That is why the Creative Roles Companies Are Hiring For in 2026 look slightly different from the roles that dominated the market a few years ago. Creativity still matters, but it is now being assessed alongside product thinking, strategic judgement, digital fluency and the ability to work in fast-moving environments.

From where we sit, the strongest creative hires are often the people who can move comfortably between ideas and execution. They understand craft, but they also understand users, teams, technology and commercial context.

At TDA, we work closely with design, product and technology teams, and we are seeing a clear pattern. Companies still value creative talent, but they are becoming much more precise about the kind of creative capability they need.

Product designers who can connect user needs with business goals

Product design continues to be one of the most in-demand creative roles in 2026.

That is because product designers often sit at the centre of digital decision-making. They are not only responsible for how a product looks or feels. They help teams understand user needs, improve journeys, test ideas, work through constraints and create experiences that support wider business goals.

The strongest product designers can move between research, UX, UI, prototyping, product thinking and collaboration with engineering teams. They understand that a good product experience is not created through design craft alone. It comes from asking better questions, making considered decisions and understanding the context around the work.

For companies, product designers are especially valuable when digital products are becoming more complex. A business may be scaling a platform, launching a new feature, improving conversion, reducing friction or trying to create a clearer experience for users.

For candidates, this means product design portfolios need to show more than final screens. Hiring teams want to see the thinking behind the work: the problem, the process, the trade-offs, the decisions and the impact.

UX designers with strong research and problem-solving skills

UX design remains a critical area of creative hiring, but the expectations around the role are becoming more mature.

Companies are looking for UX designers who can go beyond wireframes and user flows. They want people who can understand behaviour, identify friction, interpret research and help teams make better product decisions.

In 2026, UX designers are particularly valuable in organisations where customer journeys have become fragmented or difficult to navigate. This is common in fast-growing businesses, enterprise platforms, financial technology, ecommerce, SaaS and digital services where user experience has a direct impact on trust and performance.

The strongest UX designers bring structure to uncertainty. They help teams understand what users are trying to do, where the experience is breaking down and which problems are worth solving first.

What we see every day is that companies are paying closer attention to how UX designers think. A polished case study is useful, but hiring teams increasingly want to understand how a designer approached the problem, what evidence shaped the work and how they influenced the team around them.

UI designers who bring clarity, consistency and craft

UI design is still in demand, particularly when businesses need to improve the quality, consistency and usability of their digital products.

There has been a lot of conversation around AI and automation in visual design, but we are not seeing companies move away from the need for strong UI talent. What is changing is the level of judgement expected.

A strong UI designer in 2026 needs more than an eye for layout. They need to understand hierarchy, accessibility, interaction patterns, responsive design, design systems and the details that make a product feel intuitive and trustworthy.

This is especially important for businesses with complex platforms or multiple digital touchpoints. Without strong UI thinking, products can quickly become inconsistent, difficult to use or disconnected from the brand.

For companies, UI designers bring value when they can combine visual quality with practical product understanding. For candidates, the strongest portfolios are usually those that show both craft and reasoning. Hiring teams want to know why design choices were made, not just whether the final result looks good.

Design systems specialists who help teams scale

Design systems specialists are becoming increasingly important as businesses grow their digital products and teams.

A design system is not just a set of components. When built well, it creates consistency, improves collaboration and helps teams move faster without sacrificing quality. That makes design systems talent highly valuable for companies scaling across products, markets or platforms.

In 2026, businesses are looking for people who can think beyond the visual library. They need designers who understand governance, adoption, accessibility, documentation and how design systems work alongside engineering teams.

This role often requires a particular kind of creative discipline. It is not just about making new things. It is about creating structure that helps other people make better things more consistently.

For companies, design systems specialists can reduce duplication, improve product quality and support long-term scalability. For candidates, it is a strong area of specialism because it combines craft, systems thinking and cross-functional influence.

Brand designers who understand digital experience

Brand design remains important, but the role is evolving.

Companies are not only hiring brand designers to create visual identities or campaign assets. They are looking for people who can help a brand behave consistently across digital products, social platforms, content, customer journeys and internal communications.

A strong brand designer in 2026 understands that brand is not just how a business looks. It is how people experience and remember it. That means brand design is becoming more closely connected to digital experience, storytelling, motion, interaction and trust.

This is particularly relevant for companies operating in competitive markets where differentiation is difficult. A clear, confident brand can help a business feel more credible, more human and easier to understand.

Time and again, we notice that the most valuable brand designers are those who can work across both identity and application. They can create distinctive creative work, but they can also understand how that work needs to live across real customer touchpoints.

Creative directors and design leaders who can shape direction

Senior creative and design leadership roles are also in demand, particularly for businesses that are growing quickly or trying to mature their creative function.

Companies are looking for leaders who can do more than oversee output. They need people who can set direction, guide teams, influence stakeholders and make sure creative decisions support wider business goals.

This is not always easy to hire for. A strong creative leader needs a blend of taste, judgement, communication, commercial awareness and emotional intelligence. They need to protect the quality of the work while also helping teams navigate constraints, feedback and changing priorities.

For scale-ups and larger organisations, this kind of leadership can be especially important. As teams grow, creative work can become fragmented. A strong design or creative leader brings focus, consistency and confidence.

From our vantage point, senior creative hiring requires careful search and calibration. The right person is not simply the most experienced candidate. It is the person whose leadership style, creative standards and way of working fit the stage and ambition of the business.

Content designers who make products easier to understand

Content design is becoming a more important part of creative hiring, especially within product-led businesses.

As digital products become more complex, companies need people who can make information clearer, journeys easier and decisions simpler for users. Content designers help shape the words, structure and logic of digital experiences.

This role is often underestimated, but it can have a significant impact on usability. A confusing product journey is not always a visual design problem. Sometimes the issue is unclear language, poor hierarchy, inconsistent terminology or a lack of guidance at the right moment.

Content designers bring clarity to those moments. They work closely with UX, product, research and sometimes legal or compliance teams to make sure users can understand what is happening and what they need to do next.

For businesses in sectors such as finance, healthcare, SaaS and enterprise technology, this kind of clarity can be especially valuable.

Motion and interaction designers who bring digital products to life

Motion and interaction design are also becoming more relevant as companies look for digital experiences that feel more intuitive, responsive and distinctive.

This does not mean adding movement for the sake of it. The best motion and interaction designers understand how behaviour, timing and feedback can improve usability. They know how to guide attention, support navigation and make digital experiences feel more natural.

As products become more interactive and AI-led interfaces become more common, this area of design may become even more important. Businesses will need designers who can think carefully about how people move through experiences, how systems respond and how interactions build confidence.

For candidates, this is a valuable area of creative specialism. For companies, it can help create products that feel more considered and easier to use.

Why creative roles are becoming more specialist

The common thread across these roles is not simply creativity. It is context.

Companies are not just hiring creative people to produce more work. They are hiring creative specialists to solve more specific problems. They need people who can improve products, strengthen brands, build systems, shape journeys and help teams make better decisions.

That is why specialist creative recruitment has become more important. The difference between a product designer, UX designer, UI designer, brand designer, content designer and design systems specialist is not always obvious from a job title alone. But those differences matter when a business is trying to make the right hire.

TDA’s design recruitment specialism is shaped around this understanding. We work with businesses to clarify what kind of creative talent they need, and with candidates to understand where their experience can have the most meaningful impact.

Creative hiring in 2026 needs clearer thinking

The Creative Roles Companies Are Hiring For in 2026 show how much the market has matured.

Businesses still need imagination, originality and craft. But they also need people who can think clearly, collaborate well and understand the wider impact of their work.

For candidates, this is an opportunity to be more specific about the value they bring. For companies, it is a reminder that strong creative hiring starts with role clarity, not just a job advert.

The right creative hire can help a business build better products, stronger brands and more thoughtful customer experiences. But finding that person means understanding the difference between general creative ability and the specific capability a team needs next.

If you are thinking about the creative talent your business needs for its next stage of growth, start a conversation with TDA.

The post The Most In-Demand Creative Roles Companies Are Hiring For in 2026 appeared first on We are TDA.

In our experience working with design, product and technology teams, the strongest UI UX hiring conversations are no longer just about whether someone can design an interface. They are about how that person thinks, how they collaborates, how they handles complexity and how their work contributes to the wider direction of a product or business.

For candidates, this means the way you present your experience matters. For hiring teams, it means the brief needs to be sharper than “we need a UI UX designer”. The market is more nuanced than that now, especially across senior, specialist and product-led roles.

At TDA, we have seen this shift across the design community for some time. The businesses making the strongest hires are usually the ones that understand what kind of design value they need before they start searching for it.

UI UX designer jobs in 2026 are more closely tied to product and business outcomes

Design is no longer treated as the final stage of a product build. In many organisations, UI UX designers are now involved much earlier, helping teams understand user needs, shape product decisions and improve digital experiences before they become expensive to change.

That shift has changed what companies look for.

Hiring teams want designers who can move beyond aesthetics and understand the purpose behind the work. They want to see how a designer approaches problems, interprets user insight, works with product and engineering teams, and makes decisions that support both the user and the business.

This does not mean every UI UX designer needs to become a commercial strategist. It does mean that design work is being assessed in context. A strong interface matters, but companies also want to understand why it was designed that way, what problem it solved and what changed as a result.

For candidates, this means portfolios need to show more than finished screens. They need to show the thinking behind the work. What was the challenge? What constraints shaped the project? What did you learn from users? Where did you compromise? What impact did the work have?

For companies, it means job descriptions need to be honest and specific. If the role needs product thinking, stakeholder influence, research maturity or design systems experience, that should be clear from the start.

Strong craft still matters, but judgement matters too

There is still real value in high-quality UI craft. Users feel the quality of a product through the interface: the layout, hierarchy, interaction patterns, accessibility, responsiveness and overall clarity of the experience.

But in 2026, craft on its own is rarely enough.

The designers companies remember are often the ones who can explain their choices clearly. They understand when to simplify, when to challenge an assumption and when to use an existing design system rather than creating something from scratch. They can balance user needs with technical realities and business priorities without losing sight of the experience.

This is especially important for senior UI UX designer jobs. Seniority is not just about having more years behind you. It is about judgement. Senior designers are expected to create clarity, influence decisions and raise the quality of thinking around the work.

We have found that companies are often looking for designers who can bring calm to complex environments. Someone who can sit between product, engineering, leadership and users, and help make better decisions without adding noise.

Product thinking is becoming a real advantage

One of the biggest shifts in UI UX hiring is the growing importance of product thinking.

Companies want designers who understand how their work fits into a wider product environment. They want people who can think about priority, value, usability, feasibility and long-term impact. This is particularly true across scale-ups, technology businesses, financial services, ecommerce, AI-led products and organisations going through digital transformation.

A product-minded designer is not just asking, “How should this look?” They are asking, “What are we trying to solve, and why does it matter?”

That question changes the quality of the work.

It helps designers make better decisions. It helps teams avoid unnecessary features. It helps products become clearer, more useful and more aligned with the people they are built for.

For candidates, product thinking can be shown through case studies that explain decisions, not just outputs. For hiring teams, it is worth exploring how someone handles ambiguity. The best interview conversations often come when a designer is asked to talk through the thinking behind a project, not just present the end result.

AI is changing the workflow, not replacing design judgement

AI is now part of the design conversation, and it will continue to shape UI UX designer jobs in 2026. But the most useful conversations are not based on panic or hype.

From what we are seeing, companies are not simply looking for designers who can list AI tools on a CV. They are looking for people who can use new tools thoughtfully.

AI can support parts of the design process, from research synthesis and idea generation to prototyping and content exploration. Used well, it can help designers move faster and explore more options. But it does not replace the judgement needed to understand users, interpret context, design inclusively or make thoughtful product decisions.

In many ways, AI makes human judgement more important. When tools can generate options quickly, the value sits in knowing which options are right, which are risky and which need to be questioned.

For candidates, it is useful to talk about AI in practical terms. How has it improved your process? Where have you used it carefully? How do you validate what it produces? How do you make sure the work still reflects real user needs?

For companies, AI fluency should be part of the conversation, but it should not become a shortcut for assessing design ability. Tool knowledge matters, but it is not the same as design maturity.

Communication is now one of the most important design skills

UI UX designers rarely work in isolation. They work with product managers, engineers, researchers, data teams, leadership, marketing, brand and customer-facing teams. That makes communication a core part of the role.

The best designers are not always the loudest voices in the room. Often, they are the people who can explain complexity clearly, listen well, ask the right questions and help teams make better decisions.

This matters because many design challenges are not purely design problems. They are alignment problems. They involve competing priorities, unclear briefs, technical constraints or assumptions about what users need.

A strong UI UX designer can help create shared understanding. They can explain why a design decision matters, where a user journey is breaking down, or why accessibility needs to be considered earlier in the process.

For candidates, this is something hiring teams notice in interviews. They are not only looking at the work. They are listening to how you explain it. Can you talk about your decisions with clarity? Can you reflect on what you would do differently? Can you respond to questions without becoming defensive?

For employers, it is important to assess communication fairly. The goal is not to hire the most polished presenter. It is to understand how someone thinks, collaborates and contributes to better work.

What candidates should focus on

For designers exploring UI UX designer jobs in 2026, the strongest applications will show clarity.

That means being clear about the type of work you do best, the environments where you add value and the level of responsibility you are ready for. A portfolio should still show quality and craft, but it should also show how you think.

Hiring teams want to see evidence of decision-making, collaboration, user understanding and impact. They want to know what role you played, what challenge you were solving and how your work helped move something forward.

It is also worth being honest about your strengths. Not every UI UX designer needs to be a researcher, design systems expert, AI specialist and product strategist all at once. The strongest candidates usually understand what they bring and can explain it with confidence.

What companies should look for

For companies hiring UI UX designers in 2026, clarity at the start will save time later.

Before going to market, it is worth asking what the business really needs. Is this a UI-focused role? A UX research-led role? A product designer? A senior individual contributor? A design systems specialist? A design lead who can influence stakeholders and shape direction?

These distinctions matter.

A vague brief often attracts the wrong people or creates a hiring process where candidates are assessed against shifting expectations. A clearer brief helps companies identify the right talent and gives candidates a better sense of whether the role is genuinely right for them.

This is where specialist market understanding can make a difference. The best person for a role may not be actively applying. They may be open to the right conversation, but only if the opportunity is positioned with care, context and respect for their experience.

TDA’s design recruitment specialism is built around that kind of understanding: knowing the design market, staying close to the community and helping businesses make more confident hiring decisions.

A more thoughtful UI UX hiring market

The demand for UI UX designers is not disappearing in 2026. It is becoming more considered.

Companies are looking for designers who can combine craft with judgement, user understanding with product thinking, and creativity with commercial awareness. Candidates are looking for roles where their thinking is valued, their work has impact and their experience is understood properly.

The best hiring decisions will come from clarity on both sides. Clear roles. Clear expectations. Clear conversations about what good design needs to achieve.

For businesses building design, product and technology teams, and for senior talent thinking carefully about their next move, this is a market that rewards thoughtful decisions over rushed ones.

If you are exploring what UI UX talent could mean for your next stage of growth, or you are considering your next design opportunity, start a conversation with TDA.

The post UI UX Designer Jobs in 2026: What Companies Are Really Looking For appeared first on We are TDA.

The role of design has changed significantly over the past decade. It is no longer seen as a final visual layer applied to a product, brand or digital experience. In many organisations, design now sits at the centre of product strategy, customer experience, innovation, accessibility and growth.

That shift has changed the way companies need to hire.

A strong designer is not just someone with a polished portfolio. They may need to understand research, product thinking, design systems, stakeholder management, inclusive design, AI-enabled workflows and the commercial realities behind the work. For senior roles, the expectations are even higher. Businesses are often looking for people who can influence direction, improve team maturity and bring clarity to complex product environments.

In our experience, this is where specialist design recruitment agencies can make a meaningful difference. Not because hiring companies need more CVs, but because they need better context, stronger judgement and a clearer route to the right people.

Design hiring is no longer one-size-fits-all

One of the biggest challenges in design recruitment is that job titles do not always tell the full story.

A business may say it needs a UI designer, UX designer, product designer, design lead or head of design, but the actual need underneath that title can vary significantly. One company may need someone to improve a fragmented user journey. Another may need a senior designer to bring structure to a design system. Another may need a design leader who can influence stakeholders and shape how design is understood across the organisation.

These are very different hires.

When the brief is unclear, the hiring process can quickly become difficult. Candidates may be assessed against changing expectations. Hiring teams may compare people with very different strengths. Strong talent may be overlooked because the business has not fully defined what success looks like in the role.

Specialist design recruitment agencies help by bringing structure to that early thinking. At TDA, we often find that the most important work happens before a role goes to market. It is about understanding the team, the product, the stage of growth, the gaps in capability and the kind of design impact the business needs next.

That clarity makes the search more focused. It also gives candidates a better, more honest view of the opportunity.

The best design talent is not always actively looking

For many businesses, one of the hardest parts of design hiring is access.

Strong designers, particularly at senior and specialist level, are not always actively applying for jobs. Many are settled in their current roles, selective about their next move or only open to opportunities that feel genuinely aligned with their experience and ambitions.

This is especially true in design communities where reputation, trust and timing matter. A generic job advert is unlikely to reach the full market. Even when it does, it may not communicate the role with enough depth to engage the right people.

Specialist design recruitment agencies often have access to talent networks that have been built over years, not weeks. That matters. It means conversations can happen with people who may not be visible through traditional application routes.

At TDA, community has always been central to the way we work. Through long-term relationships, roundtables, events and design leadership conversations, we stay close to the people shaping the industry. That gives us a more grounded understanding of what candidates are looking for, what concerns they may have and what kind of opportunities are likely to resonate.

For businesses, that kind of access can be the difference between filling a role and finding the person who can genuinely move the team forward.

Specialist knowledge helps businesses assess design more fairly

Design can be difficult to assess well.

A portfolio can look impressive, but it may not always show the full picture. A designer may present beautiful work without showing the constraints, collaboration, trade-offs or outcomes behind it. Another candidate may have less polished presentation skills but much stronger strategic judgement, research understanding or product impact.

This is where general hiring processes can struggle.

Specialist design recruitment agencies understand the difference between surface-level quality and deeper design maturity. They know what to look for in a portfolio, but they also know what questions to ask around context, decision-making, stakeholder influence and measurable impact.

In senior design hiring, this becomes even more important. Businesses are not simply hiring for output. They are hiring for judgement, leadership, communication and the ability to work across disciplines.

In our experience, the strongest candidates are often those who can explain how they think. They can talk about why decisions were made, what they learned from users, how they handled competing priorities and how their work supported wider business goals.

A specialist recruitment partner can help bring that evidence into focus, so hiring teams are not relying on job titles, assumptions or presentation polish alone.

The market has become more competitive for senior design talent

Businesses are also turning to specialist design recruitment agencies because senior design hiring is becoming more competitive.

As companies invest more heavily in digital products, customer experience and brand trust, they need designers who can work at a higher level of influence. This is particularly true across technology, financial services, ecommerce, AI, SaaS, sports, media and fast-scaling product businesses.

The challenge is that many companies are looking for similar qualities: strong craft, product thinking, research awareness, communication skills, design systems experience and the ability to operate in complex environments.

That creates pressure.

When several businesses are trying to attract the same type of talent, the way a role is positioned matters. Candidates want to understand the product, the team, the level of influence, the leadership environment, the design maturity and the realistic scope of the role. They are not only asking, “Is this a good job?” They are asking, “Can I do meaningful work here?”

Specialist design recruitment agencies can help companies answer that question more clearly. They can also give honest feedback when a role, salary, structure or process is unlikely to compete in the market.

That kind of advice is not always easy to hear, but it is often what leads to better hiring outcomes.

A stronger process creates a stronger candidate experience

Design candidates notice the quality of a hiring process.

They notice whether the brief is clear. They notice whether interviewers are aligned. They notice whether the task is reasonable, whether feedback is thoughtful and whether the company seems to understand the role it is hiring for.

This matters because senior candidates are often assessing the business as carefully as the business is assessing them.

A poor process can weaken confidence, even when the role itself is strong. A thoughtful process, on the other hand, can build trust. It shows candidates that the company values design, respects their time and has a clear sense of what it wants to build.

Specialist design recruitment agencies can help shape this process. That might include clarifying the interview stages, aligning stakeholders, improving the role brief, advising on portfolio reviews or supporting offer conversations.

At TDA, we see recruitment as a partnership rather than a transaction. That means staying close through the process, helping both sides communicate clearly and making sure decisions are grounded in the right information.

The aim is not to rush a hire. It is to help businesses make confident decisions and help candidates understand whether the opportunity is right for them.

Design hiring needs context, not just speed

Speed matters in recruitment, but speed without clarity can create risk.

Hiring the wrong designer can have a real cost. It can slow product delivery, weaken team confidence, create misalignment between departments and affect the quality of the user experience. This is particularly true when hiring into senior, strategic or business-critical roles.

That is one reason businesses are looking for more specialist support. They do not just want someone who can move quickly. They want someone who understands the design market, the expectations of senior talent and the difference between a good candidate and the right candidate.

A specialist design recruitment agency brings context to those decisions. It can help companies understand where the market is moving, what candidates expect, which skills are genuinely important and how to approach hiring in a way that supports long-term team growth.

For TDA, that context comes from working across design, product and technology, and from staying connected to the communities where specialist talent is already having the conversations that shape the industry.

When a specialist design recruitment agency makes sense

Not every design hire needs the same level of support. Some roles are straightforward, well-defined and easy to reach through direct applications.

Specialist support becomes more valuable when the role is senior, niche, urgent, confidential, difficult to define or critical to the next stage of growth.

It can also be valuable when a business is building a design function for the first time, expanding into a new market, hiring after a period of change or trying to access candidates who are not actively looking.

The most effective partnerships usually begin with honest questions. What does the business need this person to change, improve or unlock? What kind of environment will they be joining? What does success look like after six months? Where does design sit in the wider organisation?

Those questions help move the conversation beyond filling a vacancy and towards building the right capability.

A more considered way to hire design talent

Businesses are turning to specialist design recruitment agencies because design hiring now requires more than reach. It requires understanding.

The right designer can improve products, strengthen teams, influence decisions and help businesses create more thoughtful experiences for the people they serve. But finding that person means looking beyond job titles and portfolios alone.

It means understanding the role properly, reaching the right talent, assessing the right evidence and creating a process that gives both sides confidence.

For businesses growing design, product and technology teams, this is where specialist knowledge can make the difference. Not by making the process louder or more complicated, but by making it clearer.

If you are thinking about how specialist design talent could support your next stage of growth, start a conversation with TDA.

The post Why Businesses Are Turning to Specialist Design Recruitment Agencies appeared first on We are TDA.

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Rain-soaked but unstoppable.

May 14th threw some wild weather our way, torrential rain, wild winds, but that didn’t stop 30 brilliant Product and Design leaders from showing up at Sixpoint Brewery in Brookfield Place.

This was a casual meet-up with a powerful impact:

• Great people
• Real conversations
• A space built for connection

Our very own Gary Charles, Director of Product at TDA, helped kick things off and set the tone for the night. From Founders to Heads of Product to Design leads, the vibe was relaxed, authentic, and deeply energising.

Massive thank you to everyone who turned up, umbrellas, soaked shoes and all, for a night of meaningful conversation and community. You’re the real MVPs

The Wrap-Up

This night wasn’t about name tags and surface-level chat, they were about creating real connections, sharing real insight, and pushing the boundaries of leadership and innovation together.

Stay tuned, we’ve got more events on the horizon!

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There’s nothing quite like the magic that happens when the right people come together in the right room, and at this unforgettable night in New York City, that’s exactly what we created.

C-Suite conversations 60 floors up this was all about real talk, real connection, and real impact.

Here’s a behind-the-scenes look at what went down at our Chief Innovation Dinner!

15 C-Suite leaders. 60 floors up. One powerful night.

What happens when you bring CTOs, CEOs, Founders, and Chief Innovation Officers together over dinner in the sky? You get an evening of bold ideas, fresh perspectives, and serious connection.

Hosted at the stunning Manhatta, our Chief Innovation Dinner welcomed leaders from some of the most forward-thinking companies out there, including Bark, US Chamber of Commerce, Victoria Beckham Beauty, Enfusion, Oliver Wyman, Bloomberg, Huge, and more.

This wasn’t your average networking event…

With expert facilitation from the brilliant Teresa Brazen, we created space for high-level, honest conversations about the challenges and opportunities innovation leaders are facing right now. From leadership coaching over starters to a curated seat shuffle mid-course (yes, we really did that), every detail was designed to build real, human connection.

A huge thank you to Teresa for guiding the room with such intention, and to all our guests for bringing the energy, openness, and vulnerability. You made the night unforgettable.

The Wrap-Up

This night wasn’t about name tags and surface-level chat, they were about creating real connections, sharing real insight, and pushing the boundaries of leadership and innovation together.

Stay tuned, we’ve got more events on the horizon!

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Understanding the Confluence of Technologies: AI, Cyber, Data, and Regulations in a Sustainable World

Cristina Dolan, an entrepreneur and global exec technology & cyber leader, joins us to discuss how AI, cybersecurity, data management, and ESG considerations are shaping the future of technology.

Are you an Executive or Board Member that is:

• Selling products and services to drive digital transformation?
• Building products for the next wave of digital transformation?
• Utilizing data and technology for a competitive advantage and increased productivity?
• Delivering strategies on the adoption of advanced technologies for growth?

Cristina Dolan entrepreneur and global exec technology and cyber leader joined TDA to discuss how to navigate the complex tech landscape!

About

Are you ready to navigate the complex and rapidly evolving tech landscape? This introductory presentation offers insights to the critical areas shaping the future of technology: Artificial Intelligence (AI), Cybersecurity, Data Management, and Regulations, all woven together with the ever-growing importance of Environmental, Social, and Governance (ESG) considerations.  Many organizations are struggling to manage the accelerated pandemic-driven digital transformation.  Harnessing the opportunities requires deeper understanding as leaders in the financial industry predict a seven to ten percent global growth rate in GDP from the advances in data-driven technologies which promise to redefine the landscape of our economy and society.

The acceleration of technology-driven innovation fueled by compounded data growth of 61% (IDC) has the potential to solve problems while changing the landscape of how we live and work.  Past industrial revolutions introduced new products that were enabled by the confluence of new technologies, for example, Henry Ford’s profound impact on the social and economic landscape of the 20^th century.  Predictions of seven to ten percent growth in global GDP growth are expected from the confluence of today’s evolving technologies, primarily driven by increasing data, growing compute power and new technologies.  This introduces the opportunity to solve some of the world’s biggest problems, for example, healthcare, which is the third United Nations Sustainability Development Goal, as the number of healthcare professionals declines in many developed countries.

This whirlwind of new technologies promising to solve all the world’s problems as excitement builds about the potential of AI has also led to confusion and concern about the future.  Data-driven innovation also creates risks which include cyber risk, which has been weaponized by nation-states while driving revenue for countries like North Korea.  The regulatory landscape has also changed, as nations struggle to contain risks and set guard rails. 

Join us to learn about the evolution of data-driven technologies that are launching Industry 5.0.  Sustainability of organizations requires innovation and adoption, and organizations that do not embrace the opportunities of digital transformation will not survive.  Organizations are still adopting to the accelerated transformations that were required by the pandemic, and the required speed of digital transformation has not slowed down.

Cristina Dolan is an award-winning cybersecurity executive, engineer, computer scientist, and entrepreneur, driving transformation in security, data, fintech, and telecom. She co-founded a groundbreaking cybersecurity startup, and is an advisor and board member of several companies including WiseKey (SWX: WIHN), SEALSQ (NASDAQ:LAES), and GRIID (NASDAQ:GRDI). Most recently, she has been the Managing Director for LatAm and Head of the Americas distribution channel, and the Head of Global Alliances for RSA NetWitness. Additum, an award-winning European health-tech company she co-founded, is utilizing value-based data to improve outcomes in Europe and Africa. In addition, she is a senior lecturer at Columbia University.

In addition to holding Executive positions at Disney, IBM, Oracle, and TradingScreen, Cristina co-founded OneMain.com, which became the tenth-largest Internet Service Provider after a successful IPO that surpassed Amazon’s and eBay’s respective IPO records. Her accolades include co-authoring ‘Transparency in ESG’ and launching the renowned ‘Dream It. Code it. Win it’ student coding competition, which garnered numerous honors.

Recognized as the “Coup de cœur” of the CEFCYS in Europe, alongside distinctions such as 100 Women in Finance, Cristina exemplifies visionary leadership. She holds a master’s degree from the MIT Media Lab and earned both a Master of Computer Science Engineering and a Bachelor of Electrical Engineering.

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