Canada Goose Holdings Inc. (NYSE: GOOS; TSX: GOOS) announced the appointment of Patrick Bourke as President, North America, effective February 5, 2026. Bourke will oversee the brand’s North American business with responsibility for driving brand momentum, strengthening retail and wholesale execution, and deepening consumer connections across the region. He will partner closely with the global leadership team to advance the company’s operating imperatives, with a focus on brand heat, strategic channel expansion, and operating with pace and accountability.

Canada Goose has appointed Patrick Bourke as president, North America.
He will lead regional brand growth, retail and wholesale execution, and consumer engagement.
A nearly 10-year company veteran, Bourke has driven strategy, investor relations and cost efficiencies, and will work with global leadership to expand channels, boost momentum and deliver best-in-class consumer experiences.

“Patrick is an action–oriented, high–energy leader with a strong track record of delivering results,” said Dani Reiss, Chairman & CEO of Canada Goose. “He brings deep strategic expertise, commercial acumen, operational rigor, and a collaborative leadership style. Patrick has helped shape and accelerate important revenue growth and profit margin expansion initiatives for our company, and I’m confident he will continue to build momentum across North America.”

Bourke brings a proven commercial track record, having led Investor Relations, Strategy, Business Development, Indirect Procurement and Go-To-Market over his nearly ten years at Canada Goose. He has strengthened the company’s partner ecosystem, advanced key strategic relationships, and supported the company’s global expansion. He is also known as a disciplined cost–management leader, driving meaningful savings through supplier optimization and spend governance. In parallel, he has worked cross–functionally to accelerate go–to–market timelines and simplify processes to better support our evolving product strategy.

“Canada Goose is an exceptional brand with a strong foundation and an incredibly talented team,” said Patrick Bourke. “Stepping into this role, my focus is on working closely across the region to drive meaningful growth and ensure we’re delivering the kind of experiences our consumers expect from us — sharp, agile, and truly best–in–class.”

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Fibre2Fashion News Desk (HU)

Prada Group and Versace have announced the appointment of Pieter Mulier as chief creative officer, effective July 1st, 2026. This choice marks the beginning of a new chapter for the brand.

Throughout his career, Mulier has shaped distinctive aesthetics, contributing to the success of brands such as Raf Simons, Jil Sander, Dior, Calvin Klein and currently Alaia in the role of creative director. Mulier will report to Versace executive chairman Lorenzo Bertelli.

Prada Group and Versace have appointed Pieter Mulier as Chief Creative Officer, effective July 1, 2026.
The appointment marks a new chapter for the brand.
Known for shaping distinctive aesthetics at Raf Simons, Jil Sander, Dior, Calvin Klein and Alaia, Mulier will report to Versace executive chairman Lorenzo Bertelli.
Bertelli expressed confidence in Mulier’s ability to unlock the brand’s full potential.

“When we considered the Versace acquisition, we identified Pieter Mulier as the right person for the brand. We believe that he can truly unlock Versace’s full potential and that he will be able to engage in a fruitful dialogue with the brand’s strong legacy. We are excited to begin this journey together”, said Lorenzo Bertelli, executive chairman of Versace.

Note: The headline, insights, and image of this press release may have been refined by the Fibre2Fashion staff; the rest of the content remains unchanged.

Fibre2Fashion News Desk (SG)

The latest KPMG and Recruitment and Employment Confederation (REC) UK Report on Jobs survey for 2026 signalled a modest improvement in hiring conditions in January, with the pace of decline in permanent placements slowing to its weakest level in 18 months. Temporary billings also returned to growth, though gains remained marginal amid subdued business confidence and tight client budgets.

Permanent staff appointments continued to fall in January. However, the rate of contraction eased compared to late 2025, suggesting some stabilisation in the labour market, said the report based on a survey compiled by S&P Global from responses to around 400 UK recruitment consultancies.

Recruiters linked the softer downturn partly to reduced uncertainty following the government’s recent Budget announcement, which prompted some firms to proceed with hiring plans.

The latest KPMG and REC survey report showed UK hiring conditions stabilising in January 2026, with permanent placements falling at the slowest rate in 18 months and temporary billings returning to marginal growth.
Vacancies continued to decline, though more slowly, while candidate availability rose at a softer pace.
Stronger competition for scarce skills lifted starting salaries and temp wages.

Temporary billings increased for only the second time since May 2024, pointing to cautious reliance on flexible staffing solutions. Despite this, overall vacancies declined again, although the pace of reduction was the second-slowest recorded over the past seven months.

Candidate availability continued to rise at the start of the year, frequently attributed to redundancies and limited job openings. However, the rate of expansion was the softest in 12 months. Growth in permanent candidate numbers slowed markedly, while the increase in temporary staff availability also moderated.

Pay pressures intensified in January as competition for scarce skills drove stronger wage growth. Starting salaries for permanent staff rose at the fastest pace in nearly 18 months, while temporary wage inflation reached its joint-highest level since May 2024.

Demand for staff remained under pressure across the UK. Permanent vacancies contracted at a slightly slower pace than in December but continued to fall more sharply than temporary roles.

Regionally, permanent placements declined at a notably softer rate in the North of England and the Midlands, with the latter recording marginal growth. London and the South continued to see more pronounced reductions. Temporary billings rose sharply in the Midlands and increased in the South for the first time in two years, while the North of England recorded another steep fall. London posted a solid but softer decline.

Sectorally, permanent staff vacancies decreased across all ten monitored job categories. Nursing, medical and care roles saw the sharpest contraction, whereas engineering recorded the mildest decline. In the temporary segment, blue-collar roles were the only category to register growth, albeit marginal. Nursing, medical, care and retail experienced the steepest drops in temporary demand.

Overall, while January data point towards tentative stabilisation, recruitment activity remains constrained by fragile market confidence and ongoing cost pressures.

Commenting on the latest survey results, Lisa Fernihough, head of advisory at KPMG UK said: “After a difficult end to last year, it’s encouraging to start this year with tentative signs that hiring appetites are beginning to improve as chief execs respond to signs of easing uncertainty by starting to push forward with their plans.

“Skills shortages in specialist areas continue to impact the market, particularly where competition for talent remains intense. There are parts of the economy poised for investment, and as skills needs align with greater market stability, we could start to see more consistent improvement in hiring as the year progresses.”

Neil Carberry, REC chief executive, said: “There have been increasing signs from businesses as we enter 2026 that uncertainty on hiring plans is giving way to action. That does not mean a general hiring upswing, but the ‘wait-and-see’ period seems to be ending. Rising temp billings and a levelling off in the permanent market speak to these clearer plans. REC members across the country report a change in tone since the start of the year.

“The decisions firms are now making involve lots of trade-offs, such as whether to create jobs in the UK or elsewhere, or which jobs need the human touch as opposed to an automated solution. A growing, inclusive economy requires high levels of employment—a focus on encouraging firms to create jobs rather than discouraging that investment is more important than ever. So far, the government has struggled to convince businesses it wants them to hire. That has to change in the decisions that are made this year if we are to avoid a continued rise in unemployment.”

Fibre2Fashion News Desk (SG)