Data
Data Executive Search
Retained executive search for data leaders, working across the US, UK, EU and UAE.
Trusted by tech teams from start-ups to globally recognised brands
“Extremely responsive and professional service. Had a great recruitment experience. Highly recommend Consortia as a talent acquisition partner.”
Pierre C. · AI Program Lead
Overview
When a data hire really matters, a contingent search rarely reaches the right people. Consortia runs retained data executive search across every level of data expertise, from Chief Data Officers and Heads of Data to hard-to-find senior analysts, engineers and scientists, connecting clients with people who bring both technical depth and commercial insight.
Recruiting in data since 2010 has built a network on lasting relationships: many professionals started their careers with us and now hire through us, which gives clients access to people who are not looking and would not answer an advert. Our senior recruiters stay involved from briefing to placement, delivering detailed shortlists with clear reasoning. Our Executive Search page explains how our retained process works.
How we recruit data executives
Businesses across tech, finance, health, retail and gaming are investing in data, from analysts through to AI leaders. Pay and hybrid expectations shape candidate decisions, so we track both to keep offers aligned. Increasingly, clients use retained search not only for leadership but for senior specialists in analytics, engineering and science, where the strongest roles are rarely advertised. We work across the UK, Europe, the US and the UAE.
Permanent Recruitment
Permanent hires for specialist and leadership roles across technology teams.
Contract Recruitment
Day-rate and fixed-term specialists for projects, change programmes and interim cover.
Fractional Data Leadership
Executive Search
Retained search for technology leaders and hard-to-find specialists.
Customer Stories
How we've helped
Packages
How data leadership packages are put together
Pay for senior data and AI leaders has moved quickly. A package agreed two years ago can be a poor guide to what the same role needs now. Published figures date fast, so we benchmark each role as it comes up.
What shapes the package
- AI in the remit. Roles that include AI direction draw on a smaller, more sought-after group of people.
- Maturity. Building a data function from the start is a different hire from leading an established one.
- Reporting line. A Chief Data Officer on the executive team is paid differently from a Head of Data reporting into technology.
- Regulation. Finance, health and other regulated sectors need leaders who have worked under those rules.
- The mix. Base salary, bonus and equity or a long-term incentive plan each carry different weight by company.
- What the person leaves behind. Unvested equity, a pending bonus and notice period all affect what it takes to move someone.
A benchmark for your role
Before a search begins, we benchmark the package against the current market for that specific role. You'll know where your offer sits and who it is likely to attract.
Speak To A Consultant In ConfidenceAlready have a written brief? Send it to us.
Senior data leader considering a move? Talk to us in confidence.
Live jobs
Live Data jobs
- Permanent
Product Analyst
Lisbon · Hybrid
€45,000 - €50,000 per annum
View role - Permanent
Data Scientist
Remote
£80,000 - £110,000 per annum
View role - Contract
Data Architect / Data Modeler Contract
London · On-site
£600 - £700 per day
View role - Permanent
Insight Manager
London · Hybrid
£62,000 - £70,000 per annum
View role - Permanent
Data Analyst
Remote
£30,000 - £35,000 per annum
View role - Permanent
Data Engineer
London · Hybrid
£80,000 - £120,000 per annum
View role
Related roles
Other roles our Data recruiters fill
Data Science
Data scientists across modelling, experimentation and applied research, permanent and contract.
ExploreData Engineering
Data engineers across pipelines, platforms and ML infrastructure, permanent and contract.
ExploreMachine Learning Engineers
Machine learning engineers who train, deploy and maintain models in production, permanent and contract.
Explore
FAQs
Frequently asked questions
Should we hire a Chief Data Officer or a Head of Data?
A Chief Data Officer usually sits at executive level, owning data across the business, including governance, regulation and how data supports the company's plans. A Head of Data typically leads the data team and its delivery. Larger or regulated organisations often need a CDO. Many growing businesses are better served by a strong Head of Data first.
Is data executive search only for leadership roles?
No. Leadership roles make up most of this work. Some specialist data hires need the same approach. A first data hire who will build the function can be as hard to find as a Chief Data Officer. So can a scientist or engineer with rare experience in an area such as fraud, pricing or a regulated sector. People like this are rarely on job boards. Where an exclusive search would do the job, we will say so.
How do you assess commercial insight in a senior data candidate?
We ask which business decisions their work changed, how they chose where to invest and how they explained the value of data to a board or executive team. Strong data leaders talk about outcomes, trade-offs and cost as readily as technology. Technical depth still matters, but on its own it rarely makes a senior data hire succeed.
Who should a senior data leader report to?
It varies. Data leaders report to the CEO, CTO, CFO or COO, depending on whether data is seen mainly as a business asset, a technology function or a finance tool. The reporting line signals how seriously the business takes data, and senior candidates notice. It is worth deciding before the search, as it shapes who will be interested.
What makes a data leadership role attractive to someone who is not looking?
A clear mandate, real support from the leadership team and an honest picture of the current state of the data. Senior candidates want to know what they can change, what budget they will have and why the role exists now. Salary matters, but vague roles with no sponsor are often turned down regardless.
How do I start working with Consortia?
Clients can get in touch to discuss a brief, and candidates are welcome to register their interest. The quickest route is our contact page or a call to +44 203 397 4565, and one of our consultants will pick things up from there.
For clients
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