Function · Digital, ecommerce and omnichannel
Digital leadership for a client relationship without compromise.
Executive search for Chief Digital Officers and ecommerce, omnichannel, CRM and clienteling leaders across luxury and premium consumer businesses.
The appointment
The digital mandate in luxury has moved beyond online sales. It connects client intelligence, content, retail, service, product availability and the operating systems behind them. The right leader must modernise the business while preserving the human, selective and sensorial qualities that create distinction.
The organisations
Luxury groups and maisons, premium consumer brands, department stores, hospitality businesses, digital platforms and investor-backed companies building direct client relationships.
Leadership briefs
- Chief Digital Officer
- Ecommerce and digital commerce leadership
- Omnichannel and connected-retail leadership
- CRM, loyalty, clienteling and customer data
- Digital product and experience leadership
- Digital transformation and platform leadership
Reading the field
We assess commercial outcomes, transformation leadership, product judgement, data fluency and the ability to influence creative, retail and technology stakeholders. Leaders must distinguish useful innovation from activity and design an operating model the organisation can sustain.
Questions behind the brief
- Is the mandate commercial, transformational or both?
- Where should digital ownership sit in the executive team?
- How can data improve relevance without weakening privacy or trust?
- Which capabilities should be built internally?
How we conduct a retained search
A longlist is not an answer. The work is to define the change the appointment must deliver, establish where credible leaders may be found and distinguish reputation from evidence. Luxury Executive works on an exclusive retained basis, with senior attention from the first market hypothesis to the final negotiation.
- Define the decision: agree the business outcome, governance and constraints.
- Build the field: examine direct, adjacent and international talent markets.
- Engage with discretion: approach people chosen for the brief, not simply those looking for a role.
- Test the evidence: assess judgement, achievement, motivation and context.
- Stay through appointment: advise on selection, references, negotiation and transition.
Practical questions
How is the engagement structured?
Board and C-suite searches are accepted on an exclusive retained basis. The mandate covers research, market mapping, confidential approach, assessment, referencing and advice through appointment.
Will the search extend beyond luxury?
Where the brief calls for it. We consider relevant leaders in consumer, hospitality, technology, financial services and investment, then test whether their experience will travel. Adjacency is useful only when the evidence is convincing.
Can the work be international?
Yes. Luxury Executive is headquartered in London and conducts cross-border assignments across Europe, the Americas, the Middle East and Asia-Pacific.
What is the first step?
A confidential client enquiry or a call to the London office. We will discuss the decision, timing and whether search, succession advice or market intelligence is the right starting point.
The right search begins with a better brief.
Tell us about the appointment, the ownership context and what must change.
Brief a confidential search