FOR CANDIDATES

Customer leadership roles, found properly.

Senior and executive customer roles, a straight assessment of each one, and a partner who backs the match. Here is where to start.

WHO WE ARE

Stellify is a customer-first recruitment partner, specialising in senior and executive roles inside the customer function. We are based in Liverpool and work UK-wide. The name means to make a star, and that is the belief behind the work: potential becomes exceptional when it is shaped with clarity and intent.

WHAT WE DO

We place customer leaders across the whole customer function, up to board level. For you, that means real roles, a clear brief on each one, and an honest view of whether it is right before you commit.

Customer Experience

CX Director, Head of Customer Experience, Director of Voice of Customer, Head of Service Design, CX Strategy Lead.

Customer Success

Customer Success Director, Head of Client Management, Head of Account Management, Head of Retention, VP Customer Success.

Customer Operations

Customer Operations Director, Head of Resource Planning, Head of Real Time, Head of Performance, Head of Quality, Customer COO.

Customer Service

Customer Service Director, Head of Complaints, Complaints Director, Head of Vulnerable Customers, Contact Centre Director.

Customer Leadership, Board Level

Chief Customer Officer, Chief Experience Officer, Customer Director, Managing Director Customer.

Customer Transformation

Customer Transformation Director, Head of Customer Change, Programme Director, Head of CX Transformation.

Customer Insight & Analytics

Head of Customer Insight, Director of Analytics, Head of Voice of Customer, Customer Data Lead.

Looking for a different role?

Get in touch and we can help.

The sectors we work across

Financial Services & Insurance

Where trust, conduct and complaints carry regulatory weight.

Regulated Essentials

Energy, water, telecoms and transport, under real public scrutiny.

Housing & Public Services

Tenant satisfaction and standards make leadership board-level.

Retail & Consumer

Experience drives loyalty, repeat custom and reputation.

Technology & Subscription

Retention and expansion decide whether the business scales.

Industrial & B2B

 Service and account leadership behind complex, high-value relationships.

How we do it

We start by getting to know you, what you do and the kind of leader you are. From there we work with you the whole way, from the search through to landing the role, and on to the hires you make once you are in it.

WATCH

How we support candidates

"Customer operations and CX functions are changing fast, and transactional executive search no longer fits. Stellify starts with diagnostic insight, so the role is properly defined and aligned to the business strategy. They challenge assumptions and work with leadership teams to make sure the position makes structural sense. Evidence-led, and built to last."
James Revell Head Judge CCMA
"Katy has placed me in my last three leadership roles over the past ten years. She is honest, direct and above all great at making the right match for your career and for the business. No one else I would trust with my search."
Joanne Shaw Head of Customer Insights
"Katy has always been my go-to contact. She understands the complexities of social housing without being limited on how we compare to the wider customer landscape. I would trust Katy with my career and to hire my senior team."
Kelly Nasr Director of Customer Social Housing
FROM THE BLOG

Featured Reading

Hire in the fast period. It saves you a year.

By Katy Bevan • September 15, 2026
Maximising impact; Hire new leaders in peak. Every September the same questions come up with customer leaders who experience a type of winter peak. Is the contact centre resourced. In 2026 the questions have moved on. Will the systems hold? Is the AI we put into the service layer going to help or hurt? Have we moved far enough since last peak to measure it? Peak has become a proof question. And most businesses are still hiring for it the wrong way round. The old assumption: Don't bring a senior leader in during peak. Too much noise, too late to feel the benefits. Let them start in the new year when it's calm and they'll be ready for next time. Recruit in the slow period, impact in the fast one. Sounds sensible... Yet it’s the option that easily means impact needs to wait 12 months. Measurable impact for senior leaders has shifted from 9 down to 6 months, and in some cases as little as 3 months (the benefits of fresh eyes and board backing!) so there's no longer a need for a 6 month pre-peak integration for leaders. The bigger risk is waiting 6 months for impact that can be felt in 3. A September decision: Brief the search now, gain clarity on what you need and commit to the hiring process, and you could see someone join ready to experience peak first hand and start building on impact immediately. Transformational leaders can be available on short notice and be in time to impact your business performance. One leader put it to me in an interesting way last week: the value is in being there while it's happening. The question for September: Who do you need in the customer function to be there, and actively transforming, through this peak and into the next? If you haven't hired them yet, decide now, while the pressure is visible and the learning is free. Waiting for calm moves the risk a year down the road.
FROM THE BLOG

Featured Reading

Hire in the fast period. It saves you a year.

By Katy Bevan • September 15, 2026
Maximising impact; Hire new leaders in peak. Every September the same questions come up with customer leaders who experience a type of winter peak. Is the contact centre resourced. In 2026 the questions have moved on. Will the systems hold? Is the AI we put into the service layer going to help or hurt? Have we moved far enough since last peak to measure it? Peak has become a proof question. And most businesses are still hiring for it the wrong way round. The old assumption: Don't bring a senior leader in during peak. Too much noise, too late to feel the benefits. Let them start in the new year when it's calm and they'll be ready for next time. Recruit in the slow period, impact in the fast one. Sounds sensible... Yet it’s the option that easily means impact needs to wait 12 months. Measurable impact for senior leaders has shifted from 9 down to 6 months, and in some cases as little as 3 months (the benefits of fresh eyes and board backing!) so there's no longer a need for a 6 month pre-peak integration for leaders. The bigger risk is waiting 6 months for impact that can be felt in 3. A September decision: Brief the search now, gain clarity on what you need and commit to the hiring process, and you could see someone join ready to experience peak first hand and start building on impact immediately. Transformational leaders can be available on short notice and be in time to impact your business performance. One leader put it to me in an interesting way last week: the value is in being there while it's happening. The question for September: Who do you need in the customer function to be there, and actively transforming, through this peak and into the next? If you haven't hired them yet, decide now, while the pressure is visible and the learning is free. Waiting for calm moves the risk a year down the road.

FAQs

  • Do I need to be actively job hunting to register with Stellify?

    No. Many of the leaders we place were not on the market when we first spoke. Register and we will keep you in mind for the right role, and tell you plainly when one is not it.

  • Which customer roles does Stellify recruit for candidates?

    Senior and executive customer roles, director to C-suite, up to Chief Customer Officer, across experience, success, operations, service, transformation, insight and board-level leadership. We do not place junior, advisor or contact centre agent roles.

  • Will my details be kept confidential?

    Yes. We only share your details with a client once we have spoken and you have agreed to go forward for a specific role. Nothing goes out without your say-so.

  • What is the client portal, and do candidates use it?

    The portal is where our clients view and feed back on their shortlist. As a candidate you deal directly with us, and we keep you informed at every stage of a live search.

  • How do I get the most from working with Stellify?

    Tell us what you want from your next move, not just your current title. The clearer you are on the outcome you are after, the better we can match you and brief you before any introduction.

Not ready to apply?

Let's still talk.

Register with us and we will keep you in mind for the right role, and tell you honestly when one is not it.