Product Design and UX Research Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
This is what we do all day: recruit technology and IT professionals.
Find working specialists across Product Design and UX Research, qualified for the scope you need.
No upfront fee. You pay only if you hire.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
- No upfront fee
- Pay only if you hire
- Technology only
- We reach engineers who aren't on job boards
- Replacement guarantee on standard searches
Need someone now? Call 305-306-4829.
Every title we cover
- Product Designer
- Senior Product Designer
- UX Designer
- UI Designer
- UX Researcher
- Interaction Designer
- Design Systems Designer
- Design Engineer / UX Engineer
- Content Designer / UX Writer
- Head of Design / Design Director
- Junior Product Designer
- Lead Product Designer
- Principal Product Designer
- UX Research Manager
Design and research roles at our firm define the user experience for complex digital tools and consumer platforms. Our designers translate user needs into intuitive interfaces while our researchers uncover the qualitative and quantitative insights that drive innovation. This multidisciplinary approach ensures every interface and interaction is grounded in evidence-based decisions rather than assumption, fostering highly functional and accessible product ecosystems.
We prioritize candidates who exhibit a deep understanding of design systems, accessibility standards, and modern prototyping workflows. Our teams work closely with developers to bridge the gap between static wireframes and functional code. This collaborative environment demands a focus on user journey mapping, design research methodology, and consistent UI execution across various platforms, ensuring a cohesive and high-quality user experience.
What we screen for
Design Systems Proficiency
We evaluate how candidates contribute to and maintain scalable design systems. Successful designers provide clear examples of building reusable components that ensure consistency across large product suites. They understand the relationship between design tokens and production code. Candidates who lack experience working within established design systems or cannot articulate the benefit of component-driven development represent a significant red flag.
UX Research Rigor
Applicants must demonstrate proficiency in planning and executing diverse user research methodologies, from usability testing to ethnographic field studies. We prioritize those who can synthesize complex research findings into actionable design insights. Candidates who struggle to articulate the methodology behind their research choices or who fail to connect findings to specific product decisions are considered a red flag.
Interaction Design Capability
We assess the ability to create complex interactions that balance user comfort with technical feasibility. Designers should showcase their workflow for wireframing and prototyping dynamic states. We look for a focus on micro-interactions that enhance usability. Designers who only provide high-fidelity visuals without explaining the interaction logic or the underlying user flow demonstrate a lack of foundational design thinking.
Content and UX Writing
For roles requiring content design, we examine the candidate's ability to craft clear, concise, and helpful UI copy. They should show how language choices impact user conversion and accessibility. We look for evidence of a voice and tone strategy that aligns with product goals. A lack of attention to accessibility and inclusive language is a major red flag for this role.
Design Engineering Skills
For design engineer applicants, we evaluate their ability to code front-end components while preserving design intent. They must show experience with standard web frameworks and layout engines. We look for candidates who can effectively communicate design constraints to engineering teams. An inability to translate complex design systems into modular, clean, and accessible code is a primary red flag here.
Design Leadership Experience
We assess design directors on their ability to mentor junior talent and drive high-level design vision across product families. They should illustrate their process for aligning design strategy with technical constraints. Leadership candidates must show a history of work through cross-functional team dynamics successfully. A red flag is a leader who manages exclusively through subjective critique rather than evidence-based design standards.
Related skills and ecosystems we cover
- Python
- Java
- .NET / C#
- Go
- Node.js / TypeScript
- React
- Ruby on Rails
- Rust
- C++
- Angular
- Vue
- PHP / Laravel
- Scala
- Kotlin
- Swift
- Elixir
- Django / FastAPI (on Python page)
- Spring Boot (on Java page)
Where we find them
We source talent from professional design teams within software companies that prioritize design-led innovation. We target individuals who present their work at design research gatherings and contributors to open-source design systems. Recruiters look for designers who successfully bridge the gap between design and engineering, often finding them in roles that involve design-to-code pipelines and deep collaboration with front-end engineering teams.
Our internal sourcing focuses on designers who demonstrate a strong grasp of technical constraints and a proven track record of shipping production-ready interfaces. We engage with professionals in interaction-heavy fields like enterprise software, who manage design system components. By focusing on people who combine artistic skill with rigorous research practices, we build a reliable pipeline of design and research specialists.
Dedicated pages in this family
How a Product Design and UX Research search runs
The selection process begins with a portfolio review focusing on problem-solving, research methodology, and final interaction delivery. Shortlisted candidates engage in a design audit or research practical exercise to evaluate their real-world critical thinking. We prioritize discussions about their design process, specifically how they handle feedback and iterate under technical limitations, ensuring they align with our collaborative and highly iterative product workflow.
Final stages involve discussions with cross-functional partners to assess collaborative style and communication skills. We evaluate the candidate's ability to explain their design decisions to technical teams, ensuring they can defend their vision while respecting engineering reality. This process helps us identify designers who are both creatively excellent and pragmatic, guaranteeing their success within our fast-paced development cycles.
What happens next
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
Questions about this search
When will we see a shortlist?
We agree the search plan after checking your requirements for design systems proficiency and ux research rigor, rather than promising a date before the brief is clear. We evaluate how candidates contribute to and maintain scalable design systems.
What if a candidate gets a counteroffer?
We ask what would make someone leave work involving design systems proficiency, and what could make them stay. Before you invest in interviews, we discuss whether your offer changes the problem they want to leave, including the responsibility for design leadership experience.
Should this role be remote or on site?
Experience with design systems proficiency and ux research rigor does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about design leadership experience, so we approach people who can accept the arrangement.
How will you check fit before we interview?
We evaluate how candidates contribute to and maintain scalable design systems. Successful designers provide clear examples of building reusable components that ensure consistency across large product suites. Applicants must demonstrate proficiency in planning and executing diverse user research methodologies, from usability testing to ethnographic field studies.
How does the fee work?
No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering design systems proficiency and ux research rigor in the recruiting agreement before the search proceeds.
What if the hire does not work out?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Make sure the agreed scope includes what you expect of design leadership experience, rather than leaving that discussion until after the start.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
Related roles and stacks
How a search runs
The Six-Step Search
- 1Search Calibration
A call about the work. You get a written search profile.
- 2Market Mapping
We identify the employer backgrounds that fit. You see where we will look.
- 3Professional Contact Intelligence
We identify individual people, not job board applicants.
- 4Persistent Personalized Outreach
Personal outreach and direct follow-through. You get search updates.
- 5Live Candidate Qualification
A recruiter checks stack, scope and motivation in conversation.
- 6Candidate Intelligence and Process Support
You receive a written brief on every person you meet.
Working with Technology Headhunters
What don't you do in a permanent search?
We do not bill by the hour for permanent search or charge a retainer unless one is agreed. We do not treat reposting your job advertisement as headhunting.