To explore what it really takes to build a career in luxury, we spoke with Stephanie Jackson, Founder and CEO of SJR London, a specialist recruitment consultancy focused on luxury fashion, beauty and lifestyle brands. Founded by industry experts with extensive experience in luxury recruitment, SJR London partners with leading brands across the UK and internationally, supporting both temporary and permanent hiring across retail, head office, executive and leadership roles. Their work gives them a unique perspective on the skills, qualities and industry trends shaping luxury recruitment today.
Want to hear more? Stephanie also hosts Runway to Excellence, SJR London's podcast featuring conversations with senior professionals from luxury fashion, retail and lifestyle brands. The podcast explores career journeys, leadership lessons and industry insights, making it a valuable resource for anyone considering a career in luxury.
Many early-career professionals are drawn to prestige associated with luxury brands. What are some realities of working in the luxury sector that people often don't see from the outside?
There is a strong perception that working in luxury is glamorous, and while there are elements of that, the reality is that it is a high-performance environment. Targets are demanding, expectations are even higher, and you are often working with very discerning clients who expect a seamless and highly personalised experience at all times.
What is less visible is the level of resilience required. You are constantly switched on, managing pressure while maintaining composure and professionalism. It is not simply about having a passion for the brand, it is about delivering commercially, building meaningful relationships and showing consistency. The polish seen externally is underpinned by discipline and focus.
Luxury roles in sectors such as travel, retail, hospitality and private clubs can appear quite different. What skills and qualities do you see as transferable across these areas?
At its core, luxury is consistent across sectors. While the environments may differ, the underlying expectations remain the same.
The ability to build relationships is fundamental. Whether you are selling a product, curating an experience or managing a membership, success comes from understanding people quickly and building trust. Emotional intelligence plays a significant role here.
Attention to detail is equally critical, as the smallest elements often define the overall experience. Alongside this, strong commercial awareness is essential. The most successful individuals understand that exceptional service and strong sales performance are intrinsically linked.
What does exceptional customer experience mean in a luxury context, and how can students demonstrate an understanding of it during recruitment?
Exceptional customer experience in luxury is about anticipation rather than reaction. It is the ability to understand a client’s needs before they are fully expressed and to deliver in a way that feels effortless.
Personalisation is key. Clients are not simply looking for a transaction; they want to feel recognised and understood.
Students do not need direct luxury experience to demonstrate this; the key is mindset. Examples of exceedingexpectations, noticing overlooked details or quickly building rapport can show the natural instinct employers often seek.
What trends are currently shaping hiring in luxury businesses?
There has been a noticeable shift towards prioritising personality and soft skills over purely technical experience. Hiring managers are increasingly favouring conversational interviews to gain a deeper understanding of the individual.
There is also a growing emphasis on clienteling, so candidates who can demonstrate relationship-building capabilities rather than transactional selling are particularly sought after.
In addition, adaptability has become increasingly important. Luxury businesses are evolving quickly, and there is a clear demand for individuals who can respond to change with confidence.
Are there particular experiences, internships, part-time roles or extracurricular activities that signal strong potential in luxury recruitment?
Experiences that involve working closely with people and operating in performance-driven environments are highly relevant.
Roles within retail, hospitality, events or similar customer-focused settings can all provide a strong foundation. The emphasis is less on the brand itself and more on what the individual has learned and achieved within that environment.
Initiative is also a strong indicator of potential. Taking on responsibility, improving processes or actively building relationships demonstrates a proactive and commercially minded approach.
It is for this reason, that we strongly promote the temporary staffing side to our business as this allows candidates to get their foot in the door and demonstrate their ability without having the necessary experience in a working style interview.
How important is previous luxury-sector experience compared with transferable skills and cultural fit?
Previous luxury experience is valuable, but it is not essential. Many candidates successfully transition into the sector by demonstrating the right attitude, strong interpersonal skills and a clear understanding of client engagement.
Cultural fit is particularly important. Luxury brands are highly protective of their identity, so how a candidate presents themselves, communicates and connects with others often carries significant weight.
When articulated effectively, transferable skills can be just as compelling as direct experience.
How can applicants demonstrate a genuine passion for luxury brands, experiences and service without sounding superficial or overly focused on prestige?
This is an area where many candidates can fall into the trap of being overly generic. Expressing admiration for a brand without depth can feel superficial.
What stands out is specificity. Candidates should be clear on what genuinely resonates with them, whether that is craftsmanship, heritage, innovation or the client experience itself.
Discussing a memorable service experience and explaining why it was impactful can also demonstrate a more considered understanding of luxury, beyond brand recognition.
How can candidates prepare effectively for interviews with luxury brands, hotels, travel companies or private members' clubs?
Preparation should go beyond basic research.
Understanding the brand is important, but it is equally important to understand the client. Knowing who the brand serves and what those clients expect will allow candidates to position themselves more effectively.
Candidates should also be prepared to speak about themselves in a natural and confident way. As interviews become more conversational, self-awareness and authenticity are increasingly important.
Finally, presence should not be overlooked. Communication style, tone and overall confidence all contribute to how a candidate is perceived, and these elements should be practised as part of interview preparation.
