Job design involves determining the nature of tasks, grouping of tasks, span of control, span of responsibility, as well as employee interaction with people inside and outside the organization. In this way, it is possible to influence the desired outcomes of employees, such as job satisfaction, proactive behavior or work performance. Optimal job design will encourage the realization of these desirable work outcomes in individuals, and the absence of optimal job design will lead to a decline in these work outcomes. The purpose of this thesis was to investigate the relationship between job design and employee engagement in financial consulting. The primary goal of the work was to examine the direction and intensity of the connection between job design and work engagement in this industry, and other goals related to the presentation of job design as an important tool for encouraging desired work outcomes and explaining the mechanism through which changes in work tasks, span of control, responsibilities and other aspects of job design can stimulate changes in employee motivation and their work outcomes. The practical part of the thesis, among other things, investigated the connection between job design and work engagement. For the purpose of examining the thesis, a questionnaire was created. A total of 53 completed questionnaires were collected, and the results showed that employees are more engaged in their workplace when they have a greater variety of tasks, autonomy in their work, and completeness of work, i.e. that they complete the tasks they start on their own.