Jobs Garments/Textiles/Buying And Merchandising, BSCIC, Fatullah, Narayanganj, Dhaka (2026)

19/08/2026

WE ARE HIRING!
Management Trainee Officer (MTO) – Product Development

Zaber & Zubair Fabrics Limited (Noman Group) is looking for a talented and motivated Management Trainee Officer (MTO) to join our Product Development team under the Sales & Marketing Department.

Position Information
Position: Management Trainee Officer (MTO) – Product Development
Department: Sales & Marketing
Section: Product Development
Location: Tongi, Gazipur

Job Responsibilities

• Manage product development, technical specifications, and tech pack preparation from concept to approval.
• Evaluate design feasibility, identify development risks, and coordinate with relevant departments.
• Source and ensure timely availability and quality of fabrics, trims, accessories, and other materials.
• Coordinate sampling, testing, customer comments, approvals, and timely submissions.
• Maintain development and production documentation while ensuring customer, quality, compliance, and sustainability requirements.
• Ensure proper handover to Planning & Production and support initial bulk production to achieve approved standards.

Requirements
• B.Sc. in Textile Engineering is mandatory; no alternative discipline will be considered.
• Excellent spoken and written English with strong communication skills.
• Sound knowledge of fabric construction, dyeing, printing, finishing, and made-up processes.
• Proficiency in MS Excel, PowerPoint, and Word.
• Strong attention to detail with the ability to manage multiple developments within deadlines.
• Fresh graduates are encouraged to apply. Exposure to home textiles or apparel product development will be an advantage.

Compensation & Benefits
• Competitive salary package with yearly salary review.
• 2 Festival Bonuses & Mobile Bill.
• Subsidized Lunch Facility.
• Fair Price Shop Facility.
• Friendly and supportive work environment.

Application Details
Application Deadline: August 30, 2026
Email: [email protected]
Subject: Application for “MTO- Product Development”

*Only Shortlisted candidates will be contacted.

19/08/2026

🚨 URGENT HIRING | Ha-Meem Group | Merchandising

Ha-Meem Group, one of Bangladesh’s leading RMG conglomerates, is expanding its Merchandising Team and looking for experienced professionals to join our growing team.

📌 Open Positions

🔹 Merchandiser – R&D/Production | 5–7 years | Strong costing expertise required

🔹 Senior Merchandiser / Team Lead | 8–10 years

🔹 Assistant Manager – Merchandising | 12–15 years

⭐ Preference: Candidates with NEXT buyer experience will be highly preferred.

Product category : Woven /Denim, Top/Bottom, Outerwear

📩 How to Apply
Send your updated CV to

[email protected]

Subject: Mention the position title

🗓 Application Deadline: 28 Aug 2026
📍 Location: Ashulia, Bangladesh

🔁 Please share or tag qualified professionals who may be a good fit.

19/08/2026

Your team may not say “I trust you.”
But they’ll show it in 9 small ways.

In leadership, trust matters.

It’s the foundation everything else is built on.

9 signs your team trusts you:

✦ They defend you when you’re not in the room
✦ They give you the benefit of the doubt
✦ They come to you first with concerns
✦ They ask for help when they need it
✦ They stay when things get hard
✦ They give you honest feedback
✦ They show up as themselves
✦ They take risks without fear
✦ They protect your time

A key lesson in leadership?

Great teams aren’t held together by titles.
They’re held together by trust.

And trust like that doesn’t happen by accident.

It often grows in the moments when you:

— Listened a little longer than expected
— Made space for mistakes without judgment
— Noticed something was off before they said a word
— Saw the person before the performance

Those moments add up.

If you’re recognizing even a few of these signs?

Something meaningful is happening.

You might not have noticed it building.
But your team did.

♻️ If this resonates, repost for your network.

18/08/2026

There are 10 habits behind every healthy leadership team:

(The average team runs maybe 3 of them)

Ask most leaders how their week went and they'll tell you how busy it was.

But busy isn't the same as healthy.
A healthy leadership team runs on a pulse, not on the founder's availability.

That pulse is what keeps everyone aligned and issues small, without you standing in the middle of it.

Here's what that looks like week to week:

1️⃣ Meetings are same day, same time, no exceptions
↳ The Level 10 Meeting never gets shuffled around calendars.
↳ The pulse is the discipline.

2️⃣ They keep the leadership team small and clear
↳ Right people, right seats, and only those people.
↳ A tight team decides faster than a crowded one.

3️⃣ They open with the Scorecard
↳ A handful of numbers, each owned by name.
↳ You catch trouble in the data before it becomes a fire.

4️⃣ They check every Rock, on or off
↳ On-track or off-track, nothing fuzzy.
↳ Off-track Rocks drop straight onto the Issues List.

5️⃣ They report in headlines, not stories
↳ Customer and employee updates take five minutes, not fifty.
↳ Anything worth solving becomes an issue.

6️⃣ They build one Issues list and prioritize it
↳ Everything unresolved goes in one place.
↳ The team picks the three that matter most this week.

7️⃣ They IDS Issues
↳ Identify the real root, discuss it once, solve it for good.
↳ Not the symptom, or a rerun of last week.

8️⃣ They solve without the founder.
↳ The Visionary isn't the tiebreaker on everything.
↳ A healthy team lands most calls without waiting on you.

9️⃣ They close with clear owners and to-dos
↳ Every solved issue becomes a to-do with one name and a due date.
↳ This way there's no confusion about what needs to be done.

🔟 They rate meetings out of 10
↳ Anything under an 8 gets named, so next week beats this week.
↳ Most leaders right now would rate their meetings a 4.

90 minutes done right on Monday saves you a week of fires.

📥Save this and run through it with your leadership team next time.

♻️ Share this to help a leader whose meetings need it.

13/08/2026

The first 5 minutes of a crisis reveal the leader.

Crisis leadership is not tested.
When the plan is working.

It is tested when the room gets noisy.

When the facts are incomplete.
When the team is looking up.
When every signal from the leader gets read.

A rushed decision
➝ creates avoidable damage.

A vague instruction
➝ gets interpreted 4 different ways.

Silence from the top
➝ creates more fear than clarity.

That first window matters.

Because the team is not looking for perfect certainty.

They are looking for someone.
Who still has the thread?

The strongest leaders slow the room down.

Not to delay action.
To create usable clarity.

They say:

Here’s what we know.
Here’s what we don’t.
Here’s the 1 thing we’re solving right now.

That sequence cuts noise fast.
It gives the team a centre.

Then the next moves matter.

➝ Win 1 small thing first.
➝ Put ownership in writing.
➝ End with a next step.
➝ Set the next check-in before people leave.

Before:

Noise.
Guessing.
Mixed signals.
Scattered action.

After:

Thread.
Focus.
Owner.
Next move.

That is composure.

Not as a mood.
As a practiced system.

The infographic below breaks down:

✔️ 12 crisis leadership moves
✔️ How strong executives stay calm
✔️ How to keep the team moving under pressure

P.S. Which move do you rely on most when pressure hits?

13/08/2026

You don’t lose your best people overnight.

First, they feel unseen. Then, they feel overworked.

Here’s the kicker:

94% of employees say they’d stay longer if they saw opportunities to grow.

High performers don’t quit because of money or titles. They quit when:

↳ Their growth stalls
↳ Their hard work feels invisible
↳ Their energy runs dry because no one’s paying attention

Here are 7 signs your star employee is about to quit and what to do about it before it’s too late:

1️⃣ They Seem Overwhelmed
High performers get more work because they’re trusted
Ask: “What’s overwhelming you right now?”
Rebalance or shift their tasks to lighten the load

2️⃣ They’re Always ‘On’
Working late. Skipping breaks. Always online
Model balance and show they don’t need to burn out

3️⃣ They Don’t See Their Impact
Top talent can lose sight of the bigger picture
Remind them: “Here’s how your work makes a difference.”

4️⃣ They’re Not Getting Recognized
Big wins matter, but so do small victories
A quick “Great job on that” can boost morale

5️⃣ They Feel Stuck
Without growth, they’ll look elsewhere
Offer stretch projects or leadership roles to inspire them

6️⃣ They’re Not Being Heard
High performers want ownership, not just tasks
Ask for their input and let them lead key projects

7️⃣ They’re Running Low on Energy
Ask: “How’s your energy this week?”
It’s a simple way to uncover burnout early

Final advice:

Don’t wait for the resignation letter.
It’s often too late by then.

Act now to show your best people they matter.

♻️ Share this to help leaders keep their top talent

13/08/2026

We’re Hiring: Executive / Senior Executive, Merchandising (Woven)

📍 Uttara, Dhaka | 🏢 Renaissance Group | 🕒 Full-time (On-site)

Renaissance Group is looking for a proactive and commercially driven Executive / Senior Executive, Merchandising (Woven) to join our Merchandising team.

Key Responsibilities:
• Maintain regular communication with buyers and understand customer requirements
• Coordinate product development, sample development, and buyer approvals
• Manage the process from sample development to bulk ex*****on
• Prepare and monitor the T&A calendar to ensure timely ex*****on
• Handle costing, sourcing, and product development activities
• Coordinate fabric and trims booking and follow up on required documents
• Maintain CP and workbook processes and ensure timely updates
• Coordinate with buyers, suppliers, and internal teams for smooth order ex*****on

Requirements:
• 3–5 years of relevant experience in Woven Merchandising
• Experience handling UK-based customers, preferably George, Next, Tesco, and Sainsbury’s
• Strong knowledge of costing, sourcing, product development, and bulk ex*****on
• Experience in CP maintenance and workbook processes
• Hands-on experience with ERP systems will be highly regarded
• Strong communication, coordination, negotiation, and problem-solving skills

What We Offer:
• Competitive compensation and benefits package
• Mobile bill and insurance coverage
• Partially subsidized lunch
• Two festival bonuses
• Annual salary review
• Other benefits as per company policy

📩 Interested candidates are invited to send their CV to: [email protected]

📅 Application Deadline: August 20, 2026
📝 Subject line: Application for the post of Executive / Senior Executive, Merchandising (Woven)

🔁 Feel free to share this opportunity within your network.

12/08/2026

Leadership first ✅️

What separates healthy, high-trust team cultures from fragile, conflict-ridden workplaces? It is not the absence of disagreement, but the psychologica safety to challenge ideas without destroying relationships.

Disagreeing without burning bridges requires framing debate around curiosity rather than conflict. When you use thoughtful phrases like "Help me understand your thinking,"'"I see it differently," or "Let's pressure test this together," you shift the dynamic from who is right to what is true. You replace defensiveness with mutual respect, validating another's perspective while still courageously standing by your own.

True leaders recognize that a healthy team isn't one where everyone agrees--it is where everyone feels safe enough to disagree. By seeking to understand before being understood, validating shared goals, and reframing pushback as collaborative problem-solving, you build unshakeable trust. Embracing respectful dialogue turns friction into innovation, strengthens team unity, and ensures that differing opinions elevate your collective success rather than tear it down.

Disagreement doesn't have to divide us--when grounded in respect and empathy, it becomes the ultimate catalyst for wisdom and growth.

Ready to master the ultimate blueprint of human-centric leadership and build a high-trust culture where open, respectful communication drives extraordinary results? Order copies of my book The Blueprint of Leadership on Amazon for your entire team today. A healthy team isn't one where everyone agrees-it is one where everyone feels safe enough to disagree, collaborate, and grow together.

11/08/2026

12 Signs of a toxic leader.

04/08/2026

Behaviours That Make People Want to Work With You

If you want to be someone people naturally want to collaborate with, focus on behaviours that build trust, clarity, and respect.

Small, repeatable behaviours compound into strong, trusted relationships that make others want to work with you.

Each small positive behaviour reinforces the next.

Over time, these habits create a pattern that others associate with reliability, integrity, and competence.

This pattern becomes the foundation for strong, trusting relationships that make others want to work with you.

Here are 12 proven habits from leadership and collaboration experts:

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Jobs Garments/Textiles/Buying And Merchandising

19/08/2026

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