Jobs Garments/Textiles/Buying And Merchandising

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19/06/2026

🔉 Epic Group is looking for experienced and dynamic professionals to join our Merchandising team. ⬇️

📌 Open Position: Sr. Executive – Merchandising (Woven Garments)
📌 Vacancy: 02
📍 Job Location: Tejgaon

✔️ Key Requirements:

◾ Bachelor's degree in Textile Engineering

◾ 3–5 years of experience in merchandising within the apparel manufacturing industry, preferably in woven garments

◾ Strong knowledge of order management, costing, product development, and production follow-up

◾ Good at booking and buyer management

◾ Experience in handling buyer communication and coordinating with cross-functional teams

◾ Sound understanding of fabrics, trims, garment construction, and critical path management

◾ Ability to work under pressure and manage multiple orders simultaneously

👩💼 Female candidates are encouraged to apply.

⬇️ How to Apply: 👉 If you are interested in being a part of our ever-dynamic workforce, please send your updated resume to 📧 [email protected]

✍️ Please mention the position title in the subject line of your email.

⬇️ Note: Only candidates who closely match the requirements will be contacted for an interview. We appreciate the time and effort of all applicants.

The hard truth most CEOs take years to learn(myself included):The path to great leadership isn’t what most expect.It tak...
19/06/2026

The hard truth most CEOs take years to learn
(myself included):

The path to great leadership isn’t what most expect.

It takes more than charisma, intelligence, or vision.

Exceptional leadership comes down to three
critical pillars:

🎯 Pillar 1: Self-Leadership

↳ Your team's ceiling is your floor.
If you're not growing, they're stuck.

↳ Emotional control is about responding not reacting.

↳ The best decisions come when you're at your best.
Prioritize sleep, exercise, and mental clarity.

↳ Your actions speak so loudly, people can't hear
what you're saying.

💫 Pillar 2: People Leadership

↳ Trust is built in drops but lost in buckets.
Every interaction either builds or erodes it.

↳ Great leaders don't create followers,
they create more leaders.

↳ The way you handle someone's mistake shapes
how the entire team innovates.

↳ Culture isn't what you say, it's what you
consistently reward and tolerate.

🚀 Pillar 3: Strategic Leadership

↳ Vision without ex*****on is hallucination.
You need both to succeed.

↳ The best strategies aren't complex, they're
crystal clear and consistently executed.

↳ Innovation happens at the edges of your
comfort zone.

↳ Your calendar never lies, it shows what
you truly prioritize.

Want the shortcut to exceptional leadership?

There isn't one.

Becoming an exceptional leader starts with
small shifts.

A 1% improvement each day compounds to
37x growth in a year.

The leaders who get this?
They're the ones who make history.
=====
♻ Repost to help your network.

Most leaders run lousy 1:1 meetings.Here’s how to make them great.A 1:1 is often the only protected space where you get ...
19/06/2026

Most leaders run lousy 1:1 meetings.

Here’s how to make them great.

A 1:1 is often the only protected space where you get someone’s full attention.
But still, most of these conversations never get past surface-level.

Updates. Deadlines. Status checks.
Helpful? Sure.
Transformational? Not even close.

Those meetings keep projects moving,
but leaders miss the opportunity to discover what really matters to their team:

→ What they want.
→ What they fear.
→ Where they’re struggling.
→ Where they want to go.

If you want real insight (not just information) you need better questions.
Questions that get you to real insight, fast.

Here are 10 that consistently help:

1️⃣ Where are you stuck right now?
↳ Creates space to name challenges you might not be seeing.

2️⃣ How are you feeling?
↳ Reveals their mental and emotional state before it turns into performance issues.

3️⃣ In your opinion, what matters most over the next 90 days?
↳ Checks alignment without making them guess.

4️⃣ Am I supporting you in the right way?
↳ Surfaces how they experience your leadership.

5️⃣ What would need to be true for this to feel like a “dream job”?
↳ Uncovers friction, unmet needs, or hidden aspirations.

6️⃣ Where do you feel like you’re adding the most value right now?
↳ Shows where they feel most confident and where they need a lift.

7️⃣ What are you interested in learning or taking on next?
↳ Signals that growth isn’t an annual-review event.

8️⃣ What do you need from me right now?
↳ Invites candor and builds trust.

9️⃣ Is anything slowing you down that I might not see?
↳ Reveals blockers you can remove immediately.

🔟 What’s one thing that would make this week a little easier?
↳ Gives you a quick, meaningful win as a leader.

Great 1:1s aren’t about ticking boxes.
They’re about understanding what actually motivates your people so you can help them thrive, not just perform.

One more tip:

Great 1:1s don’t just come from better questions.
They come from a leader who’s self-aware, steady, and clear.

♻️ Repost this to help other leaders organize effective 1:1s.

The most disruptive thing in a leader's day isn't a crisis.It's the constant drip of “urgent” messages...I check message...
19/06/2026

The most disruptive thing in a leader's day isn't a crisis.

It's the constant drip of “urgent” messages...

I check messages twice a day and no more.

Outside of those windows, I'm unavailable, unless something's genuinely on fire, in which case they call me.

And when the phone actually rings, I know it matters.

Most leaders I work with have never tried this.

They think their team needs them available every hour. They don't.

They just need to know when you're coming back.

Give people a window and they chill out.

Take it away and they chase you all day for things that weren't urgent to begin with.

That's just one of nine boundaries every executive needs to set.

Here's the full list 👇

1️⃣ Set fixed windows for communication
↳ Two fixed windows a day. Outside of those, you're unavailable.

2️⃣ Decline "update" meetings
↳ Meetings are for decisions. Everything else is a written update.

3️⃣ Create separate communication channels
↳ A call means it matters. A Slack message means it can wait.

4️⃣ Review decisions, not drafts
↳ You review final decisions. Someone else can be the fresh pair of eyes.

5️⃣ Never solve the same problem twice
↳ If the same issue lands on your desk twice, fix the root cause.

6️⃣ Don't entertain "got a sec?" moments
↳ If it's urgent, book time. If not, send a written update.

7️⃣ Delegate fully and remove yourself
↳ When the decision is done, leave. Don't wait just in case.

8️⃣ Protect your time before 9 or after 6
↳ Early mornings are for thinking. Evenings are for the people outside work.

9️⃣ Stop saying "yes" in the moment
↳ Saying yes positions you as always available. Give decisions breathing room.

At the executive level, saying yes to everything isn't helpful. It's a liability.

If you say yes to everything, your time is seen as having no value.

You stop being seen as an expert and start being seen as available.

No one is coming to save you from your inability to draw the line.

And the boundaries you don't set only become the obstacles you can get past.

Real influence isn't about dominating conversations.10 ways to make people lean in & listen👇🏼You see it every day. The l...
19/06/2026

Real influence isn't about dominating conversations.

10 ways to make people lean in & listen👇🏼

You see it every day.

The loudest voices command attention, while the most valuable insights often go unheard.

The moves below transform how others respond, without you having to fight for attention.

10 Power Moves of Quiet Influence:

1. The Power Pause
↳ When silence becomes your superpower
↳ 3-second pause before responding

2. The Presence Switch
↳ Your thoughtful responses outweigh reactive decisions
↳ "I'll give this my focused attention at [specific time]"

3. The Calm Creator
↳ Your composed pace becomes everyone's north star
↳ Lower your voice slightly when stakes are high

4. The Trust Accelerator
↳ People come over-prepared because they value your input
↳ Take visible notes, then reference others' key points

5. The Direction Shift
↳ Your questions transform scattered talks into clear action
↳ Ask "What would make the next step obvious?"

6. The Priority Pull
↳ Your focus becomes the room's focus
↳ Keep your phone face-down, others will follow

7. The Tension Breaker
↳ People visibly exhale when you enter heated discussions
↳ "Help me understand what success looks like here"

8. The Clarity Check
↳ Your reality checks transform confusion into action
↳ "Let's confirm what we're solving for"

9. The Boundary Master
↳ Your limits inspire others to honor their own
↳ "I'm blocking time for this priority"

10. The Impact Loop
↳ Your phrases become team vocabulary without effort
↳ Try: "Are we addressing the root cause?"

Your power lies in the subtle moves.

Let them amplify your impact.

Which move will you try today? Share below 👇🏼

--

♻️ Repost to help your network build their quiet confidence

There are three kinds of leaders in the world. The most dangerous type is one you'd least suspect:We're often told that ...
19/06/2026

There are three kinds of leaders in the world.

The most dangerous type is one you'd least suspect:

We're often told that good leaders are "nice".

But I would have to disagree.

There's a significant gap between "nice" and "kind", and it might be the most important thing I've learned about leading people.

Let me walk you through it.

The toxic leader, you can spot a mile off:

🔴 They move the target, then act like you're the one who missed
🔴 Bad behavior slides as long as the numbers are good
🔴 They've got favorites, and they call it instinct
🔴 You never quite know where you stand with them
🔴 They talk a lot more than they listen
🔴 Wins are theirs, losses are yours
🔴 Every decision runs through them

You learn pretty quick not to trust that person.

Then there's the "nice" leader.
That's the one that gets good people.

Because on the surface, it looks like they care:

🟡 Everyone's busy, nobody's clear
🟡 A quiet room feels like a healthy one to them
🟡 They let problems sit instead of just saying the thing
🟡 Their feedback is so gentle you can't do anything with it
🟡 They soften the truth until there's nothing left to act on
🟡 They think being around all the time is the same as leading
🟡 They protect the one who's struggling and quietly let everyone else carry it

But an important thing that gets overlooked with these kinds of leaders.

Staying silent to keep everyone comfortable isn't kindness.
Only avoidance with a friendly face.

And over time, it teaches your best people that the truth doesn't really live here.

Then there's the kind leader:

🟢 They expect a lot, and they're right there helping you get there
🟢 They care about you and still hold you to the seat you're in
🟢 They name the issue while it's still small enough to fix
🟢 They leave the whole team better than they found it
🟢 Same standard for everyone, no exceptions
🟢 Their feedback actually helps you
🟢 You always know where you stand

That's the one to be.

Kind was never "soft".

Kind has the hard conversation because it respects you too much not to.
Nice protects how you feel today. Kind protects who you're becoming.

So please, don't mistake kindness for weakness.

Have you ever had a leader hold you to a high bar and help you reach it?
Tag them!

♻️ Share it with a leader who'd recognize themselves in it.

19/06/2026

Why Everyone Should Build An
Al Coach.

18/06/2026

7 Skill that turn managers into leaders worth following.

Careers are built on being indispensable.Executive careers are built on becoming scalable.Most high achievers never get ...
18/06/2026

Careers are built on being indispensable.

Executive careers are built on becoming scalable.

Most high achievers never get the memo when the leadership rubric changes.

So they keep doing more of what got them here.

More solving.
More proving.
More rescuing.
More [something else].

I learned this the hard way.

7 signs you're still leading at your previous level:

1. You enter meetings too late.
→ Strategic influence is built before the meeting.

2. You solve problems your team should own.
→ Leaders scale through others, not personal heroics.

3. You lead with detail before direction.
→ Lead with the business risk, opportunity, or recommendation.

4. You keep proving competence.
→ Stop re-earning trust you've already earned.

5. You confuse visibility with influence.
→ Influence shapes decisions in the room you're not in.

6. You hold onto ex*****on too long.
→ Senior leaders are evaluated on leverage and judgment.

7. You mistake feedback for the full story.
→ Promotions are shaped by calibration conversations, too.

You're not being evaluated on what you can do.

You're being evaluated on what others can do because of you.

That's the leadership transition most senior leaders are never taught.

What leadership habit did you have to outgrow to reach your next level?

♻️ Repost for the senior leader still trying to solve a calibration problem with more effort.

7 rules separate unstoppable teams from those that crumble.Yet most leaders just focus on hiring top talent, thinking th...
18/06/2026

7 rules separate unstoppable teams from those that crumble.

Yet most leaders just focus on hiring top talent, thinking that's the whole equation.

I've watched talented teams collapse.
And every time, the problem wasn't the people.

It's what was built around them that was lacking:

❌ A clear action plan
❌ The rights to make key decisions
❌ Room to push back when things don't seem to work

And talent - structure = expensive confusion.

Today, if I had to write the rules to build winning teams, it'd be these 7:

1️⃣ Define the purpose

🏅 Write down what you're building and why in one sentence. Make sure everyone understands and can repeat it back.

2️⃣ Cross-train every key role

🏅 Identify your three most critical roles and make sure at least one other person can cover each one.

3️⃣ Determine your values

🏅 Define them clearly and make sure every hire, process, and standard you set reflects them.

4️⃣ Set decision rights

🏅 Map which decisions belong to leadership and which belong to the team, then share it openly.

5️⃣ Create short-term wins

🏅 Set targets your team can hit within the week and call them out loud when they do.

6️⃣ Make roles clear

🏅 Take good note when there is a disagreement, and settle it the same day.

7️⃣ Make space for healthy debates

🏅 Build one structured debate into your weekly rhythm to surface what people aren't saying.

The goal was never to collect the best players in the room.

It was to build an environment and a structure where good people stop playing it safe and start doing the best work of their careers.

So don't blame them when you haven't given them a coherent playbook.
And instead, build an action plan that boosts your player's performance.

Which one of these is your team missing right now?
Let me know in the comments.

♻️ Repost to help others build and scale.

Address

BSCIC, Fatullah, Narayanganj
Dhaka

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