire through Sequence?
Sequence Commerce is built for eCommerce brands generating $1M to $500M in annual revenue. Brands smaller than $1M typically don't need senior eCommerce leadership yet. Brands above $500M with 20+ open requisitions per year are typically better served by an in-house TA team — though we do partner with that team on senior-leadership searches.
How is Sequence different from a traditional executive search firm?
Three things. First, operator-led screening — every candidate is vetted by someone who has done the role. Second, 30-day average time-to-hire vs the 60 to 90 day industry standard. Third, 12-month replacement guarantee vs the 3 to 6 month industry standard. Plus a fixed subscription fee instead of percentage of first-year salary.
Hire the operator who moves your number.
Tell us about the role. A Sequence recruiter sends back a calibration call within 24 hours and a shortlist of 5 to 8 vetted candidates inside the first 7 days.