Brand Director at Twillory

Role: Brand Director

Employment Type: Full-time, In-House

Location: 181 S Franklin Ave, Valley Stream, NY 11581

Schedule / Time Zone Expectations: 9 to 5 PM EST In-house Monday through Thursday; WFH Friday

Company: Twillory

Compensation Structure: USD Salary Range $150,000 – $180,000.

About Us - Twillory

At Twillory, we believe looking sharp and feeling good shouldn't be mutually exclusive. We're redefining performance menswear with products that deliver comfort, style, and smart innovation. As a fast-growing direct-to-consumer brand, we're on a mission to elevate everyday essentials—and we're looking for a strategic and creative Brand Director to help shape the next chapter of our story.

About The Role

We're looking for a Brand Director to own and evolve how Twillory shows up in the world. You'll set the brand vision, lead our creative team, and ensure everything we put out—from our website and editorial campaigns to organic content and email—feels unmistakably Twillory. This is a pure brand role: you're the guardian of our identity, the voice behind our storytelling, and the creative standard-bearer for everything we say and show. You'll collaborate closely with our growth team, but your focus is brand—building something people recognize, trust, and love.

Essential Functions: The fundamental responsibilities of this role. These are the core areas the Brand Director must own for the role to fulfill its purpose.

• Team leadership and creative management — leading, managing, and inspiring the in-house creative team.
• Brand strategy and voice — defining and evolving Twillory's brand voice, tone, and messaging across all platforms.
• Content and creative direction — owning the organic content strategy and directing creative output across design, photo, and video.
• Campaign management and calendar planning — owning the seasonal and promotional marketing calendar and leading editorial campaigns end-to-end.
• Cross-channel brand oversight — ensuring brand consistency and quality across every owned channel, including Twillory.com.
  
  

Primary Responsibilities: The day-to-day work the Brand Director will spend the majority of their time doing, organized by area of ownership.

• Team Leadership & Creative Management
• Lead, co-manage, and inspire a team of 5 to 6 creative professionals including designers, content creators, and video editors.
• Set clear creative direction, provide regular feedback, and foster a high-performance, collaborative team culture.
• Partner with the C-Suite to align creative team output with brand priorities and broader business goals.
• Build and maintain workflows and processes that keep the creative team efficient, accountable, and producing at a high standard.
• Champion a culture of creative excellence while ensuring speed and responsiveness to the business's needs.
  

Brand Strategy & Voice

• Define and evolve Twillory's brand voice, tone, and messaging strategy.
• Ensure consistent brand identity across all platforms: website, email, packaging, social media, and organic content.
• Maintain and enforce brand guidelines to ensure high creative standards across all teams and partners.
• Serve as the final word on what is and isn't on-brand—bringing a sharp, confident editorial point of view to every decision.
  
  

Content & Creative Direction

• Lead the organic content strategy, ensuring storytelling reflects the brand and resonates with our audience.
• Direct the creative team in developing brand-forward assets across design, photo, and video.
• Plan and coordinate photo and video shoots by developing creative briefs, selecting talent, managing logistics, and ensuring asset delivery aligns with campaign goals.
• Provide brand guardrails and creative input to the growth team — ensuring brand integrity is maintained across paid channels without owning ad production directly.
  
  

Campaign Management & Calendar Planning

• Own and manage the seasonal and promotional marketing calendar, including launches, sales, and product campaigns.
• Develop and lead editorial campaigns that tell the Twillory story — bringing together product, lifestyle, and brand narrative into cohesive, high-impact moments across channels.
• Project manage execution of campaigns across functions — keeping timelines, creative, and messaging aligned.
• Brief and oversee development of campaign creative from ideation through final delivery.
  
  

Cross-Channel Brand Oversight

• Own the brand experience on Twillory.com — overseeing the look, feel, and messaging of the site to ensure it reflects brand standards.
• Ensure brand consistency across all owned channels: website, email, SMS, organic social, influencer partnerships, and packaging.
• Partner with the lifecycle/email team to align messaging and creative retention initiatives.
• Review and approve marketing copy, visual assets, and creative layouts to ensure cohesion and quality.
  
  

Required Experience & Skills:

• 6–8 years of brand marketing or brand management experience, ideally in men's fashion or a DTC menswear brand.
• A genuine, well-developed sense of men's style — you know what looks good, why it works, and how to translate taste into brand direction.
• Expert-level copywriting skills; you write with clarity, confidence, and a distinct voice, and you can tell the difference between good copy and great copy.
• Proven experience managing and leading a creative team in a fast-paced environment.
• Track record of developing and executing 360° brand campaigns.
• Strong creative instincts and the ability to define and defend what "on-brand" looks like across every touchpoint.
• Comfortable and proficient using AI tools to enhance creative output, accelerate workflows, and scale brand content.
• Highly organized, with excellent project management skills and attention to detail.
• Comfortable leading with both vision and hands-on execution in a fast-moving, entrepreneurial setting.
  
  

Preferred Experience & Skills: Extra experience or skills that would make someone stronger, but are not required to be considered.

• Background in creative direction or content production.
• Familiarity with tools like Monday, Klaviyo, Notion, Figma, or Shopify.
  
  

Current Tech Stack: Monday.com, Klaviyo, Notion, Figma, Shopify

Benefits:

PTO - 2 weeks PTO

Additional Holidays - Additional Jewish Holidays with office closure

Sick Time - Sick time provided

Health Insurance Dental Insurance/Vision - Full Medical, Dental, & Vision

401k Match - 401K Matching up to a %

Equal Opportunity Employer Statement & Compliance Notice

Applicable to All Candidate Types | United States, European Union & International

• Recruiting Structure & Employer of Record
  
  

This opportunity is managed through TalentPop. Depending on the nature of the engagement, TalentPop may be acting as a direct employer, or as a recruiting partner facilitating the process on behalf of a client organization.

The employment or engagement structure for this role will be one of the following:

• Direct employment with TalentPop, where TalentPop is the employer of record — applicable to in-house and directly employed placements
• Direct employment with the client organization, where the client is the employer of record and TalentPop is the recruiting intermediary
• An independent contractor or consultant arrangement, structured in accordance with applicable law in the relevant jurisdiction
• Employment facilitated through an Employer of Record (EOR) or Professional Employer Organization (PEO), where required by local law, particularly for international placements
  
  

The specific structure applicable to this role will be communicated during the recruitment process. Regardless of structure, all decisions relating to hiring, compensation, benefits, applicable policies, and separation are made by the employing or engaging entity — whether TalentPop or the client.

• Equal Opportunity Employment
  
  

The employing or engaging organization for this role is an Equal Opportunity Employer committed to a workplace free from discrimination and harassment. All employment and engagement decisions are made without regard to any characteristic protected under applicable federal, state, provincial, or local law, including but not limited to:

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United States — California (CCPA/CPRA)

If you are a California resident, the following rights apply to the personal information collected during the recruitment process, pursuant to the California Consumer Privacy Act (CCPA) as amended by the California Privacy Rights Act (CPRA):

• Right to Know: You may request information about the categories and specific pieces of personal information collected about you, the sources from which it was collected, the business or commercial purpose for collection, and the categories of third parties with whom it is shared.
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Categories of personal information collected during recruitment may include identifiers, professional and employment history, educational background, and information you voluntarily provide. We do not sell or share candidate personal information for cross-contextual behavioral advertising. To exercise your California privacy rights, please contact your TalentPop recruiter.

European Union, EEA & United Kingdom — GDPR

If you are located in the European Union (EU), European Economic Area (EEA), or United Kingdom (UK), your personal data will be processed in accordance with the General Data Protection Regulation (GDPR) and, where applicable, the UK GDPR.

Data Controller: The data controller for recruitment-related personal data is TalentPop and/or the relevant client organization, as applicable to the structure of this engagement. Contact details for the relevant data controller will be provided upon request or during the recruitment process.

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Data Retention: Candidate personal data is retained for the period necessary to complete the recruitment process and, where applicable, for a reasonable period thereafter to comply with legal obligations or to consider you for future opportunities, subject to applicable retention limits.

Your Rights Under GDPR include the right to access your personal data, the right to rectification of inaccurate data, the right to erasure in applicable circumstances, the right to restrict or object to processing, and the right to data portability. You also have the right to lodge a complaint with your local data protection supervisory authority.

International Transfers: Where personal data is transferred outside the EU/EEA or UK, appropriate safeguards will be applied in accordance with applicable data protection law, including Standard Contractual Clauses or equivalent transfer mechanisms.

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• Pay Transparency
  
  

United States

Where required by applicable law, the compensation range for this role is included in the job description. This posting is intended to comply with applicable U.S. pay transparency requirements.

U.S. jurisdictions with active pay transparency posting requirements include, but are not limited to: California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, Nevada, New Jersey, New York, Rhode Island, Vermont, Washington, Washington D.C., and the cities of Cleveland and Columbus, Ohio. Additional state and local requirements continue to emerge. Where this role may be filled remotely, pay transparency requirements of the candidate's location may also apply.

Salary history: We do not request or rely on prior salary history in making compensation decisions, in accordance with applicable salary history ban laws.

European Union & EEA

In accordance with the EU Pay Transparency Directive (EU 2023/970), which requires member states to implement binding transparency obligations effective 7 June 2026, the initial pay level or salary range for this role is included in the job description or will be provided prior to any interview. Candidates will not be asked about their previous salary.

All Regions

Actual compensation will be determined by the employing or engaging entity and may vary based on factors including experience, skills, qualifications, geographic location, and business needs. This posting does not constitute a contract or guarantee of compensation.

• Reasonable Accommodations
  
  

The employing or engaging organization provides reasonable accommodations to qualified individuals with disabilities and to individuals with sincerely held religious beliefs, practices, or observances, in accordance with applicable law, including the Americans with Disabilities Act (ADA), the Rehabilitation Act, applicable state and local law, and equivalent protections in international jurisdictions.

If you require a reasonable accommodation at any stage of the application, interview, or assessment process, please inform your TalentPop recruiter. TalentPop will coordinate with the appropriate party to facilitate accommodations.

• Work Authorization
  
  

Candidates must be legally authorized to work in the country or jurisdiction where the role will be performed, or where the candidate is located for remote engagements. This requirement applies to both employment and contractor arrangements.

Visa sponsorship or work authorization support is not available unless explicitly stated in the job description. Candidates who require sponsorship should review the job posting carefully before applying.

• Remote Work Eligibility
  
  

Where this role is designated as remote or partially remote, it may only be performed from locations where the employing or engaging entity is legally authorized to engage workers, whether as employees or contractors. Geographic eligibility for remote work will be confirmed during the recruitment process.

• Background Screening
  
  

Where applicable and permitted by law, an offer of employment or engagement may be contingent upon successful completion of a background check, professional reference verification, and/or drug screening, as determined by the engaging entity.

Any such screening will be conducted in accordance with applicable law, including the Fair Credit Reporting Act (FCRA) in the United States, applicable ban-the-box and fair chance ordinances, and equivalent frameworks in other jurisdictions. Candidates will be notified in advance where screening requirements apply.

• Employment Terms by Region
  
  

United States — At-Will Employment

For candidates in the United States engaged as direct employees, employment will generally be at-will unless otherwise required by applicable state law. Either party may terminate the employment relationship at any time, with or without cause or advance notice, subject to applicable law.

Nothing in this posting, job description, or any recruitment communication creates an express or implied contract of employment.

European Union, EEA & United Kingdom

For candidates in EU and EEA member states and the UK, employment terms including notice periods, probationary periods, termination rights, and statutory entitlements are governed by the applicable national law of the relevant jurisdiction. Statutory rights, including minimum notice periods, statutory redundancy entitlements, and protections against unfair dismissal, will apply as required by local law.

In jurisdictions where works council consultation or co-determination rights apply, applicable procedures will be observed in accordance with local law.

All Other International Locations

For candidates located outside the United States, EU, EEA, and UK, employment and engagement terms will be governed by the applicable laws of the relevant jurisdiction. Mandatory local protections relating to notice periods, termination, statutory benefits, and worker rights will apply and be observed by the employing or engaging entity.

• Use of Artificial Intelligence in Recruiting
  
  

At TalentPop, we leverage AI throughout our recruiting process to help us work faster, smarter, and more efficiently. AI assists our team by helping identify patterns, surface relevant candidate information, and reduce the chance of overlooking strong talent that may otherwise be missed in a high-volume environment.

AI is used strictly as a support tool and does not replace human decision-making. Every candidate is reviewed by real recruiters, and all hiring decisions, evaluations, and final recommendations are ultimately made by people, not automated systems.

Illinois

Pursuant to the Illinois Artificial Intelligence Video Interview Act (AIVIFA) and Illinois H.B. 3773 (effective January 1, 2026, amending the Illinois Human Rights Act), we notify all Illinois candidates that:

• AI may be used at one or more stages of the recruitment process to assist in reviewing application materials, identifying relevant qualifications, or supporting evaluation.
• AI is not used to make final hiring decisions. All final decisions are made by human recruiters and hiring managers.
• AI tools used in this process are not used in any way that discriminates against candidates on the basis of race, color, religion, sex, national origin, ancestry, age, disability, marital status, military status, sexual orientation, or any other characteristic protected under the Illinois Human Rights Act.
• Where video interviews are used and AI analyzes video submissions, candidates will be notified in advance and asked for consent prior to that evaluation taking place, in accordance with the AIVIFA.
  
  

Illinois candidates who have questions about how AI is used in their evaluation, or who wish to request an alternative process, should contact their TalentPop recruiter.

New York City

Pursuant to New York City Local Law 144 (effective July 5, 2023), we notify candidates residing in New York City that automated employment decision tools (AEDTs) may be used as part of the candidate screening or evaluation process for roles based in or associated with New York City.

• Any AEDT used in connection with NYC-based roles has been subject to an independent bias audit within the preceding 12 months.
• A summary of the most recent bias audit results is available upon request and will be posted on TalentPop's website.
• Candidates will receive notice at least 10 business days prior to any AEDT being used in their evaluation.
• Candidates may request information about the type of data collected, the source of that data, and applicable data retention practices related to any AEDT used.
• Candidates may request an alternative selection process or reasonable accommodation in connection with AEDT use. Please contact your TalentPop recruiter to make such a request.
  
  

Colorado

Colorado's Artificial Intelligence Act (CAIA) is currently subject to legislative revision and legal proceedings as of the date of this notice, with its effective date and final requirements under active review. Where CAIA applies to this engagement, we are committed to complying with all applicable disclosure, transparency, and non-discrimination obligations relating to AI use in employment decisions. Candidates will be notified of any applicable obligations at the appropriate stage of the process.

All Other U.S. Locations & International Candidates

Regardless of location, TalentPop is committed to using AI transparently, fairly, and responsibly in all recruiting activities. Human review is embedded at every stage of the evaluation process. No candidate will be evaluated, screened out, or advanced based solely on the output of an automated system.

International candidates in the European Union, EEA, or UK should be aware that the use of automated decision-making that produces legal or similarly significant effects is subject to the protections of GDPR Article 22. Where any AI tool used in this process constitutes automated individual decision-making with significant effects, candidates have the right to request human review of that decision, to express their point of view, and to contest the outcome. Please contact your TalentPop recruiter to exercise these rights.

• Contractor & Independent Consultant Engagements
  
  

Where this role is structured as an independent contractor or consulting engagement, references to employment terms describe the nature of the working relationship and should be understood in the context of the applicable engagement structure.

Contractors and consultants will be evaluated and engaged without regard to protected characteristics to the fullest extent permitted under applicable law. Engagement decisions will be based on qualifications, capabilities, and business needs.

Worker classification will comply with applicable laws in the relevant jurisdiction, including but not limited to AB 5 (California), IR35 (United Kingdom), and equivalent frameworks in EU member states and other international locations.

This notice is provided for general informational purposes and does not constitute legal advice. Requirements vary by jurisdiction and engagement structure. For questions about the structure of this engagement, your rights during the recruitment process, or applicable data privacy, please contact your TalentPop recruiter.

Compensation Range: $150K - $180K