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Dec. 5th, 2021 02:45 pmbeen interviewing a lot of folks lately at the dayjob - jotting down some thoughts that'll probably be folded into 'advice from an anonymous corporate designer' at a later date which i'm half tempted to make into a self help book ngl
for interviewers:
- the two biggest things I look for is (a) no ego, and (b) the portfolio fitting with the design work needs of the position. "ego" here is not self confidence; I'm looking to weed out the kind of person that'll backstab others in the name of their own ambition, or sow mistrust and division among the team to put themselves (and/or their clique) first. primma-donna designers are a dime a dozen and a menace to work with.
- for portfolio: consistency in quality (are there typos, is it visually "tight"), breadth of designs (no 'this looks like an instagram scroll'), working with a challenging ask (eg most of corporate packaging) and making it visually entertaining are all pluses. I'm less concerned with the "what" and more about the "how" of problem-solving and how they can apply it to our work.
- working moms are often some of the most mature, easygoing, and diligent/detail-oriented people that don't get hired enough; being flexible with their time for childcare often pays back in dividends. (I probably look for "maturity" more than others; I like team-members that don't need hand-holding and will seek out solutions by themselves, and who also aren't afraid to tell me "(something's) a bad idea" for a reason)
- a little social anxiety is not a bad thing; we're all human, entry-level designers are more prone to this. What are yellow flags, though, is extensive rambling that obfuscates their weaknesses, and severe anxiety in a managerial/senior position (eg more than fumbling just one question),
- "hungry" designers are a double edged sword. they have the finger on the pulse of trends more than others, but they're more likely to be flighty / leave within a year. be mindful and hire them with your eyes open. oftentimes they're better for internships where the time length is set
- if you don't "click" instantly, that's okay; some people are wary about other people on a slower basis. look for honesty, maturity, curiosity, soft people skills. portfolios are to weed out the designers that aren't going to be a good fit technical-wise (even if they'd be not-bad hires for somebody else).
for interviewees:
- interview your employer(s) as much as they do you. the ones i've been most impressed by are the ones that ask hardball questions back at me (eg 'what made you become a manager? why are you recruiting for this position(/why did that former person leave)?); to paraphrase my dad, it shows "they've got lights on in their brains"
- desperation from employers is a big red flag
- "your (male) manager may be ummm, a bit demanding" = run, do not walk. it's the nicest and one of the most common way anger issues are framed.
- do not be the one to mention salary/(ranges) first. play a game of chicken with them if you have to (google for specific phrases), but this is a big leverage point you don't want to give up first.
for interviewers:
- the two biggest things I look for is (a) no ego, and (b) the portfolio fitting with the design work needs of the position. "ego" here is not self confidence; I'm looking to weed out the kind of person that'll backstab others in the name of their own ambition, or sow mistrust and division among the team to put themselves (and/or their clique) first. primma-donna designers are a dime a dozen and a menace to work with.
- for portfolio: consistency in quality (are there typos, is it visually "tight"), breadth of designs (no 'this looks like an instagram scroll'), working with a challenging ask (eg most of corporate packaging) and making it visually entertaining are all pluses. I'm less concerned with the "what" and more about the "how" of problem-solving and how they can apply it to our work.
- working moms are often some of the most mature, easygoing, and diligent/detail-oriented people that don't get hired enough; being flexible with their time for childcare often pays back in dividends. (I probably look for "maturity" more than others; I like team-members that don't need hand-holding and will seek out solutions by themselves, and who also aren't afraid to tell me "(something's) a bad idea" for a reason)
- a little social anxiety is not a bad thing; we're all human, entry-level designers are more prone to this. What are yellow flags, though, is extensive rambling that obfuscates their weaknesses, and severe anxiety in a managerial/senior position (eg more than fumbling just one question),
- "hungry" designers are a double edged sword. they have the finger on the pulse of trends more than others, but they're more likely to be flighty / leave within a year. be mindful and hire them with your eyes open. oftentimes they're better for internships where the time length is set
- if you don't "click" instantly, that's okay; some people are wary about other people on a slower basis. look for honesty, maturity, curiosity, soft people skills. portfolios are to weed out the designers that aren't going to be a good fit technical-wise (even if they'd be not-bad hires for somebody else).
for interviewees:
- interview your employer(s) as much as they do you. the ones i've been most impressed by are the ones that ask hardball questions back at me (eg 'what made you become a manager? why are you recruiting for this position(/why did that former person leave)?); to paraphrase my dad, it shows "they've got lights on in their brains"
- desperation from employers is a big red flag
- "your (male) manager may be ummm, a bit demanding" = run, do not walk. it's the nicest and one of the most common way anger issues are framed.
- do not be the one to mention salary/(ranges) first. play a game of chicken with them if you have to (google for specific phrases), but this is a big leverage point you don't want to give up first.
