Harry’s is a men’s grooming brand that was built out of respect for quality craftsmanship, simple design, modern convenience and for guys who know they shouldn’t have to overpay for a great shave.

Since launching in the US in early 2013, we’ve been blown away by the customer response to our brand, thanks to the over 10 million guys who have trusted Harry’s for a great shave.

As part of our mission to become a global multi-channel grooming brand, we launched Harry’s in the UK in July 2017 and we’re off to a very strong start! We’re just at the beginning of our journey here and we’re excited at what lies ahead.


About the Team

We are a highly strategic function and think through the implications of brand, PR & Retail activity with our brand goals in mind.  We interface and communicate with multiple areas of the business including growth, retail and US Creative and Design.

At Harry's UK we're small but incredibly ambitious, and we've got big plans for the future. We’re fortunate to have all the benefits of a start-up - think fast-paced dynamic work culture, lots of autonomy and hyper-growth - along with the resources and stability that comes with being part of an established global business.

We live and breathe our values, and we strive to work collaboratively every day.

Our London office is located in the heart of Covent Garden and yes, as a start-up we have scooters, unlimited coffee, snacks and as many free shaving products as you require! And don’t worry, facial hair is allowed here at Harry's. We got you. 

Cracking the men’s grooming market is a big job, and we are looking for someone awesome who is up for the challenge.


About the Role

As the Senior PR Manager, you will orchestrate all of Harry’s local PR efforts, understanding market opportunities and dynamics enabling them to unlock interesting ways to amplify Harry’s brand activity. You will be responsible for leading press initiatives and collaborating well with peers across bigger campaigns.

We are looking for someone who knows the world of influencers and “cool” but can also hold their own with business press. Someone who can motivate, inspire and push agency partners all at the same time.


What you will accomplish:

  • Define Harry’s press strategy - Lead the development of our PR strategy, planning a calendar so we know the arc of the 12 months ahead and what steps we'll take with press along the way
  • Set ambitious but achievable goals and hold the internal team and the agency team accountable against them
  • Develop a detailed project plan and manage execution on a daily basis
  • Manage influencer engagement/product seeding, building relationships, and goodwill for the Harry’s brand
  • Corporate Communications for Harry’s - Manage the Co-Founders and GM’s public profile and media opportunities in the market – from speaking engagements, panel participations, to op-eds - gaining their trust and confidence
  • Dynamic voice for our brand - Storytelling, Media Relations, Targeting, Measuring & Coordination
  • Build on existing relationships with journalists, editors, bloggers and publications’ staff, while securing positive quality coverage. 
  • Ensure we are pushing the most compelling points into the creative idea, pulling out the components of our creative narrative that will generate a disproportionate share of engagement and interest
  • Push our agency partner to elevate our understanding of the evolving press landscape, ensuring they adjust our efforts to reflect the evolving market context.


This should describe you:

  • Be comfortable ‘managing up’, provide direct feedback to the team on press engagements, always thinking of how we can better position them to the public.
  • Be a dynamic voice for our brand - Storytelling, Media Relations, Targeting, Measuring & Coordination
  • Strong knowledge of all public relations communication tactics; must know how/when to execute, including but not limited to messaging/content creation, media relations, community relations, and events
  • Build on existing relationships with journalists, editors, bloggers and publications’ staff, while securing positive quality coverage. 
  • You should always have a finger on the latest trends, know who’s driving popular culture and be thinking of ways to be a part of it.
  • Sense of humor -- we take our work seriously and ourselves un-seriously
  • You are a self-starter who takes initiative to explore


Here's who you'll work with:

  • An experienced brand team that includes specialists in brand development, shopper marketing, product innovation, consumer insights and best in class creative communications
  • Top tier external agencies that work as an extension of the brand team
  • Cross-functional partners that have grown some of the most successful DTC brands in the world 


Are you interested in this position?

You can apply online or via E-Mail:

If you have any Questions don´t hesitate to contact Mr. Florian Sünkel


Harry’s Inc. started in 2013 with simple, fairly priced products that delivered an amazing experience to guys every day. Since then, Harry’s expanded to the UK, developed relationships with retailers such as Target and Walmart, expanded our grooming brand into a personal care powerhouse, and launched a women’s brand called Flamingo.

The key to our success? Our amazing people. From chemists, mechanical engineers, CX associates, to creative directors, sourcing managers, and logistics specialists, Harry’s team is comprised of some of the most brilliant, diverse, and humble people you’ll ever meet.

Our brands answer unmet consumer needs, but our company is a place of inclusion and innovation that attracts some of the brightest minds across industries, geographies, and backgrounds. Whether we have a team of 3 or 300, our core values and our startup mentality remain; we value continuous improvement and learning, teamwork and collaboration, creative problem solving, and open and direct dialogue and feedback. Come for the coffee and free products, stay for the amazing, passionate culture.


Harry’s is committed to bringing together individuals from different backgrounds and perspectives. We strive to create an inclusive environment where everyone can thrive, feel a sense of belonging, and do great work together.

Harry’s is an Equal Opportunity Employer, providing equal employment and advancement opportunities to all individuals. We recruit, hire and promote into all job levels the most qualified applicants without regard to race, color, creed, national origin, religion, sex (including pregnancy, childbirth and related medical conditions), parental status, age, disability, genetic information, citizenship status, veteran status, gender identity or expression, transgender status, sexual orientation, marital, family or partnership status, political affiliation or activities, military service, domestic violence victim status, arrest/conviction record, sexual or reproductive health decisions, caregiver status, credit history immigration status, unemployment status, traits historically associated with race, including but not limited to hair texture and protective hairstyles or any other status protected under applicable federal, state and local laws. Harry’s commitment to providing equal employment opportunities extends to all aspects of employment, including job assignment, compensation, discipline and access to benefits and training.

We respect the laws enforced by the EEOC and are dedicated to going above and beyond in fostering diversity across our company.

Apply for this Job

* Required

U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Harry's are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.