Hi,
When you say “men’s stylist” - do you mean someone dressing male models for editorial or commercial content?
Or do you mean a sales advisor in a retail store who advises male customers what to try on?
This is a flexible role where you would go to their office, home or offer a virtual appointment to discuss their fit issues, goals and help with gaps in their closet. It’s a personal service and you’d represent a luxury custom brand called, JHilburn. Learning about their lifestyle, taking their measurements, and creating looks using our luxury fabrics and digital platform to help them enhance or identify their style is what you’d do. We have created a successful, digital, measuring tool that supplements our in-person measuring. We have 3 studios in the US where clients meet their stylist by appointment. We are interested in opening more studios in more areas as we grow the stylist base. We found that the convenience for clients not to have to shop, park and figure out who to trust, was a game changer for most. Many clients prefer a home, office and/or virtual visit to alleviate the inconveniences.
Hope that helps! Happy to answer more questions. I can send a photo of a client who recently received his suit from a first virtual appointment. It fit him perfectly!
Kim
Hi Kim,
Thx for the response.
Can we speak off the site?
Do you have a business email I could contact you on, pls.?
Here’s my info below:
Kim Barnes - 214-796-6131
Personal Stylist/Founding Partner
J. H I L B U R N Men’s Clothier
As Seen In Esquire I WSJ I Men’s Health
Thx, I’ll call you tomorrow.
Great! I’ll be available after 3pm CST. Are you on LinkedIn? Would like to connect with you there, also!
I look forward to talking tomorrow,
Kim
Kim Barnes - 214-796-6131
Personal Stylist/Founding Partner
J. H I L B U R N Men’s Clothier
As Seen In Esquire I WSJ I Men’s Health
Precisely! Well said.
PS: My P/T retail doesn’t have benefits either. It’s now been whittled down to one 4-hr shift per week. If i leave, no UI.
Yes, I’m on LinkedIn but I don’t want it posted on this site though.
If you can pls give me your email address I’ll email you w my LinkedIn profile.
Plus I’d like to see yours too, pls.
Of course!
Kim.Barnes@JHilburnpartner.com
Kim Barnes - 214-796-6131
Personal Stylist/Founding Partner
J. H I L B U R N Men’s Clothier
As Seen In Esquire I WSJ I Men’s Health
Saw a webinar this week with pointers on how to overcom ageism. It is a huge issue in the world today. Then I followed up with conversations with a recruiter and hiring manager at a respected company. The Company is only hiring people full time 9 to 10+ hour days on site. Building has no windows and employees do not practice social distancing in the meetings. Following that conversation, I spoke to a recruiter about a different company and a specific opportunity at that company, the recruiter started off with “Covid is like the flu and everyone will eventually get it”, followed by how I am great candidate, with great portfolio, and a great resume, then what are my salary requirements… then came the kicker …when did I graduate college? I told the truth, and the conversation abruptly ended with “will call you if I come across anything”. Keep in mind that I am the same age as the recruiter, he/she told me we graduated at the same time, and I was perfect for the job just before we got to the age question. It’s not even thinly veiled anymore, it’s right out in the open. Dog Whistle, foghorn, etc. Message to the employers out there; if you want to make money, hire the best candidate and tell your surrogates to hire for qualifications and disregard age (if the best candidate is 30 hire he/she/them, if the best candidate is 55 hire he/she/them.) I have always made money for my employers and generated significant business gains. And I am not the exception, I know a lot of talented people who are in the same position I am in.
I will use my skills and re-position myself; I have low overhead and modest expectations. You will run the risk of going out of business, you have to make a lot more money to keep going. When you look at successful companies today, they are people centric and hire for skills, abilities, and potential. They have workers of varying ages including workers over 50. They train, mentor, reward their people. They have them in safe environments, and work remotely and offer flex schedules, they social distance, wear masks, and adhere to the Covid recommendations. It’s not a coincidence that these companies will survive this year and thrive and other companies will fold.
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I believe that asking your graduation year is illegal in many states, as it can be indicative of your age. Potential employers are not legally allowed to ask direct questions about your age during the interview process.
I have been railing against the current anti-age discrimination laws for awhile - they do very little to protect workers. They must be changed with very specific language that does not allow companies to circumvent the laws. In the current environment, companies that do not diversify the employee pool with both younger & more experienced workers will lose - both groups have valuable skills to contribute.
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You are right; it is illegal and the recruiter who asked me the question broke the law, deliberatedly. If I report that person, however, nothing will be done. And they know that , so it continues. I think it’s not a coincidence that one of the trends that we have discussed on this forum is the move towards making product with authenticity, sustainability, quality manufacturing, and the rise of brands that are doing good in the world. Many of us, hopefully, most of us, want to improve the industry and perhaps we can move the needle.
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Are you serious? Lol. I’m positive the majority of the people here are women… Absolutely insulting that we need to hide our age, like the hiring managers don’t know? Change comes from within, and agism just needs to stop. Valuation of experienced employees is necessary.
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I don’t understand why, when talking about experienced fashion people that the survey has to include most of the things that any professional would be aware of. As if the experienced person is a lazy, sloppy, behind the times worker. Seriously they have hustked through so many changes which makes them more adaptable. Tbh I’ve learned more programs and versions than most people. If I have to explain Excel one more time, when there’s YouTube. Lol. I think the survey should go out to hiring managers/ recruiters who expect to hire a person with 15+ years experience and use all their knowledge and pay them like they have 5 years experience. Don’t talk down to the experienced person. Assume that they’re the professional they are…
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Yes, you’re absolutely right. But there’s been no Legal penalty enforced for age discrimination so it’s continued.
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Yes, and how many of us have had to teach junior people to use software that is taught in school now that we learned on our own. The insinuation that experienced talent is not well versed in up to date software is a total fallacy, repeated by hiring managers in order to disguise their prejudice. In my last position, I had to teach junior talent the basics of photoshop and she had a recently completed her BA in design.
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Add to that list of people who perpetuate this: Recruiters… I agree with the other posters that ifbthey hired the right experienced person, there wouldn’t be turn over or the mistakes made that cost $$$.
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The problem is that no one wants to be blacklisted and it’s a small talent pool where people talk. If you blow the whistle you risk never being hired again. That said, many of us over 40 will likely never be hired in the industry again anyway, so might as well shout the discrimination from the rooftops.
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With the number of unemployed people in the industry right now, I think landing a job (other than at a very senior level) if you are over 40 will be difficult to impossible. I have only been able to get 4 interviews in 6 months and was ghosted by all 4. When I have been able to find out who got jobs that I have applied for, they have all been under 35.
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Yeah same. I was laid off in 2017 and have struggled to find permanent, full time work ever since. More ghosting than I can even count on the rare occasions I even get an interview, even though I have twenty years of experience and am only looking at manager/senior manager level. I finally took a role in the furniture industry late this summer. I love it, but the role is very junior and the pay is roughly a quarter of what I once made. Thankfully I have a rockstar general manager who saw potential and is now giving me every raise and promotion she can as corporate allows.
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