Faire is an online wholesale marketplace built on the belief that the future is local — there are over 2 million independent retailers in North America and Europe doing more than $2 trillion in revenue. At Faire, we're using the power of tech, data, and machine learning to connect this thriving community of entrepreneurs across the globe.

Open roles at Faire : 6

Product Manager

San Francisco, CA



Event Marketing Manager

London, UK



Associate HR Business Partner

San Francisco, Atlanta, Salt Lake City



Account Manager

San Francisco, CA



Business Operations Associate, Talent

US Locations & Remote



Senior Demand Generation Manager

San Francisco, CA, Remote




Picture your favorite boutique in town — we help them discover the best products from around the world to sell in their stores. With the right tools and insights, we believe that we can level the playing field so that small businesses everywhere can compete with these big box and e-commerce giants.

From the beginning, our success at Faire has depended upon the success of our brands and retailers. Unlike traditional channels like trade shows that demand costly upfront fees, we only make a commission on sales when our brands form new relationships with retailers on our platform. When retailers purchase from a new brand on Faire, they get 60 days to see how the products sell through before paying for them, so we only make money if the products we recommend actually resonate with their consumers.

By supporting the growth of independent businesses, Faire is driving positive economic impact in local communities, globally. We’re looking for smart, resourceful and passionate people to join us as we power the shop local movement.


We started Faire in 2017 with a simple vision: to build a wholesale marketplace that would help small brands and retailers band together to compete on a more level playing field with Walmart and Amazon. Over the past year, pandemic lockdowns pushed our community to the brink, but we never lost faith in this vision. In fact, after seeing their adaptation to a digital-first world and a surge of consumer support drive their sales above pre-pandemic peaks, we are more confident than ever in the durability of what they offer the world. As we look ahead, we are excited to help our entrepreneurs use this moment of rebirth to build a better future for themselves and their local communities.

Serve our community: Our work always starts with the mission. We’re motivated every day to help our customers succeed against competitors a million times their size, and we fight hard to help level the playing field.

Seek the truth: We care deeply about getting to the right answer, and always dig to the root. We approach questions with an open, growth mindset, and are radically transparent when it comes to sharing the results we uncover.

Be an owner: Each of us brings a founder’s mindset to our work—we’re relentlessly resourceful, we raise the bar on quality, and we care less about the scope of our role than we do about ensuring the best work gets done

Embrace the adventure: We love nothing more than taking the big risk and daring greatly. We’re resilient through change, have a bias towards action, and always find time to laugh, celebrate, and enjoy the ride.

Be kind: We don’t shy away from direct feedback and conversation, because we always assume good intent. We’re eager to help our teammates, share openly, and celebrate diverse perspectives.


Diversity refers to the fair representation of different social identities -- including race, gender, and sexual orientation, but it also includes education, age, location, nationality, socioeconomic status, diversity of thought and many more - in short this is the demographics of an organization. We believe this is only the first step, and layer of a multifaceted process to ensure belonging. This is important because before we can have our ideal workplace, we need representation. Folks need to see, collaborate, and engage with folks that look different and similar to them. Through this process, we can begin to challenge assumptions and learn more frequently. We practice this by growing our talent team to source, connect, and hire diverse talent, opening up markets, eligibility for remote work, and partnering with organizations to help us build relationships with diverse communities.

To us, equity means ensuring our employees have equitable opportunities, and that means removing barriers or imbalances that may prevent that from happening by creating processes and safeguards. It is important because without this piece, employees can never achieve their true goals unhindered which means our customers and employees both suffer. We conduct hiring audits, platform audits, conduct unconscious bias training (interviews, managers, and ICs), and reevaluate our policies often to ensure we are being equitable to as much of our employee population as possible and removing as much bias as possible (like instituting a standardized debrief process for all roles).

Our company has an inclusive culture as a pillar and focus for our DEIB strategy. Specifically, it is to create and maintain a sense of belonging where all Faire employees feel welcomed, respected, supported, and valued. We achieve this by empowering and supporting our ERGs. We believe in working alongside our employees to achieve their goals and vision for the workplace (events, programming, heritage month celebrations, creation of new and culture-impactful ERGs, engagement surveys and focus groups to look beyond data to understand what employees need from us).


This is what we believe to be the summation of the above, diversity, equity, and inclusion that then results in belonging (which is why at Faire we call this work DEIB). Each piece is needed to create the impact – how does the company make employees feel. For us, a feeling of belonging grows naturally when employees feel secure and accepted. We work toward achieving this by working with our employees to tell us their needs via ergs, focus groups, surveys, all hands questions, and our DEIB Council – a group of Faire folk spanning diverse functions, genders, races, and sexual orientations to think through how we can make life better at Faire for all employees and ways to address gaps

Our executive team, and director level leads, and talent team are spearheading initiatives to ensure we are tapping in to diverse communities to increase our ability to connect with folks we know are out there, but haven’t heard of us, or want to be a part of our growing team.

We use demographic data in our anonymous employee engagement surveys to understand how different groups (underrepresented groups especially) are feeling and thoughts are on the company and direction. We use that information to adjust policies, programs, training and other areas we can improve. Additionally we make sure to keep balanced representation in areas where there is a lot of visibility (Maker’s Faire (our all hands), DJs, employee spotlights, new hires, etc.)


A typical interview process at Faire includes the following stages, however, some interviews may not include every single stage since the interview process varies by team. Your recruiter will help set expectations and let you know what stages are relevant to your role.

[☕️ Introductory chat]
30 mins, with our talent team, via phone or video call.
This interview is an opportunity for you to learn more about the role and ask questions about Faire. We’ll ask you about your past work experience and what you’re looking for in your next opportunity.

[📝 Take-Home Test]
​​Some roles include a technical assessment or case study which enables you to showcase your skills. Your recruiter will let you know if this stage applies to you and will send you more details so you can prepare accordingly.

[👀 Hiring manager screen]
30 mins to one hour, with a hiring manager
This is a conversation with the hiring manager, either over the phone or on a video call. It’s an opportunity for us to learn more about your past experience, and gain an understanding of whether you’re a good fit for the role.

[ 👋🏾 Meet the Team]
We want you to meet as many future co-workers as possible. This way, you can get to know the people you could be working with, and the problems they’re currently solving. Depending on the role and the team, you can expect to connect with 2-5 people for up to an hour each. Each interviewer will assess a variety of competencies. Your recruiter will provide you with a high-level summary of the competencies each interviewer will assess.

[💌 References]
If you reach this stage, we’ll ask you for 3-5 references. We’ll ask your references about their experience working with you.

[🤝 Decision and Offer]
After the onsite, take a few days to let everything sink in. We’ll spend that time collecting feedback from the teammates you met with. Each team member records written notes independently, and then come together to discuss the feedback as a group. Within a few days, the team will decide whether to move ahead with the last step. Your recruiter will be in touch within a few days.


  • Medical, dental and vision benefits with plans that cover 100% of employee premiums
  • Flexible Spending Accounts (FSAs) for Healthcare, Dependent Care, and Commuter expenses
  • Faire offers a discretionary time off (DTO) policy for exempt employees, which means you will not accrue any vacation or sick leave, but the Company will allow you to take time off from work as approved in advance by management.
  • Faire encourages our employees to embrace the growth mindset and continually seek ways to learn. To support that, Faire offers a monetary taxable benefit for employee personal and professional development. This can be applied towards any program, conference, class, or resource that could allow employees to further their development as individuals both in and out of the workplace.
  • To help support employees’ mental well-being, we provide access to Modern Health, a confidential mental health platform that can connect you with licensed therapists, professional coaches and digital resources. In addition to this, Faire offers daily, group meditation sessions every morning and seats on the Headspace app for your own personal practice. We also offer a monthly, taxable credit to offset the cost of a wellness related program such as a gym membership or Classpass.
  • Faire provides a generous parental leave policy for regular, full-time employees
  • Faire will provide a monthly, taxable stipend to all employees to cover the costs associated with working from home.

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