Serena S.’s Post

🚀 1,000 Applications in 5 Days for a Product Design Role! 🚀 A month ago, I posted a product design role on LinkedIn and received close to 1,000 applications in just 5 days! 😮 It took me an entire month to successfully close the hiring process, but here’s the kicker—it wasn’t the screening of resumes and portfolios that consumed my time. I didn’t even go through all the applications. 🤯 Instead, to close the gap quickly, I started interviewing candidates who followed up on their applications a week or two later. This approach taught me something crucial: 💡 Following up can be your foot in the door (Almost 99% of the time)! In this competitive space, many designers apply to every job they see and then move on. But that’s not how you stand out, even if you have world-class skills. Companies are looking to fill positions ASAP with minimal effort and time. ⏳ Psychologically, I wasn’t expecting such a massive response from a single LinkedIn post. Reviewing 1,000 applications alone seemed daunting, so I opted for a more effective strategy: I prioritized candidates who took the initiative to follow up. (🤫 Secretly, that’s how most recruiters also think and work.) That’s not all. This time, I aimed to challenge the traditional norms of the screening and interview process in the product and design industry. Instead of relying on the usual whiteboard interviews, take-home assignments, or portfolio reviews—which often aren't necessary—I took a different approach. which led me to interview just 8 quality candidates out of 1,000 and find the perfect fit for the role. 🎯 My key takeaway? Interview less, but the best. Interviews shouldn’t be a numbers game. It’s better to focus on a smaller pool of candidates and ensure the evaluation process is based on the right criteria and skill level. Give the necessary time and attention to the first batch of candidates rather than rushing to make a quick hire. Remember, culture starts with the right hiring process. 🙂 I’ll share more about this unique hiring experience in my next posts! 🔍 But do tell me what you think should change in the current hiring processes the design industry follows? 👇 #hiring #productdesign #recruitment #uxdesign #uxui #design #careertips

Best way to make design hiring better and faster... 𝐞𝐥𝐢𝐦𝐢𝐧𝐚𝐭𝐞 𝐓𝐚𝐤𝐞 𝐇𝐨𝐦𝐞 𝐀𝐬𝐬𝐢𝐠𝐧𝐦𝐞𝐧𝐭𝐬!!! Across all the social communities I am part of, I see many junior and senior designers being put through tedious take home assignments where they have to do the whole design process in 3-4 days (even heard a 2 day turnaround). Frankly, this makes no sense. 𝐖𝐡𝐚𝐭 𝐝𝐨 𝐲𝐨𝐮 𝐚𝐬𝐬𝐞𝐬𝐬 𝐯𝐢𝐚 𝐭𝐡𝐞𝐬𝐞, 𝐰𝐡𝐢𝐜𝐡 𝐜𝐚𝐧𝐧𝐨𝐭 𝐛𝐞 𝐜𝐨𝐯𝐞𝐫𝐞𝐝 𝐰𝐢𝐭𝐡 𝐚 𝐩𝐨𝐫𝐭𝐟𝐨𝐥𝐢𝐨 𝐜𝐚𝐬𝐞 𝐬𝐭𝐮𝐝𝐲 𝐩𝐫𝐞𝐬𝐞𝐧𝐭𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝/𝐨𝐫 𝐚 𝐰𝐡𝐢𝐭𝐞𝐛𝐨𝐚𝐫𝐝 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞? If your emphasis is on UI design skills, then, ask them to showcase their work from portfolio. Even if it is recreation of existing designs, show that they can build up the UI Tool skill over time. Why make them grind and slog to responding to these challenges. Please replace this with a Whiteboard Challenge round. What are the advantages of it - 🔹 Much quicker to conduct - dedicated 1 hr round (in person or remote) 🔹 Allows candidate to demonstrate UX skills and catch fakes! 🔹 Assess candidate's soft skills - collaboration, listening and feedback handling 😎 🔹 Close the technical round and move to next quick, especially for really good candidates So, my HR connects and design leaders.. please make the change happen and stop this practice soon. 𝐖𝐡𝐚𝐭 𝐬𝐚𝐲 𝐲𝐨𝐮? Tom Scott / Tushar Deshmukh / Jason Clauss / Karthi Subbaraman- how can we push companies to do better? #uxdesign #career #interviewing #design #hiring #thoughts #hirebetter ------ Follow me for more such thoughts... and also let me know how can I help you better.

Hiring designers can feel like finding a needle in a haystack, but the numbers tell a story you can’t ignore. Our latest blog, 10 Surprising Stats About Design Hiring You Need to Know, breaks down the challenges recruiters face and how skill verification can change the game. From portfolios that don’t reflect real skills to expert-vetted designers being 2x more likely to be hired, these insights will reshape how you approach hiring. Learn how Proof-of-Skill helps bridge the gap between talent and fit, ensuring your design hires make a lasting impact. Read the blog: https://lnkd.in/dUJcHEQQ #ProofOfSkill #UIUXDesign #HiringStats #SkillValidation #RecruitmentInsights #HiringIsBroken

Product Designers looking for jobs: Are you really interviewing the company too? I know we've heard this advice countless times, but it's easier said than done when you're stressed and job-hunting (and maybe even desperate, considering the market's state at the moment). Designers are trained to ask the right questions, yet in interviews, we often focus solely on selling ourselves. But flipping the script is crucial. A misaligned culture can lead to burnout faster than you think. Ask how is design involved in decision-making. What's the view on failure and iteration? Remote or on-site first? Approach to getting things done? Growth opportunities? Is design a strategic partner or just a service? Integration with product and engineering? Design process and room for research? Resources & Support: Available design tools? Budget for learning and conferences? Work-life balance support? Team structure? Feedback processes? Decision-making hierarchy? Reporting structure? Team backgrounds? Mentorship opportunities? Agency or in-house product team? Product roadmap? Approach to innovation? Current product challenges? Remember: It's okay to realise mid-interview it's not a match. I used to struggle ending interviews early when I sensed misalignment. Now, I see it as respecting everyone's time and being honest. Some tips I learned from my peers: Yumnah Abbasi: "If you think it’s also not a match from your side , go ahead to express your concern about this already. No need to waste time. I would say something like: Our conversation until now makes me think that this position will not be the best fit for me. Although, if you’re open to the idea of changing the role to more towards ______ then we can discuss further about how it can be a better match for both sides". There are alternative opinions too: Sarah Haffar: "Personally I would just use it as interview practice and still stay to the end and try to find some common ground". So, if you decide to wrap it up, handle it gracefully: 1. Thank them for their time 2. Express appreciation for the insights 3. Politely state it's not the right fit 4. Ask to stay connected for future opportunities Pro Tip: List your must-haves and nice-to-haves before interviewing. Use these to guide your questions and decisions. What other factors do you consider? How do you handle misalignment during interviews? #ProductDesign #JobSearch #CareerAdvice #UXDesign #InterviewTips

Hiring AMAZING designers right now isn't 🚀science. BUT.... Companies are making it out to be. There is without doubt, some of the highest level of talent on the market right now, just waiting to be snapped up. However, so many are really struggling to land their next gig and here's why: 1. Most companies literally have ONE strategy - post a role on LinkedIn and then complain about how many applications they receive 2. Candidate experience is at an all time low right now. Some of the best designers are frequently being ghosted or rejected without reason and TRUST me, they will remember this. 3. Some companies are interviewing over 50 candidates per role and taking up to 6 months to make decision, in some cases. 4. What about the passive market? Have we just forgotten this massive golden pool of talent that aren't out of work right now? IMO, companies without the means to deal with the high volume of applicants should just STOP. They should focus on sourcing 10-15 high quality candidates per role. They should prioritise a quick and efficient interview process, whilst maintaining an amazing candidate experience. They should stop waiting 6 months to try and find the unicorn that still doesn't exist 🦄❌ Am I going crazy? #hiring #uxdesign #productdesign

Here are 10 questions you could consider asking during a product design interview 👇 1. Can you describe the typical design process within your company? 2. What tools and technologies does your team use for design collaboration and prototyping? 3. How does your team approach user research and incorporating user feedback into the design process? 4. Can you provide an example of a challenging design problem your team faced recently and how it was resolved? 5. What are the key metrics or indicators your team uses to measure the success of a design? 6. How does your team collaborate with other departments such as engineering and product management? 7. What opportunities for growth and learning are available for designers within your organization? 8. How does your company approach diversity and inclusion in design and product development? 9. Can you describe a successful product launch your team was involved in and the role design played in its success? 10. What are the biggest challenges or trends you see shaping the future of product design in your industry? 💡Keep in mind that interviews are a two-way street. Both parties should ask questions and engage meaningfully. —- 🔔 Follow: Felicity Lois 🔄 Repost to help others ✅ Save it for future use #ux #uidesign #productdesign #productivity #hiring #recruiting #tech #design #interviewing #recruiters #jobhunt

A few weeks back, I posted about my approach to hiring designers Honestly, I didn’t expect much to come of it. Maybe a few comments, some feedback. But instead, I got something different. Design studios and startups started reaching out with questions like: “How can we actually make this work?”   “Can you help us find the right designers?”   “What’s the best way to test skills without endless assignments?” It hit me: The challenge in hiring design talent is real. Designers and hiring managers alike are struggling to find the right fit, yet upskilling alone doesn’t seem to solve it. Here’s what I’ve learned so far: 👉 Design hiring feels broken for many companies. Between endless rounds and “checkbox” interviews, we often miss what really matters: a designer’s creative thinking, adaptability, and the way they handle feedback. Instead, real-world, hands-on simulations can give us that insight. 👉 Portfolios aren’t the whole story. I realized it’s not just what designers create—it’s the why Now, I focus on how designers approach problems, work within constraints, and adapt on the fly. It reveals the storytelling, communication, and presentation skills that make a designer truly stand out. 👉 Collaborative Hiring as a New Standard In my latest approach, I dive into a real project with the candidate. The goal? To simulate work dynamics. It’s surprising how quickly you see a designer’s thought process, iteration skills, and approach to feedback. And honestly, they enjoy it more too. After sharing this approach, I’m blown away by how many companies want to make this change in their own hiring processes. It’s a reminder that we’re not just filling roles; we’re building teams that can create, innovate, and grow together. I never imagined this approach would resonate so widely, but it’s clear it’s hitting a nerve in the industry. To all the designers out there— What’s the biggest challenge you’ve faced in hiring processes? And for those with positive experiences, what made them memorable? Would love to hear your thoughts 👇 #hiring #jobs #interviews #productdesign #uxui #uxdesign

Do I think design hiring processes are perfect? NO. Do I believe in what companies are aiming for? HELL YES. I've had countless conversations with designers about the lengthy, sometimes frustrating interview gauntlets we go through. I know how exhausting it feels, but here’s the truth: If you’ve ever been on the recruiter’s side for a company with serious ambitions, you’ll understand why. Hiring a designer isn’t just about filling a role – it’s about betting on someone who will shape the company’s vision, solve the right problems, and align with the team. Here's what you should be aware of: → Design is one of the most crucial hires after a product manager. → It’s not enough to have the skills – it’s about trust and alignment. → Companies are right to dig deep. Once you’re in, your work affects every stakeholder, from engineers to marketers to the end-user. The stakes are high, and every decision you make as a designer has a ripple effect. That’s why the hiring process is intense – and why, once you’re hired, you’re nearly irreplaceable. So if you’re in the middle of yet another interview process that seems endless, remember this: It’s not just about them assessing you. It’s about finding alignment – and alignment is worth the wait. Most of the time, you’ll hear a NO. But you only need one YES. Keep putting yourself out there. Trust the process. #uxui #uxdesigner #hiring #jobs #Interviews #productdesign

Another day, another round of questionable and contradictory UX portfolio advice from "design leaders" on LinkedIn. "I want you to tell me a story." No problem. "But keep it brief." I'll try. "Show me your process though." Okay. "But don't show too many artifacts." Sure. "And don't make me read too much." Uh-huh. "And customize it for this position and industry." What? Why? "You must wow and inspire me, and you only have 30 seconds before I move on to the next one." Seriously? What the hell is wrong with design managers these days? I've never been this fickle and demanding when hiring people. All I ever asked for as a hiring manager was: - A clean resume - A simple portfolio with a well-written case study or two - A conversation - Flowers and candy Okay, maybe not that last one, though it would've been nice. If you're struggling to find a UX/product design job right now, know this: Many design leaders were hired by non-designers and wouldn’t make it through their own hiring process today. And those hired by designers likely didn't go through the brutal interview process that is now the norm. I never did, nor did I put designers through such torture as a hiring manager. You're likely being graded far more harshly by your interviewer than they were when they were hired. #design #UX #productdesign #portfolio #interviewing #hiring #opentowork

A few insights into the current UX professional landscape based on interviews, contacts, and recruiters: - Tech teams are overwhelmed by workload. - Companies lack sufficient designers for projects. - Budget limitations hinder hiring more designers. - Job postings often lack detailed descriptions. - Many postings are closed. - Experiencing a rise in job postings ghosting applicants. - Recruiters prove valuable in job searches. - Hiring managers exhibit reluctance in finalizing hires. #UX #UserExperience #Recruiters #TechIndustry #JobSearch