Overview

The world of Amazon-focused hiring has evolved dramatically in the past few years. If you’re running an Amazon agency or managing marketplace accounts, staying on top of talent trends is crucial. In a recent Marketplace Masters webinar, host Paul Sonneveld spoke with Hallane Hill and Andrew Matjaszek – co-founders of Running Point Recruitment – about the realities of hiring in the Amazon/e-commerce space in 2025. Below we distill the conversation into key insights and best practices for both agency owners and e-commerce professionals navigating today’s talent landscape.

The Evolving Hiring Landscape for Amazon Professionals

It’s (mostly) an employer’s market. According to Hallane Hill, the balance of supply and demand in Amazon talent has flipped since the aggregator boom a few years back.

“Broadly speaking now, I would say it’s an employer’s market… There is more talent out there than there are roles,” -Hallane Hill, Co-Founder, Running Point Recruitment

notes Hill, pointing to a surplus of ex-Amazonians, experienced agency alumni, former FBA sellers, offshore specialists, and freelancers vying for opportunities. In general, companies have a larger talent pool to choose from in 2025.

However, this broad trend comes with important nuances. Location and specific skill sets still matter. In some locales or niche roles, quality talent can be hard to find. Hill gives the example of a recent search in Australia: conventional wisdom was that “there’d be no talent,” yet with a focused search they uncovered “amazing talent” in the region. The key is being willing to dig deep and perhaps look beyond the obvious candidates.

Not all Amazon CVs are created equal. Andrew Matjaszek warns that candidates come from vastly different backgrounds – “ex-sellers, brand marketeers, ex-Amazonians… all applying for the same role.” Each brings something different: an ex-Amazon corporate employee might understand Amazon’s internal systems but lack hands-on Seller Central experience, whereas a former FBA seller offers scrappy, in-the-trenches know-how (along with possibly some “bad habits” picked up in the process). This diversity means employers must carefully assess operational depth – who has truly “scaled accounts” and delivered results – rather than being dazzled by big company names alone.

In short, the hiring landscape is varied and dynamic. There’s plenty of talent out there, but matching the right person to the right role requires clarity about the skills needed and an understanding of each candidate’s background.

Hottest Roles and Skills in Demand

Despite more talent on the market overall, certain roles and skills are highly sought-after. Hill identifies three roles her recruitment agency hires for most often – and each reflects the expanding scope of Amazon commerce:

• Marketplace Growth Managers: These are the strategists who look beyond Amazon as a single channel. Brands today want growth managers who can integrate Amazon with DTC sites, emerging platforms like TikTok Shop, and other marketplaces. The role requires a holistic view of e-commerce and the ability to drive commercial growth across channels, not just manage Amazon listings. “Marketplace growth managers… combine Amazon with DTC and other channels like TikTok shops, so they want this wider picture,” explains Hill. In practice, that means understanding Amazon and how it fits into a brand’s broader sales ecosystem.
  
  
• Amazon Account Managers (with a twist): The classic Amazon account manager role has evolved. It’s no longer enough to simply optimise listings and manage Seller Central. Employers now seek account managers who bring something extra – whether it’s fluency in a second language, expertise with AI tools, a strong sales acumen, or category-specific knowledge. “They want someone that will go above and beyond… increasing ROI, but also mentoring juniors or upselling to clients,” says Hill. In other words, account managers are expected to wear many hats: analyst, coach, salesperson, strategist. Crucially, they should be comfortable managing multiple marketplaces (not just Amazon US, but also international Amazon marketplaces or other platforms like eBay and Walmart) to help brands expand globally.
  
  
• Amazon Advertising & Paid Media Specialists: With advertising driving so much of Amazon’s revenue, it’s no surprise that PPC/Paid Media experts remain in high demand. Brands and agencies are always looking for talent who can optimise Amazon Advertising campaigns and stretch ad spend for maximum ROI. “Ads is always going to be key because that’s ROI and that’s what they want to drive,” Hill emphasises. Specialists who can navigate Amazon’s ever-changing ad platform, interpret analytics, and improve ACoS/TACoS are invaluable.
  
  

Rising expectations across the board. It’s worth noting that while job titles haven’t changed drastically, the bar has been raised within each role.

“It feels like the bar has risen – titles haven’t changed that much, but the expectations have,”- Andrew Matjaszek, Co-Founder, Running Point Recruitment

says Matjaszek. Today’s marketplace managers must act like business owners, with Andrew describing how they need to be “strategists, analysts, P&L owners” all at once. The strongest candidates behave like “managing directors responsible for all of those components” of running an Amazon business, from analytics to client communication.

In practice, that means proficiency with e-commerce tools (Helium 10, MerchantSpring, etc.), strong data analysis skills, and polished client-facing abilities are increasingly non-negotiable. Top hires are “hybrid thinkers” who can both manage the numbers and tell the story – producing results and reporting insights clearly to stakeholders. Keeping up with Amazon’s constant changes (and broader e-commerce trends) is part of the job description now.

Finally, a note on creative and content roles: The webinar touched on an interesting trend – dedicated “Amazon creative” roles (e.g. for copywriting, design, content optimization) are less frequently hired for at the moment. Matjaszek observes that with the advent of AI tools in 2023–24, companies are experimenting with generating creative assets in-house. Creative professionals in the Amazon space may need to reposition themselves as “key individuals… that understand how to improve creative that comes out of AI” – essentially adding expert polish and strategy on top of AI-generated content. While creative skills are still valued, candidates should be ready to demonstrate how they can leverage new tools and go beyond what automation provides.

Salary Benchmarks and What Candidates Expect

What are realistic salary ranges for these in-demand roles, and how have expectations shifted? Hallane Hill provides some concrete benchmarks for Amazon account manager positions (which generally map closely to marketplace manager roles as well):

• United Kingdom: Approximately £40,000–£60,000 base salary for mid-level account managers, with higher salaries for senior roles.
  
  
• United States: Roughly $65,000–$100,000 base for similar roles, and higher for senior positions.
  
  
• Australia: Around A$70,000–$120,000 base for mid-level roles, scaling upward for more senior talent.
  
  

These figures represent baseline salaries before additional compensation. Crucially, today’s candidates are often looking beyond the base number.

“Candidates now know their worth, so they expect a bonus on top,”- Hallane Hill, Co-Founder, Running Point Recruitment

says Hill. High-performing Amazon specialists realize the value they bring and often negotiate for performance bonuses or profit-sharing tied to the revenue they manage. They also increasingly seek holistic compensation packages: things like health benefits, generous PTO, or flexible “work from anywhere” arrangements can tip the scales even if the base salary is a bit lower.

“We’ve often found that candidates would take a lower salary if they can have that work-life balance,”- Hallane Hill, Co-Founder, Running Point Recruitment

Hill notes – a reflection of post-COVID priorities.

Agencies vs. brands: One interesting dynamic is the difference in hiring patterns between agencies and brand-side (in-house) roles. Agencies, Hill says, sometimes lag behind on salaries – for example, an agency might hope to hire a jack-of-all-trades Amazon manager for ~£40k, which is on the lower end. To compensate, agencies may offer perks like remote work, flexible schedules, or faster growth opportunities. Brand manufacturers and larger companies, on the other hand, tend to have bigger budgets for Amazon talent and will “put quite a good salary on it” once they recognise Amazon as a key sales channel. The trade-off is that brands often move slowly in hiring and structuring these roles, whereas agencies operate with more urgency.

Candidates: justify your worth with data. Andrew Matjaszek adds that in salary negotiations, impact is king. Candidates who can clearly demonstrate the business results they’ve driven have a much stronger case for top-of-market pay.

“If candidates can show that they’ve been living in the numbers – say, ‘I managed a $3 million account and improved profitability by 15%’ – that’s a very clear conversation where you can demonstrate your worth,”- Andrew Matjaszek, Co-Founder, Running Point Recruitment

he explains. In other words, be prepared to back up your salary ask with evidence of what revenue or growth you’ll bring to the table.

Standing Out as a Candidate in 2025

For e-commerce professionals (account managers, marketplace specialists, etc.) looking to advance their careers, the discussion highlighted several ways to boost your market value and stand out from the crowd:

• Know your numbers and impact. This point cannot be overstated. As Hallane Hill puts it, “They’ll say they optimised listings… put up X SKUs. But what they don’t back up their CV with is data… Yes, you can do it. But what’s been the result? Own those results and own your numbers.” In practice, this means your résumé and interviews should emphasise metrics and outcomes: conversion rates improved, ad spend reduced, revenue growth achieved, ROI of projects, etc. Professionals who quantify their achievements (rather than just listing tasks) instantly set themselves apart. Always be ready to discuss how your actions moved the needle for the business.
  
  
• Stay hungry and keep learning. The Amazon/e-commerce space changes at breakneck speed – new marketplaces emerge, Amazon algorithms update, tools and best practices evolve. The best candidates exhibit a continuous learning mindset. “What you need to be is hungry… watching webinars, going to networking events, just absorb knowledge like a sponge,” advises Hill. She cautions that if you get complacent, “you get left behind.” Make it a habit to follow industry news, attend events (virtual or in-person), and experiment with new tools or features. For example, when Amazon rolls out a major update (say, a new algorithm nicknamed “Rufus” or a change in the API), being the person on your team who researched it and can formulate an opinion is hugely valuable. Curiosity and adaptability are key skills unto themselves.
  
  
• Demonstrate leadership and versatility. Amazon account management is a multifaceted job, often requiring one to manage across levels and functions. If you have experience mentoring junior team members, coordinating with creative and supply chain teams, or managing outsourced/offshore contributors, make sure to highlight that. “Working in Amazon is multifunctional… you’ve got to manage up, manage down, offshore, freelance, whatever it may be,” says Hill. Showing that you can lead and collaborate cross-functionally proves you’re ready for senior roles. Likewise, showcase any multi-marketplace experience – if you’ve managed Walmart, eBay, Shopify, or international Amazon marketplaces, that breadth is a selling point. “Everyone says if you can conquer Amazon, you can conquer them all. So if you can add in eBay, Wayfair… you’re ticking lots of boxes,” Hill adds. In 2025, companies value talent who can handle complexity and wear multiple hats.
  
  
• Adopt an entrepreneurial mindset. One fascinating insight from Andrew Matjaszek is that treating your account or brand as if it were your own business can accelerate your growth. The Amazon ecosystem can effectively serve as a training ground for broader business leadership. “I genuinely believe that the Amazon marketplace, for the right people, gives you an opportunity to be [like] those managing directors,” he says, “It gives you experience in how a business at many levels works.” Candidates who take initiative, understand P&L responsibilities, and think beyond their immediate duties tend to excel. Even if you haven’t literally started your own business, approaching your role with an owner’s mindset – being proactive, cost-conscious, and strategy-driven – will set you apart and prepare you for higher management positions (whether running a bigger Amazon program or even transitioning to a general manager/CEO role someday).
  
  

In essence, to boost your career in the Amazon agency world: be data-driven, be curious, be versatile, and think like a business owner. Those traits will make you an invaluable hire in the eyes of employers.

Common Hiring Mistakes Agencies Make (and How to Avoid Them)

Turning the perspective around: what can agencies and e-commerce companies do better when hiring talent? Hill and Matjaszek shared a few common pitfalls that agencies should avoid:

• Hiring in a vacuum (or chasing the wrong profile). One mistake is failing to involve your current team in defining what skills are truly needed. “You need to really understand what skill sets [your team] bring, and then what new skill sets you need,” advises Hill. Without this clarity, agencies might default to a narrow idea of the “ideal” hire – for instance, assuming an ex-Amazon corporate employee will be a silver bullet. “Some agencies love hiring ex-Amazonians… They think they’re going to be their silver bullet. They are amazingly good at Amazon. But they’ve never been in the weeds,” Hill points out. An ex-Amazon person might know the theory and have connections, but perhaps hasn’t wrestled with Seller Central glitches or scrappy growth hacking. On the flip side, exclusively hiring former FBA sellers can backfire if they’ve developed bad habits or only know how to operate in a small-business context. The solution: Aim for a balance in backgrounds. Evaluate what perspectives your current team might be missing (analytical rigor, marketplace expansion, creative strategy, etc.) and seek candidates who fill that gap. Diversity in experience – a mix of ex-Amazon folks, entrepreneurial FBA types, and agency-bred professionals – can create a team with complementary strengths. As Hallane Hill puts it, “having a mix of each is perfect for creating the magic on Amazon.”
  
  
• Neglecting culture fit and team dynamics. Skills matter, but even a talented hire can turn into a disaster if they disrupt your agency’s culture. “Culture is incredibly important. You have the wrong hire, it’s incredibly toxic, and it’ll bring it all down,” warns Hill. Involving multiple team members in the interview process can help ensure a new hire meshes with your values and work style. Be transparent about what your workplace is like – do you move fast and break things, or methodically iterate? Is the team highly collaborative or more independent? Hiring “brilliant jerks” or anyone who doesn’t respect the way your team operates will cost you more in the long run. Hire for attitude and cultural add, not just aptitude.
  
  
• Poor onboarding and unclear expectations. Another oft-seen mistake is assuming that once the contract is signed, a new hire will automatically find their footing. Matjaszek emphasises that agencies must invest in a structured onboarding, especially given the fast-paced nature of agency work. “Amazing hires can actually fizzle out or stumble because there’s ambiguity in the first few weeks,” he says. If a new account manager starts on Monday and by Friday you’ve thrown six client accounts at them without proper orientation, don’t be surprised if they falter or become overwhelmed. Set new team members up for success: communicate their role and performance goals clearly, provide training on your internal systems/processes, and check in frequently early on. “Make sure candidates feel secure and understand exactly what’s expected of them before they’re expected to run,” Matjaszek advises. Over-communication in the first 30–60 days is better than under-communication. With the right support, your new hire will ramp up faster and start delivering value.
  
  

By avoiding these mistakes – defining the role clearly, evaluating culture fit, and onboarding thoroughly – agencies can greatly improve their hiring success rate and employee retention.

Hiring In-House vs. Using Recruiters: Finding the Right Approach

A key question for agency owners is how to allocate time and resources to hiring. Do you handle recruitment internally (perhaps eventually hiring an HR person), or do you partner with external recruiters? Hill and Matjaszek offer a nuanced take: it depends on your situation, but don’t underestimate the value of a good recruiter – especially one who truly understands the Amazon domain.

Use recruiters when speed or specialisation is critical. If you “needed someone in the seat yesterday,” as Matjaszek says, a recruiter can dramatically accelerate the search. Specialist recruiters (like Running Point Recruitment) often have “warm candidates” in their network – pre-vetted professionals with relevant experience – which means they can present you with quality options in a fraction of the time it might take you to source from scratch. This is particularly useful if you’ve just won new clients or projects and need to scale your team quickly. Similarly, if you’re hiring for a highly specific skill set (e.g. a marketplace manager fluent in German and experienced in EU expansion), a recruiter who focuses on e-commerce roles will likely know where to find people with that profile.

Consider your hiring volume and bandwidth. For occasional hires, or if you’re a smaller agency without a dedicated HR team, partnering with a recruiter can actually save money when you factor in the value of your own time. “You’re building a business; your time is incredibly important,” Matjaszek notes. “Do you honestly have the time to be going through 50 to 60 CVs and providing a professional response back? Or would you rather just see three or four [top candidates] who fit?” Many agency founders spend hours posting on LinkedIn, sifting through applications, and conducting initial screenings – time that could be spent serving clients or developing the business. A good recruiter will do that legwork, presenting you with a shortlist of serious contenders who have effectively been through a first interview already.

On the other hand, if you’re constantly hiring (say, dozens of new staff a year) and have the scale to justify it, building an internal talent acquisition function could make sense in the long run. But even then, external recruiters can complement your team for tough or urgent searches.

Build a partnership, not a transaction. One insightful recommendation from Hallane Hill is to treat your recruiter as an extension of your team. Don’t just call them when you have an immediate vacancy and expect magic; instead, develop an ongoing relationship so they understand your business culture and long-term plans. “They only contact recruiters when they have a role… How it should work is you create a partnership,” says Hill. “They become part of your team. If they understand your team, your culture, then it’s just like having an in-house recruiter.” By keeping your recruiter in the loop (even when you’re not actively hiring), you’ll be on their radar when great talent comes knocking and you’ll streamline the hiring process when you are ready to grow.

In summary, decide case-by-case whether to DIY or outsource hiring. Weigh the cost of your time and the importance of speed/fit for each role. And if you do engage a recruiter, bring them into your world – the investment in a strong partnership pays off with hires who truly match your needs and values.

Conclusion

Hiring and retaining top Amazon talent in 2025 comes with new challenges and opportunities. For agencies, the talent pool is broader than ever, but so are the expectations from clients and the complexity of skills needed. For e-commerce professionals, competition is stiff, but those who can prove their impact, adapt to new tools, and think strategically will find themselves in high demand.

Both agency owners and job seekers should take to heart the insights shared by Hallane Hill and Andrew Matjaszek: clarity and communication are king. Agencies must clearly identify what they need (and foster an environment that helps new hires thrive), while candidates must clearly demonstrate what they offer. The landscape may be an “employer’s market” broadly, but great talent will always have options – and great agencies will always attract interest. By focusing on the right skills, cultural fit, continuous learning, and maybe leveraging some expert help in recruiting, both sides can navigate the Amazon hiring maze successfully.

As Hallane Hill wisely said during the discussion, “It’s communication between candidate, employer, and recruiter… that’s what’s key in making it work for both of them.” In this fast-moving e-commerce world, that collaborative approach is ultimately what separates the marketplace masters from the rest.

Whether you're an agency leader shaping a hiring strategy or a job seeker aiming for your next career move, one thing’s clear—2025 demands more than just eCommerce experience. It takes commercial thinking, marketplace fluency, and a proactive mindset to stand out.

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