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How to Actually Get Hired
Who reads applications, which channel gets a reply, and what they screen for.
Why applying the normal way doesn't work
At <50 people, Curtsy has no recruiting team. Your application lands with a founder who is also running sales, product and payroll. The obstacle isn't a queue or an ATS, it's being seen at all. Cold outreach outperforms the form here, consistently.
Who to contact at Curtsy
Contact route not yet verified for Curtsy. For a <50-person Consumer, Apparel and Cosmetics company, expect a founder or department head to make the call — but this is a model, not confirmed data.
What Curtsy screens for
The hiring bar at this stage (, Consumer, Apparel and Cosmetics): relevant experience and ability to operate autonomously. Show what you've shipped.
A tailored CV beats a generic one. Use Curtsy's job description language to clear filters.
Mistakes that kill applications
A recycled CV gets rejected fast at Curtsy (<50 people). They notice.
Skip 'I'm looking for...' — start with is growing fast after their null round and your specific angle on solving it.
The wait-and-hope strategy fails. Follow up on day five — response rates roughly double.
Frequently asked questions
How do I apply to Curtsy?
Through the roles on our Curtsy jobs page, or directly to a founder or department head if you can reach them. At <50 people, direct outreach outperforms the form.
Does Curtsy respond to cold emails?
Not enough data yet on Curtsy's cold email response rates.
Who is the hiring manager at Curtsy?
At this size, hiring is usually run by a founder or department head.
What ATS does Curtsy use?
Curtsy uses Lever.
How competitive is it to get hired at Curtsy?
Typical applicant count for Consumer, Apparel and Cosmetics roles (<50 people): 50-100 in two weeks. Apply fast.
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