UX Design Hiring in 2024 | Sanjay Raval | Bharat Apat | Ep: 1

Introduction to the Podcast

Connection Between Hosts

• The host expresses gratitude to Sanjay for participating in the podcast, highlighting their previous connection during hiring at Zeta.

• Sanjay assisted the host in understanding the job market while they were seeking remote opportunities, establishing a valuable contact in design.

Purpose of the Podcast

• The host aims to address questions from students and professionals in the UX community regarding design hiring.

• The conversation is intended to explore both personal curiosities about design hiring and provide insights for listeners.

Sanjay's Journey into Design and Recruitment

Early Career Background

• Sanjay shares his background, mentioning he graduated around 2001 with studies in computer science and programming alongside design.

Transition to Design Recruitment

• While working as a principal product designer, he faced challenges hiring designers due to a lack of understanding from HR personnel and staffing agencies.

• Conversations with other design leaders revealed that many shared similar difficulties in finding high-quality design talent.

Identifying Market Gaps

• Sanjay recognized a gap in the market for dedicated design recruiters, particularly noting that such roles were more common in companies like Google than in India.

Consulting Experience

• He began consulting on design recruitment projects while maintaining his full-time role, which helped him gain confidence and motivation.

Establishing Being User

Initial Steps Towards Being User

• Sanjay started taking on consulting projects during weekends and after work hours, leading him to enjoy engaging with candidates about their career journeys.

Brand Development Challenges

• Initially using his existing portfolio website (beinguser.com), he repurposed it for his new venture without extensive branding considerations.

Exploring Further Opportunities

Testing Commitment to Being User

• After three months of part-time work on being user, Sanjay evaluated whether this path was suitable for long-term commitment or merely a temporary curiosity.

Transitioning from Design to Design Recruitment

Motivation for Career Change

• The speaker transitioned from a design career of over 10 years to design recruitment, seeking new problem-solving opportunities beyond UI and UX.

• They aimed to apply their design principles, such as empathy and stakeholder communication, in different contexts rather than remaining confined to the design world.

Skills Acquired in Recruitment

• As a design recruiter, the speaker has developed skills in sales, marketing, content writing, and SEO alongside their core recruitment responsibilities.

• This diverse skill set allows them to be a "horizontal problem solver," enhancing their effectiveness in recruitment.

Unique Approach to Recruitment

• The speaker emphasizes that effective problem-solving is essential across all fields, including plumbing or carpentry.

• They conducted extensive research on traditional recruitment agencies' methods before establishing their own approach focused on understanding candidates deeply.

Differentiation from Traditional Agencies

• Traditional agencies often rely on keyword searches and basic candidate information without grasping the nuances of design roles.

• The speaker highlights that designers have varied skill sets depending on their backgrounds (e.g., B2B vs. B2C), which typical staffing agencies may overlook.

Value Added Through Expertise

• By leveraging a curated database of over 10,000 candidates and personal networks built over five years, they provide high-quality leads tailored to client needs.

• Their process includes detailed discussions with candidates about career aspirations and project experiences to ensure better matches with client requirements.

Enhancing Candidate Experience

• The speaker aims for a delightful experience for both candidates and companies by collecting comprehensive details about each candidate's profile after discussions.

• Their background as a designer gives them an edge in evaluating applicants more effectively than standard recruitment practices.

Understanding Client Needs

• Companies often have specific requirements; for instance, they may not need additional user researchers if one is already part of the team.

• This specificity allows the speaker to tailor their search further based on unique client demands while ensuring alignment with candidate capabilities.

Design Recruitment Insights

Key Qualities in Design Candidates

• The ideal candidate should be a solid problem solver or user researcher, with strengths in interaction design, motion design, and visual craft.

• Different companies have varying requirements; enterprise companies may prioritize complex problem-solving skills over visual communication abilities.

• A strong design background can provide candidates with an edge in the recruitment process.

Community Engagement and Young Designers

• There is a growing community of approximately 2,750 young designers on WhatsApp, where recurring questions about design are discussed.

• Common inquiries from this community include the importance of resumes and portfolios for designers.

Importance of Resumes for Designers

• A resume serves as a designer's first impression; it must effectively present key information to hiring managers within seconds.

• Resumes should be treated as a design task, focusing on how well they communicate essential details like work history and portfolio links quickly.

• The format and presentation of the resume are crucial; poor layout or readability can lead to rejection.

Crafting Effective Resumes

• Both content and presentation matter; resumes should create a lasting impression within the first 10 to 15 seconds.

• Using logos instead of text (e.g., company names) can reduce cognitive load for hiring managers by making information more visually accessible.

Portfolio Significance in Job Applications

• Portfolios are critical but do not need to be overly fancy; they should demonstrate skill sets and problem-solving approaches rather than just aesthetic appeal.

• Even hypothetical case studies can suffice if actual work cannot be shared due to confidentiality. Portfolios can take various forms (Google Drive links, PDFs, etc.) as long as they convey value.

Understanding the Importance of a Designer's Portfolio

The Role of Portfolios in Job Applications

• A well-crafted portfolio is essential for designers, as hiring managers often struggle to assess candidates without it.

• Each designer's experience varies significantly across companies and roles, making it crucial for portfolios to reflect individual contributions and skills.

• Designers may have similar titles but can focus on vastly different aspects of design, such as execution versus design systems.

• Portfolios should provide insights into the type of projects a designer has worked on, helping hiring managers gauge their fit for specific roles.

Common Mistakes in Portfolio Presentation

• Many designers share outdated portfolios that do not represent their current skills or relevant work from the last couple of years.

• It's important to showcase recent projects that align with the job being applied for rather than older college work or irrelevant UI shots.

• Some junior designers overinflate minor projects by presenting them as extensive case studies, which can mislead reviewers about their capabilities.

Focus on Relevant Work

• When documenting projects, clarity and conciseness are key; avoid excessive detail that does not add value to the presentation.

• Redesigning common flows like sign-up or login should only be included if they offer significant innovation; otherwise, they may dilute a portfolio's impact.

The Debate Over Take-home Assignments

Perspectives on Design Assignments

• There is tension between designers who dislike take-home assignments and companies that see them as necessary for evaluating candidates.

• Companies should consider whether an assignment is truly needed based on what candidates demonstrate in their portfolios regarding required skills.

Tailoring Assignments to Candidates' Skills

• If a candidate lacks visual communication examples in their portfolio, a targeted design task can help assess this skill effectively.

• Both parties—candidates and companies—should approach assignments flexibly rather than adhering strictly to mandatory processes.

Candidate Motivation

• Candidates may be more willing to complete assignments when applying to prestigious companies like Google or Spotify compared to smaller startups.

Job Application Process Insights

The Importance of Design Tasks in Applications

• Candidates should evaluate whether to accept design tasks from companies like Spotify and Google, as these opportunities may be above their current career level.

• It's essential for candidates to prioritize their applications and manage the number of design assignments they take on simultaneously.

Managing Application Fatigue

• Many candidates experience exhaustion after completing a few assignments, especially following rejections, leading to frustration with the application process.

• Prioritizing which assignments to undertake can help mitigate this fatigue and streamline the job search.

Understanding the Hiring Process

• The hiring process involves multiple touchpoints similar to a user journey in design; understanding these can benefit applicants.

• HR teams typically post jobs on platforms like LinkedIn using paid programs, aiming to attract suitable candidates.

Challenges in Attracting Quality Candidates

• Companies often filter profiles through LinkedIn Recruiter based on specific criteria (e.g., years of experience, background).

• Despite high volumes of applications, many candidates are not well-matched for roles; often only a small percentage align with requirements.

Inefficiencies in Recruitment Processes

• High application volume leads to inefficiencies for HR teams who struggle to find quality candidates amidst noise.

• After initial filtering, HR conducts brief calls before forwarding promising profiles to hiring managers for further review.

Need for Specialized Recruitment Support

• There is a gap in the recruitment process that could benefit from input from designers or specialized recruitment agencies focused on product hiring.

• Specialized recruiters can help filter out noise and identify suitable candidates more effectively than generalist HR personnel.

Networking Impact on Job Post Visibility

• New or less connected HR professionals may struggle to reach qualified designers when posting job openings due to limited networks.

• Established professionals with extensive connections can disseminate job postings more effectively within relevant communities.

Hiring Trends in Design Post-Pandemic

The Role of LinkedIn in Recruitment

• Utilizing LinkedIn for hiring, especially for specialized roles like senior product designers with B2B experience, is essential. Having access to a database of candidates who have been previously contacted can streamline the recruitment process.

• Personal relationships and direct communication with potential candidates enhance the recruitment process, allowing recruiters to gauge interest and availability effectively.

Market Overview Since 2019

• The speaker reflects on their design recruitment journey starting from 2019, noting that the initial years (2019-2021) saw a significant boom in demand for designers as many companies were rapidly expanding.

• A surge in startups during this period led to an overwhelming need for design talent, often without a clear understanding of specific requirements or roles needed within organizations.

Hiring Challenges and Market Corrections

• Many companies rushed to hire designers due to available funding but ended up making poor hiring decisions, resulting in inflated titles and salaries without proper role definitions.

• The market has seen corrections over the last two years; while some believe it will normalize further, it is unlikely to return to the extreme conditions of 2021 when salary hikes were substantial.

Current Job Market Dynamics

• There is a noticeable reduction in job openings compared to previous years. Factors contributing include economic conservatism among companies and shifts towards AI solutions impacting job availability.

• The demand for designers has shifted from inflated numbers during the boom period to more reasonable expectations now. Companies are focusing on quality hires rather than quantity due to past oversaturation.

Evolution of Design Education and Aspirants

• With advancements in UI tools making design easier, there’s a growing demand for mid-level designers (3–8 years experience), while entry-level positions have decreased significantly.

• The number of aspiring UX designers has increased due to more educational institutions offering design programs. This influx may lead to challenges as agencies produce large numbers of new graduates quickly.

Understanding Entry-Level Designer Salaries

The Changing Landscape of Designer Salaries

• The entry-level salary for designers has fluctuated significantly, with many numbers circulating in the market. Surveys from 2021 may not reflect current realities.

• Junior designers often compare their expected salaries to those of seniors from previous years, but the job market has changed since then; what was true in 2021 may not hold in 2024.

• In 2021, there was a high demand for designers due to a shortage of experienced professionals, leading companies to offer competitive salaries to attract young talent.

• Currently, the market has shifted; companies are now looking for designers with two or more years of experience due to recent layoffs and startup closures, resulting in an oversupply of candidates.

• It is crucial for young designers not to rely solely on outdated salary surveys but rather assess the current job market dynamics and their own position within it.

Evaluating Job Opportunities

• Young designers should introspect if they are applying widely without receiving callbacks; this could indicate a mismatch between their salary expectations and market conditions.

• Flexibility is key when starting a career; being open to various roles can lead to valuable learning experiences that outweigh initial salary concerns.

• Many new designers prefer product companies over agencies or studios. However, gaining experience in any role can be beneficial for long-term career growth.

• Prioritizing learning and growth opportunities over immediate salary is essential when beginning one's career as it sets the foundation for future success.

• Being adaptable regarding job titles and locations can enhance prospects in today's competitive environment; flexibility can lead to better opportunities down the line.

Long-Term Career Growth

• New graduates should understand that their first job does not have to be their dream job; growth into ideal positions often takes time and experience.

• While well-funded startups may offer higher salaries, they are not always hiring. Starting at different companies can provide necessary experience before transitioning later on.

• Each company offers unique learning experiences—working at design studios might involve client interactions while product companies focus on user-centric design challenges.

• Exposure to diverse projects across B2B and B2C domains enhances problem-solving skills and prepares designers for varied industry demands.

Understanding Learning Opportunities in Design Careers

Diverse Learning Experiences

• Different environments, such as agencies and studios, provide unique learning opportunities that can benefit one's career trajectory.

• Experience in design studios equips individuals with skills like proposal writing and market analysis, which are crucial for running a successful design studio.

Recruitment Process Insights

• The delay in receiving rejection emails from HR can indicate poor company practices regarding candidate experience.

• Ideally, candidates should receive feedback within one to two weeks after applying; delays may reflect poorly on the company's respect for applicants.

Challenges Faced by HR

• HR struggles to obtain timely feedback from hiring managers due to their busy schedules and multiple responsibilities.

• Hiring managers often forget reasons for candidate rejections, leading to vague or absent feedback.

Improving Feedback Processes

• It is essential for HR to establish standards requiring hiring managers to provide feedback promptly after interviews.

• Implementing structured processes could help startups avoid common pitfalls related to recruitment inefficiencies.

Advice for Job Seekers Facing Rejection

Understanding Rejection Reasons

• Many designers fail to identify the reasons behind their job rejections; seeking mentorship can help uncover gaps in their applications.

Importance of Soft Skills

• Beyond technical skills, soft skills play a critical role in securing jobs; effective communication and collaboration are vital attributes sought by employers.

Flexibility and Adaptability

• Startups value candidates who demonstrate flexibility and a willingness to take on various roles beyond traditional design tasks.

Continuous Improvement Mindset

• Each rejection should be viewed as an opportunity for growth; analyzing past applications can lead to better future outcomes.

Insights on Content Creation and Design Hiring

The Importance of Analytics in Content Creation

• Emphasizes the need for analytics to identify drop-offs in content engagement and assess what is working effectively.

• Highlights that some content creators focus on continuous improvement with each piece of content, whether through lighting, editing, or sound enhancements.

Finding Success in Job Applications

• Discusses the notion that while many jobs can be applied for, ultimately only one job is needed to succeed.

• Suggests that persistence through rejection can lead to eventual success, as landing a single job can alleviate previous frustrations.

Insights into Design Hiring Processes

• Acknowledges the detailed analysis provided regarding design hiring practices and how user experience plays a role in improving hiring outcomes.

• Mentions various aspects of design hiring discussed, including resumes, portfolios, take-home assignments, and the importance of mindset during salary discussions.