How do you hire and develop UX professionals?

The main key here is to hire the best UX leadership. Give them time, resources, headcount, and budget. Hire people who see UX as a specialty, see the science and process in it, and know the risk mitigation and outcomes it can create. They will create a great team. If you hire the "UX leader" who never did the work, says a lot while saying nothing, and cares more about climbing ladders and kissing butts, you are likely to have a weak leader. They will hire order takers. Cross-functional teammates will wonder why UX is so weak, doesn't think critically, and isn't adding value. It's all back to the leadership. Hire strong leadership and you'll have a strong team.

Start by clearly defining your UX needs and the specific skills required. Look for candidates with a strong portfolio, relevant experience, and a passion for user-centered design. Invest in their development through ongoing training, mentorship, and opportunities to work on diverse projects to grow their skills.

Clearly identify the skills, expertise, and specialties (e.g., research, design, or strategy) your team requires based on your product goals and business objectives.

To hire and develop UX professionals, first define the specific skills and qualities you need, like user research, wireframing, and prototyping. Look for candidates with a strong portfolio and relevant experience. Offer opportunities for ongoing learning and professional growth. Provide clear feedback and guidance to help them improve their skills. Encourage collaboration and creativity to foster a strong UX team.

When hiring UX professionals, look for: Strong Portfolio: A well-curated portfolio showcasing relevant projects and skills. User-Centric Mindset: A deep understanding of user needs and behaviors. Problem-Solving Skills: The ability to identify and solve complex user experience challenges. Communication Skills: Excellent communication and collaboration skills. Technical Proficiency: Familiarity with design tools and methodologies. Continuous Learning: A passion for staying updated on industry trends and best practices.

"Where do you see yourself in 5 years?" & "How do you keep up with industry trends?" are my top 2 questions in interviews. I need insight into your long-term vision and how driven you are to grow within the field. Staying ahead in UX means constantly learning and evolving. If someone is genuinely passionate about design and excited by the opportunity to learn and grow, they’ll produce incredible work. We offer a training & education budget that employees can use however they like to improve their skillset. If this excites someone, they're in the right mindset!

I agree—prioritizing potential and fit in UX hiring is crucial. Experience is valuable, but adaptability, learning ability, and cultural alignment often drive long-term success. Use diverse assessments to gauge these factors effectively.

I’ve learned to look beyond just the CV. When hiring, I seek out the storytellers and problem-solvers – those who see beyond the surface. At H&M, my best hires have been those who had less experience but brought a fresh perspective and adaptability to the table. It's about finding people who aren't afraid to fail fast and learn faster. I create real-world design challenges during the interview process, allowing candidates to showcase their thought process, adaptability, and creative spark – that’s where the magic happens.

When hiring UX professionals, look for candidates with strong potential and a good fit for your team. Evaluate their ability to learn and adapt, not just their current skills. Assess how well they align with your company’s culture and design goals. Provide training and mentorship to help them grow. Focus on both their potential and how they fit into your team dynamics.

Look beyond resumes and portfolios. Assess candidates for problem-solving ability, adaptability, and cultural fit, ensuring they align with your company values and growth vision.

To hire and develop UX professionals, give clear and constructive feedback on their work. Offer regular support and guidance to help them improve their skills. Create opportunities for them to learn and grow, such as training sessions or workshops. Recognize their progress and achievements. Building a supportive environment helps them excel and contribute effectively.

Offer continuous, constructive feedback. Support their growth with mentorship, learning opportunities, and resources to sharpen their skills and navigate challenges.

To help UX professionals thrive, it’s essential to provide both feedback and support. Feedback means offering constructive, timely input, while support involves giving them the tools and guidance they need. Here’s what has worked best for me so far: Regular Design Critique Sessions with the whole team foster continuous improvement. Work in the Open, sharing design files early, encourages learning. Use a Competency Framework to set clear skill expectations and assess skills. Clear Role Descriptions ensure meaningful performance discussions. Regular Quarterly Check-ins track personal growth. Share Best Practices as often as possible to create a shared understanding of what good looks like.

Feedback isn’t a one-way street; it's an ongoing conversation. In my experience, the best feedback loops are like a well-oiled machine – consistent, constructive, and empowering. At Springboard and UT Austin, I mentor budding UX designers, giving them real-time feedback that inspires growth rather than stifles creativity. I believe in recognizing effort, not just results, and providing the tools and resources to help my team flourish. Weekly one-on-ones and peer review sessions create a culture of trust and continuous improvement.

To hire and develop UX professionals, encourage a collaborative environment where team members share ideas and work together. Look for candidates who are open to feedback and can contribute creatively. Provide opportunities for brainstorming and cross-team projects to spark innovation. Support a culture of experimentation and learning. This approach helps build a strong, dynamic UX team.

Encourage cross-functional collaboration, allowing UX professionals to work closely with other teams. Create an environment that nurtures creativity and experimentation.

Innovation thrives in diverse teams. I’ve facilitated countless creative workshops where designers, developers, and business folks co-create solutions. For example, at H&M, we brought together cross-functional teams to redefine our mobile experience, resulting in a 30% boost in user engagement. It’s not just about getting people in a room; it’s about creating a safe space for ideas to collide, challenge assumptions, and push boundaries. The best ideas often come from the least expected sources.

Leadership in UX means more than just guiding design; it’s about inspiring a shared vision. At PayPal, I led UX initiatives that were not only about making interfaces beautiful but also driving business goals through strategic design. I encourage my team to think big and align their work with the company's long-term objectives. Empowering designers to take ownership of their projects, and seeing the bigger picture, transforms them from executors into innovators.

Cultivate leadership potential by empowering them to make strategic decisions, guiding UX direction, and contributing to long-term business goals.

To hire and develop UX professionals, seek candidates who can lead and inspire others. Look for those with a clear vision for user experience and the ability to guide a team. Provide leadership training and opportunities for them to shape UX strategy. Encourage them to stay updated on industry trends and best practices. Strong leadership and vision will drive the team’s success and innovation.

Hiring UX talent is just the beginning; nurturing them is where the real work begins. I’ve found that creating an environment where designers feel valued and empowered makes all the difference. Whether it’s through mentorship, access to learning resources, or simply giving them room to experiment, my goal is to help them become thought leaders in their own right. And don't forget to celebrate the small wins – a little recognition can go a long way in keeping your team motivated and engaged.

Hire UX professionals by assessing their design thinking, problem-solving skills, and ability to empathize with users. Look for portfolios that showcase both creativity and usability. During interviews, evaluate their collaboration and communication skills. To develop them, provide mentorship, encourage continuous learning, and offer opportunities for cross-functional projects. Promote a user-centered culture and provide regular feedback to help refine their craft.

I have founded and run UX groups at large agencies. 1: Hire people who are fiercely intelligent, take the initiative and work on their own (they know I will ALWAYS back them up). 2: they have a wide ranging skills but have specific skills they want to deepen and extend. I work with them to find the right path to solutions, employ better methodology, and I am there with them working into the night 3) They have a deep natural curiosity and are comfortable challenging convention and pushing to unexpected places; they pursue the essence of an opportunity and fight for shining approaches to both strategy and results. They are not in it just for the money, their focus is creativity and impact. My job is to enable that.

Look beyond skills and portfolios: Portfolios are great, but I want to hear the stories behind the work. What inspired them? What challenges did they overcome? A great UX designer is also a great storyteller. Diversity: I seek out varied backgrounds, experiences, and perspectives. It’s like adding different spices to a dish—each one enhances the flavor. Curiosity: Degrees and certifications are impressive, but curiosity is priceless. I value those who are perpetual learners, always asking questions and seeking new knowledge. Continuous Learning: The UX landscape is ever-evolving. I encourage my team to attend workshops, conferences, and courses. Learning never stops, and neither should we.