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Consortia
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UX

UX Executive Search

Retained executive search for UX leaders, working across the US, UK, EU and UAE.

Trusted by tech teams from start-ups to globally recognised brands

  • eBay
  • Ocado
  • Sainsbury's
  • Bose
  • LexisNexis
  • Entain
  • babylon
  • Paymentsense
  • FNZ
  • Auto1
  • Synthace
  • PokerStars
  • eConsult
  • Lloyds Pharmacy
Five-star review
“An extremely smooth experience, with quality candidates and outstanding precision throughout the process.”

Johanna B. · Talent Acquisition Manager, PropTech

5.0 on Google from 200+ reviews

Overview

Design leadership roles vary more than most. The same title can mean leading a small product design team, or running research, content and brand as well. Consortia runs retained executive search for senior UX roles, from Head of Design to Chief Design Officer, with a structured, exclusive process.

Most of these searches are for leaders. Some are for specialists with a rare mix of skills, or a first designer who will shape a small team.

Retained means the search has our consultants' full attention. We approach people directly, including many who are not looking. Our Executive Search page explains how our retained process works.

How we recruit UX executives

More UX professionals are open to moving, yet investment in leadership roles has tightened, which raises both the volume of applicants and the competition for the best ones. Executive search cuts through that, identifying and engaging the few genuinely right leaders rather than adding to the pile. We also support role scoping, benchmarking and team-structure planning. We work across the UK, Europe, the US and the UAE.

Customer Stories

How we've helped

View all case studies

Packages

How design leadership packages are put together

Where design reports says a lot about how a design leader is paid. A Chief Design Officer who sits on the executive team is a different hire from a Design Director reporting into product. We don't publish figures because the roles vary this much.

What shapes the package

  • Reporting line. A seat at the executive table usually comes with a different package, including equity.
  • Breadth. The role may cover product design alone, or research, content and brand as well.
  • Team size. Leading eight designers and leading eighty are different jobs.
  • 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 Confidence

Already have a written brief? Send it to us.

Senior design leader considering a move? Talk to us in confidence.

Live jobs

Live UX jobs

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Related roles

Other roles our UX recruiters fill

FAQs

Frequently asked questions

Why is it hard to find the right design leader when so many designers are open to a move?

More UX professionals are open to moving, so senior roles attract a lot of applicants. At the same time, investment in design leadership has tightened, and the leaders who fit a specific brief are still few. Volume makes the right people harder to spot. A retained search focuses on identifying and approaching them directly.

Do you only search for design leaders?

No. Most of our UX executive searches are for leadership roles, but some hires below that level need the same approach. That might be a first designer who will shape a small product team. It might be a specialist whose mix of skills is rare, such as a design systems lead or a researcher with deep experience in a regulated sector. These searches cost more, so if an exclusive search would do the job, we will tell you.

How do you assess a design leader's influence beyond the design team?

We ask for examples of design changing a business or product decision. That might be securing investment in research, shaping a product direction or changing how a company measures customer experience. We also look at how they work with product, engineering and executive peers. Senior design leaders who can show that influence stand out.

Where should a senior design leader report?

Commonly to the Chief Product Officer, the CEO or sometimes the CTO. The reporting line affects how much influence design has on product decisions, and senior candidates notice it straight away. Whatever you choose, being clear about how design will take part in leadership discussions helps attract stronger people.

Can you help plan the design team structure before we hire a leader?

Yes. We can help you think through the shape of the team, the balance of specialists and generalists, and what the leader will need to build. That makes the brief clearer and the role more attractive. Some businesses prefer to let the new leader shape the team, which is worth stating in the brief so candidates know what they will own.

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

Need help hiring?

Tell us the role and we'll come back inside a working day with the consultants who know the market.

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For candidates

Looking for work?

Browse live tech roles or send us your CV. A specialist consultant reviews every submission.

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