How to Handle “We Need Someone More Senior” in UX Researcher Feedback

Receiving feedback that a company wants “someone more senior” can feel discouraging. It may seem like a rejection of your skills or experience, but this phrase often reflects more than just your qualifications. Understanding what lies behind this feedback and how to respond can turn a setback into an opportunity for growth and career advancement.

How to Handle “We Need Someone More Senior” in UX Researcher Feedback

What “We Need Someone More Senior” Really Means

When hiring managers say they want a more senior UX researcher, they usually mean one or more of the following:

• Depth of experience: They want someone who has led complex projects or worked in similar industries.

• Strategic thinking: They expect a researcher who can influence product decisions beyond just gathering data.

• Leadership skills: They need someone who can mentor junior team members or manage stakeholders.

• Confidence and communication: They look for a professional who can present findings clearly and advocate for user needs effectively.

  
  

This feedback is rarely a personal critique. Instead, it signals a gap between the role’s demands and your current profile or how you presented yourself.

How to Reflect on Your Experience and Presentation

Start by reviewing your portfolio, resume, and interview performance with fresh eyes. Ask yourself:

• Did I highlight projects where I led research or influenced product strategy?

• Did I clearly explain my role and impact on outcomes?

• Did I demonstrate confidence in communicating insights to diverse teams?

• Did I show understanding of business goals alongside user needs?

  
  

If you notice gaps, consider how to fill them. For example, if your portfolio focuses mostly on data collection, add case studies that show how your research shaped decisions. If you hesitated during interviews, practice storytelling and answering behavioral questions.

Building Senior-Level Skills in UX Research

To move toward a senior role, focus on developing these key areas:

• Project leadership: Volunteer to lead research initiatives or coordinate cross-functional teams.

• Strategic impact: Learn how to connect research findings to business goals and product roadmaps.

• Stakeholder management: Build relationships with product managers, designers, and engineers to understand their needs.

• Mentorship: Offer guidance to junior researchers or interns to demonstrate leadership.

• Communication: Practice presenting research clearly, tailoring messages for different audiences.

  
  

For example, you might take on a side project where you design and execute a full research cycle, then present actionable recommendations to your team. Document this experience to showcase your growing seniority.

Responding to Feedback Professionally

When you receive the “more senior” feedback, respond with professionalism and curiosity:

• Thank the interviewer or recruiter for their time and feedback.

• Ask if they can share specific skills or experiences they felt were missing.

• Express your interest in growing into a senior role and willingness to develop further.

• Request to stay in touch for future opportunities.

  
  

This approach shows maturity and a growth mindset, which can leave a positive impression and open doors later.

A detailed UX research portfolio showing case studies and user journey maps

Leveraging Networking and Continuous Learning

Building seniority also involves expanding your network and knowledge:

• Attend UX research meetups, webinars, or conferences to learn from experienced professionals.

• Join online communities where you can discuss challenges and share insights.

• Take courses on advanced research methods, data analysis, or leadership.

• Seek mentors who can provide guidance and feedback on your career path.

  
  

Networking can lead to referrals or advice that helps you position yourself better for senior roles.

When to Consider Changing Your Job Search Strategy

If you consistently hear the “more senior” feedback, it might be time to adjust your approach:

• Target roles that match your current experience level but offer growth potential.

• Look for companies with smaller teams where you can take on broader responsibilities.

• Highlight transferable skills from related roles or projects.

• Tailor your applications to emphasize leadership and strategic contributions.

  
  

This strategy helps you build a track record that supports a senior title in the future.

Final Thoughts on Moving Past “We Need Someone More Senior”

Hearing that feedback is a chance to evaluate your skills, presentation, and career goals. Use it as a guide to strengthen your portfolio, build leadership abilities, and communicate your value more clearly. Remember, seniority is not just about years of experience but about impact, confidence, and growth.