Abhishek Gore’s Post

Companies trying to hire design the same as other roles, Which is wrong. Here is why. In today’s competitive landscape, hiring the right talent is crucial. But here’s a truth bomb: hiring for design roles shouldn’t be approached the same way as other roles. Here’s why: 1. Creativity Over Credentials: While degrees and certificates can be important, a designer's portfolio speaks louder. Look for creativity, problem-solving skills, and a unique style. 2. Diverse Skills and Thinking: Design isn't just about aesthetics. It’s about understanding user experience, psychology, and sometimes even coding. A designer’s toolkit is vast and varied. 3. Cultural Fit Matters More: Designers often work across multiple teams, translating complex ideas into visuals. I think it's important that they fit into your company culture and can communicate effectively. 4. Iterative and Agile Mindset: The design process is iterative. A great designer thrives on feedback and constantly evolves. Look for someone who’s flexible and welcomeschange. 5. Showcase, Don’t Just Tell: Instead of traditional interviews, consider design challenges or collaborative projects. This gives you a real sense of how they think, solve problems, and work under pressure. 6. Value of Personal Projects: Personal projects and side hustles can be a goldmine for assessing passion and creativity. Don’t underestimate these in your evaluation. 7. Communication is Key: Designers need to convey their ideas clearly and justify their choices. Assess their ability to articulate design decisions during the hiring process. Remember, a star designer can transform your brand, product, and user experience. So, rethink these hiring strategies and find the creative minds that will drive innovation forward! #DesignThinking #Hiring #TalentAcquisition #CreativeMinds #Innovation #CompanyCulture

Some companies can’t attract top designers because they’re not offering anything special: What a lot of posts on LinkedIn say: - We’re hiring! - Click here to see our jobs. - Just reached unicorn status. - Join the rocket ship. - We need a Designer to do everything. - "We need someone to come and do the UX" Instead, tell designers: - How design leadership supports and mentors teams. - How you’re building an inclusive design culture. - Who is the most senior sponsor for design in the org. - What the actual salary and package is. - Where design reports to in the organisation. Just to name a few points. Spend time creating your narrative as to why the best designers should join you. This is what people actually want to see, not generic JDs.

Not enough senior designers do this... and it shows. When most designers look at a job opportunity, you think about: - The title. - The salary. - The perks. But: 90% of the frustration designers feel later in their role could have been spotted from the start, if you just asked the right questions. So, I asked a few designers what questions they'd ask if they were interviewing right now. Here's what they said: → Why is this team hiring now? → Who’s making the final call on design decisions? → Who does design report to? Product or leadership? → How much influence does design have in shaping strategy? → What are the expectations, really? Risky one but worth asking if you can → How aligned are design and engineering? → What’s the actual design maturity of the company? What are some others you've used?

There's this one hire that always keeps me on my toes. The Designer. No matter the amount of experience I've had now scanning for the right talent, a change in the design is the hardest to work around. It’s not just about creativity, or skill, or even experience. It's about that unique perspective that each designer brings to a campaign, a rebranding project, or a brand's identity. The work of each designer is like a thumbprint. You can't replicate. And so, every time I interview for the design team, I start with this question: "Why did you choose design?" Their answer tells me everything I need to know. Not their portfolio, not their fancy tools, but why they do what they do. The moment someone talks about design as a way to express themselves, to solve problems, or to make the world just a bit more beautiful, that’s when I know I’ve found someone truly special. Hiring for design is more than just filling a role. It’s finding someone who sees the world differently – and has the courage to show it. And honestly, that is the hardest part of the #hiringprocess. #hiringnow

Most in-demand role right now? = Senior Product Designer. Let's look at 6 points why: From speaking to leaders and + Head's of Product Design, + HR, One thing is clear: Senior Product Designer is the go-to choice. 1. Until 2020, the mid-weight/ senior level was the most popular role. Why? Got nearly all the experience of a senior without the high £. 2. Since 2020, and the digital boom, companies need seniors. Why? To hit the ground running with all the experience. 3. In 2024. Companies prefer full-stack product designers, 4-7 years exp., product awareness, beautiful visuals, who work solo, + lead small teams. 4. Junior Product Designers: After 10 years of recruiting, about 9 roles for that level have come in. Since 2020, the roles for juniors are vastly limited. 5. Why? Companies are reluctant to invest in training: With economic uncertainty, this takes time + £. Spending this £ on solid expeirence. 6. Heads of/ Director level: Again limited need. Why? Minimal hands-on work, companies need a mixture of design + strategy output, not just leadership + planning. Seems the Pantone colour of the year is Senior Product Designer. ________ If you are a hiring manager + see this same trend. Drop me a DM, would love to hear your views. ________

🎨 Hiring Designers by Archetypes: A New Approach to Building Creative Teams 🎨 Finding the right designer isn’t just about skills—it’s about matching archetypes that align with your team’s vision and needs. In my latest blog post, I explore how hiring by designer archetypes can bring balance, innovation, and cohesion to any creative team. Curious about which archetype your team might be missing? Dive in here! 🚀 https://buff.ly/3YMaNS3 #Hiring #DesignTeams #CreativeHiring #UXDesign #TeamBuilding #DesignerArchetypes

Following article as a continuation of my thoughts regarding hiring (https://lnkd.in/dRgQxQhW)

🤔 definitely some truth here but several of the issues listed can become opportunities to evangelize and increase transparency and productivity throughout the product / research / design / dev process.

Ryan Scott should have all of us thinking. I've been there and I've even done this myself reviewing thousands of portfolios. We often hear about the glamorous side of design: working on exciting projects and creating groundbreaking solutions. But the reality is, many designers are stuck in a system that limits their creativity and potential. This creates an "expectation" of what to expect in a portfolio. We all are looking for that shiny, pixel-perfect example that depicts the "craft" of design. That may not be what happens in the real world. Some very talented designers are simply stuck working with what they have. We're often hampered by constraints, limited resources, and unrealistic expectations. Here's the reality: - We don't get the final say. - Technical debt hinders progress. - Critical user stories are overlooked. - Stakeholders undervalue user research. - Good solutions are undermined by poorly run A/B tests. - Sometimes it's just about the feature, feature, feature. - Tight deadlines force us to compromise on quality. - We're often stuck with a stinky design system. - UX/UI technical debt is simply deprioritized. When designers share their experiences with fellow designers, they're often met with unrealistic expectations. They're judged on their "craft," their process, and their titles, rather than the challenges they've overcome. Even when they overcome these challenges, they may not be recognized or rewarded for their efforts. It's time for a change. When hiring, let's acknowledge the realities of modern product development and assess candidates based on their skills, potential, and resilience. We can't only judge a book by its cover. #design #ux #productdesign #industrychange #designersupport

A lot of hiring managers DM to ask me if I know of any good designers to hire. I've met a lot of designers. Not a lot of them know how to self advocate or build quality relationships for me to recommend them. Every conversation you cross path. Every message is a give and take experience. Every social interaction is an exchange of energy. Opportunities are everywhere. Networking is a fine art. Treat them with care. Think 5 steps ahead. #networking #think5stepsahead #systemthinker #productdesign #designcareer