How to Hire a UX/UI Designer in 2026 (or Decide If You Need One)

Most teams don’t realize they’ve hired the wrong designer until it’s too late.

Design debt piles up, flows don’t convert, and suddenly the roadmap is three months behind. And all of it looked good in Figma.

This guide on how to hire a UX/UI designer is for founders, product leaders, and tech execs who want to get it right before the damage shows up in the metrics. What we’ll cover:

• how to define the role you need (UX? UI? Product? Research? AI?);

• freelance vs in-house vs agency;

• salary benchmarks and real hiring costs;

• where great designers are (and how to reach them);

• how to evaluate portfolios and ask the right questions.

We’ll take it step-by-step: from strategy → scoping → sourcing → evaluation → ethical hiring.

Step 0: Rethink what a UX/UI designer means in 2026

Gone are the days when UX/UI designers were “pixel movers,” hired to make things look better. Now they sit at the table, driving decisions and helping teams ship smarter. The role has expanded, and if you’re still hiring like it hasn’t, you’ll miss the people who move the needle.

Involve design earlier in the process

Most design debt comes from unclear decisions made too early. Designers now work further upstream, shaping problem definitions, validating assumptions, and testing different ways forward before anything is built. The teams that get the most value from design are the ones that bring it in early and often.

Hire for ownership across the product lifecycle

Designers are staying accountable for what happens after release. That includes proposing features based on market research and working through post-launch iterations based on real feedback. This kind of ownership is the baseline in most strong teams.

Make space for hybrid product-design roles

These days, the best designers sound more like product managers than stylists. They are expected to participate in discovery, frame problems, and support prioritization. They contribute to both execution and direction, especially in smaller teams, where the boundaries between functions are intentionally loose.

Stop hiring for tasks that AI already does

Most teams are still screening for layout skills and “nice flows.” But tools like Magician, Galileo, and AI-powered wireframing systems now generate 80% of those artifacts in minutes. 

Instead, designers are evolving into data interpreters. They use AI-generated insights to inform design decisions and optimize user experiences. By championing the integration of AI and other emerging technologies, designers are driving transformative changes and shaping the future of the industry.

Look for design strategists

Some roles are moving even further. These designers may not focus on visual polish at all (except for creating wireframes and prototypes). Instead, they drive user research, competitive analysis, and early-stage strategy. They define what to build and why. They’re hard to find and even harder to interview for, unless you know what you’re looking for.

Embrace continuous learning

This evolution highlights the need for designers to acquire new skills, such as data literacy, algorithmic thinking, and a deep understanding of AI technologies, to stay ahead in this rapidly changing field.

Step 1: Clarify if you actually need a UX/UI designer

99,9% of products need a designer. But that’s often a symptom, not a diagnosis.

Design is a wide discipline.

Hiring too early or for the wrong skill set creates expensive misalignment later: a UI designer brought in to solve validation problems, or a UX generalist expected to rebrand your interface overnight.

Before you post the role, define what’s missing in your product. Is it usability? Validation? Visual identity? Strategic direction? Or execution speed between design and development? Clarity at this stage determines everything that follows: the job title, responsibilities, seniority, and even where to source candidates. 

We’ve examined the differences between the main types of designers: UI, UX, product, AI designers, design strategists, and even UX engineers so that you can find the right talent for your project. 

Use this quick framework to pinpoint the gap:

Let’s take a look at these roles in more detail.

UX designer

A user experience (UX) designer is responsible for how users interact with software, whether a website, app, or desktop program. They make sure products aren’t just usable, but understood. 

A UX designer’s work starts with discovery calls, user interviews, and behavioral analysis. They identify friction, uncover user intent, and translate insights into structured flows and prototypes.

In practice, UX designers move between problem framing and solution testing. They collaborate with PMs and engineers to validate assumptions. A good UX designer will ask why users behave a certain way, not how to make a screen look better. Their deliverables may not always look “beautiful,” but they save weeks by clarifying what’s worth building.

When to hire a UX designer

You’ll get the most value from a UX designer when your product is shifting from assumption to evidence:

• concept stage: UX designers research user needs, translate those insights into product direction, and prevent you from designing for yourself instead of your users;

• design and build: Once you move into execution, they focus on shaping intuitive flows. Layouts, navigation, interactions, everything that determines how quickly users achieve what they came for;

• testing and iteration: After your prototype or MVP is live, they run usability sessions and identify what works versus what breaks. Then they refine. A good UX designer treats every release as a learning cycle;

• post-launch: When your product is in market, they use analytics and behavioral data to track drop-offs and emerging friction points. Their goal shifts from building the first version to improving it continuously;

• rebranding or redesign: During a major product refresh, a UX designer makes sure the new look doesn’t compromise usability. They audit existing flows and align every update with user expectations.

UI designer

A user interface (UI) designer focuses on the visual language of your product: how it looks, how it moves, and how it communicates trust. They work on layout, color, typography, and interactive elements to make your interface feel deliberate and cohesive. 

A good UI designer builds the visual system that connects your product’s function with its brand. Without thoughtful UI, even the smartest UX feels lifeless.

When to hire a UI designer

A UI designer adds the most value once your product already works but lacks visual depth or consistency:

• visual identity: When your product needs a recognizable look that reflects your brand and speaks to your audience. A UI designer shapes that first impression;

• user interaction: When the experience works but feels flat. They refine the visual hierarchy and use visual cues to make interactions smoother and more engaging;

• accessibility: When parts of your product are hard to navigate or interpret. A UI designer builds clarity through contrast and balance;

• device consistency: When your product spans web, desktop, and mobile, and each version looks like it was built by a different team. They bring it all together into one coherent interface;

• system alignment: When design decisions are scattered and visuals drift over time. A UI designer cleans it up and unifies your visual language so it scales.

When you can’t afford two specialists, a UX/UI designer often bridges both worlds, ensuring that usability and aesthetics evolve together.

UX/UI designer

A UX/UI designer is the one who can sketch a flow, build it in Figma, test it with users, and polish it until it feels right. They move fluidly between wireframes and mockups, between feedback and function.

This hybrid skill set keeps early teams fast and consistent. One person owns the full user journey, from research to layout, from usability to interface design. It’s how many great products get their first version right.

When to hire a UX/UI designer

You don’t need two separate specialists to build something great (at least not at the start). Hiring a UX/UI Designer gives you one brain across both disciplines:

• early validation: When you’re testing an idea and need someone who can research, prototype, and make it look credible, all in one go;

• MVP and first launch: When time and budget are tight but quality still matters. They create the first version that users can trust and teams can scale from;

• growing product: When features multiply and design starts drifting. A UX/UI designer keeps consistency across every new screen;

• continuous iteration: When you need quick loops between user feedback and shipped updates;

• small or lean teams: When hiring both UX and UI isn’t realistic yet, but you still need both done well.

Product designer

A product designer sits at the intersection of user experience, product strategy, and execution. Their work spans research, discovery, and prototyping, but also touches pricing models and product-market fit.

Unlike a UX/UI designer, a product designer isn’t only focused on usability or visuals. They think in systems about goals, trade-offs, and what success looks like for both users and the business.

When to hire a product designer

Hiring a product designer becomes essential when design decisions start to have strategic weight, when what you build matters as much as how it looks or works:

• new product development: When you’re building from zero and need someone to connect user research with business goals;

• evolving an existing product: When you’re ready to refine or reposition your product. They identify friction and lead design improvements tied directly to growth;

• aligning product strategy: When you need design decisions to map to metrics, like retention or conversion. Product designers translate goals into tangible user flows;

• cross-platform experience: If your product works on different platforms or uses many services. Product designers create continuity where complexity usually grows. 

Design strategist

A design strategist is a hybrid role that connects the strategic, client-facing, and oversight responsibilities of a product manager with the design expertise and mentorship qualities of a senior designer.

They think beyond the interface. Strategists analyze industries and define the principles that guide design decisions later on. They work with founders, PMs, and design leads to align everyone on priorities and outcomes, not just deliverables.

When to hire UX strategists

You’ll need a strategist when you’re moving from execution to direction:

• brand development or rebrand: When you’re defining or refreshing your market position and need your design to reflect it with clarity and intent;

• product innovation: When you’re exploring new opportunities or rethinking your core offering;

• market expansion: When you’re entering new regions or audiences and need to adapt experience and design to local expectations;

• strategic partnerships: When multiple teams or vendors are involved and you need alignment around one shared vision;

• cross-functional alignment: When product, design, and marketing are solving the same problem from different angles and need a single strategic thread.

AI UX designer

An AI UX designer works where data meets interaction. They design how people experience automation, recommendations, and decision-making powered by machine learning.

This role goes beyond classic UX. It’s part design, part systems thinking, part data interpretation. AI UX designers consider not only what the user sees, but also what the system knows and decides. They work closely with data scientists and engineers to turn complex models into transparent, human-centered interactions.

When to hire an AI UX Designer

You’ll need an AI UX designer when your product is starting to behave intelligently:

• AI-driven features: When your product surfaces recommendations or adaptive interfaces that rely on user data;

• conversational or agent interfaces: When you’re designing chatbots or assistants that require tone and context awareness;

• data-heavy environments: When users make critical decisions based on analytics or model outputs and need clarity instead of cognitive overload;

• explainability and trust: When you want users to understand why an AI made a decision;

• personalization at scale: When your product tailors experience to each user and needs to balance relevance with privacy and control.

UX engineer

A UX engineer sits in the overlap between design and development. They turn static ideas into coded interactions and make sure what’s shipped feels exactly like what was designed: responsive and accessible.

They’re not there to replace designers or developers, but to make both move faster. UX engineers handle design systems, prototypes, and front-end logic that needs design sensitivity. They catch friction before it hits production and make sure polish isn’t lost in translation.

When to hire a UX engineer

Bring in a UX engineer when your design quality doesn’t survive development or when your prototypes need to feel real before launch:

• design system setup: When you need consistent, reusable components that scale across products and teams;

• functional prototyping: When static mockups aren’t enough to test usability, and you want coded prototypes that behave like the real thing;

• polish and performance: When animations and interactions need to feel seamless, not stitched together;

• design-to-dev alignment: When handoffs keep causing rework, and someone needs to own that translation layer;

• accessibility and standards: When you want your product to feel inclusive and technically solid.

Step 2: Define the designer level you need

If the previous section wasn’t complex enough, here comes another layer – seniority.

Most fall into three categories: junior, mid-level, and senior. Each level brings a different type of value to your team. The right one depends on what your product really needs: speed, structure, or vision.

Step 3: Choose the right hiring model

Once you know who you need, the next question is how to bring them on board. There’s no universal answer – your hiring model depends on what you’re optimizing for right now. 

Each model has its place. Freelancers are great for quick wins, agencies for complex launches, and full-time hires for teams scaling design maturity. But choosing the wrong one can waste months or lock you into a setup your team’s not ready for yet.

Here’s how to choose a model that fits your product, not just your budget:

When to hire a design freelancer

If you’re moving fast and just need something done, like a UX review or a landing page refresh, a freelancer can be your best shortcut. They’re flexible and don’t come with the overhead of a full-time hire.

But flexibility has a cost. Freelancers rarely stay long enough to understand the full product context, which means they solve the surface problems, not the systemic ones. If your product’s growing fast, this can lead to fragmented design decisions and inconsistent quality.

💡 Good fit when:

• you’re testing or validating early ideas;

• you need a quick turnaround or temporary skill gap filled;

• your team already has someone to guide direction and review work.

⚠️ Risky when:

• design decisions require continuity and deep product context;

• you expect one person to own research, UX, and UI at once;

• your roadmap changes weekly, and there’s no one managing priorities.

💰 Typical range: $25-$150/hour depending on skill and scope.

If you’re early-stage, this can be the right starting point, but always define ownership clearly. A short gig without alignment often costs more later when you need to fix it.

When to hire an in-house designer (full-time hire)

When design stops being a project and becomes a part of how your company operates, it’s time to bring it in-house. A full-time designer builds context over time. They know your product’s edge cases and your team’s decision patterns. That context compounds.

Having someone in the room daily means better collaboration with product and engineering and tighter alignment between vision and execution. 

💡 Good fit when:

• you’re in active growth, and design is part of the product core;

• you need continuity and cross-team collaboration.

• you’re ready to invest in building design maturity, not just velocity.

⚠️ Risky when:

• you’re still testing product–market fit or pivoting often;

• you don’t have enough design work to justify a full-time role;

• your processes aren’t ready for sustained collaboration.

💰 Typical range: $70K-$150K base salary (varies widely by region and role depth).

If your design needs are ongoing, in-house is the most strategic move you can make. Just make sure you’re ready to keep them challenged; great designers don’t stay where they’re underused.

When to hire a design agency

When you need more than one pair of hands or when time is tighter than your hiring pipeline, hiring an agency can bridge the gap. You get a ready-made team: researchers, strategists, designers, and PMs who’ve likely solved problems similar to yours dozens of times before. That experience shows up in process and output quality.

A design agency gives you velocity without hiring overhead. You don’t spend months recruiting or managing workflows – you focus on outcomes. The trade-off is embeddedness: agencies will deeply understand your product, but rarely your day-to-day culture.

💡 Good fit when:

• you need to launch or redesign a product on a defined timeline;

• you want predictable delivery with strong PM and QA support;

• you lack in-house capacity or process maturity.

⚠️ Risky when:

• you expect real-time collaboration or high-touch iteration;

• you need design deeply tied to business strategy;

• you plan to run continuous updates after launch.

💰 Typical range: $8K-$30K per project, depending on scope and team seniority.

For complex projects, agencies are often the smartest shortcut. Just make sure you align on ownership early: who drives decisions and who defines “done.”

Bonus: When to hire a fractional UX lead

When you’ve outgrown ad-hoc design but aren’t ready for a full design department, a fractional UX lead might be a good idea. They set the direction (defining principles and aligning design with business goals), without locking you into a six-figure salary.

💡 Good fit when:

• you’re scaling fast but can’t justify a full-time Head of Design yet;

• your design work is solid but lacks a unified vision or process;

• your team needs mentorship and quality alignment.

⚠️ Risky when:

• you’re still pre-product-market fit and need hands-on design execution;

• your product scope is small enough that full-time leadership isn’t justified;

• you expect day-to-day design delivery rather than direction and systems.

💰 Typical range: $3K-$10K/month depending on engagement depth and hours per week.

If you’re in transition, like moving from founder-led design to a scalable design org, a fractional UX lead is often the smartest middle ground. You get strategy and structure before you need a full-time headcount.

Step 4: Write a perfect job description

Writing a proper job description is half the battle in finding a high-end professional. Although it may seem straightforward, many people still get it wrong by either trying too hard or not at all.

Our advice is to avoid reinventing the wheel. Be straight to the point and include all essential information with minimal to no vague statements and cliches. You can read a perfect job description diagonally and still get all the info you need.

You don’t necessarily need a job description. Suppose you want to partner with a design agency. Give an agency enough information about your project, and they will provide you with the project estimate and optimal team composition.

Step 5: Decide where to find a UI/UX designer

Once you know what kind of designer you need and which hiring model fits your stage, the next question is where to find them. The best designers rarely sit on job boards refreshing listings. They’re busy building or shipping. That means you’ll need to go where they spend their time and approach them the right way.

Job listings: in-house designers

Job listing resources such as Indeed, Glassdoor, Monster, Work in Startups, AngelList, and LinkedIn are the most reliable ways to find in-house employees. To get started, create a company profile, submit your job offering with an attractive job description, and wait for people to apply.

One of the reasons job listings are so effective is that people who need a job approach you rather than the other way around. If you open a “remote design position” on a job listing resource, you may receive requests from agencies. If you’re 100% sure you don’t want to work with the agency, mention that in the description. It’ll save you time.

Sometimes, though, job listings aren’t enough. So, improving your chances of success with social media ads is a good idea.

Active recruiting: in-house designers

Don’t wait for the perfect candidate, go find them! 

Active recruiting is a proactive approach to hiring that broadens your reach and increases your chances of success. With experienced designer recruiters leading the way, you can seek out and approach excellent candidates and bring top talent to your team.

LinkedIn is a great platform for active recruiting. Don’t have the resources for active recruiting? No problem, consider hiring a recruiting agency.

Portfolio websites: freelancers, agencies, in-house

Behance, Dribbble, and other portfolio websites exist to allow designers and agencies to showcase their design and idea communication skills. Users present their visual case studies with insights into the product development process. These websites are great for finding experienced specialists whose styles match your taste.

Social media ads: in-house designers

With people spending an ungodly number of hours online, platforms like Facebook and X (Twitter) can be surprisingly effective in finding the perfect candidate. So why not put them to work for you?

Word of mouth: in-house designers, agencies, freelancers

When it comes to finding an agency, nothing beats a recommendation from a trusted source. Tap into your industry network and see if they can connect you with a great agency. But be careful not to fall for a recommendation just because of a referral bonus. Always check the experience and ensure that the agency is a good fit for your needs.

You can also try contacting your preferred agency, even if they seem too expensive or busy. They might just have the perfect alternative in mind. After all, they’re experts in the field and know the best partners to work with. Don’t let a minor setback leave you hanging!

Clutch: design agencies

Clutch is a B2B market research platform that gathers and verifies client reviews on service companies. The platform then organizes the data into an elegant rating system that contains all the information on the companies’ service quality and work ethics.

Due to its approach and convenience, Clutch has become one of the primary places to discover top B2B service providers. Using it, you no longer have to worry about the lack of social proof regarding your potential design partner.

Upwork: design agencies, freelance designers

Upwork is a marketplace for freelance talent and agencies.

The process is straightforward: create a job posting, wait for proposals, shortlist candidates, and check their profiles and portfolios to find the best fit. Alternatively, you can search for talent by categories and keywords. If you need two sources, there’s also Toptal, a more expensive alternative to Upwork that doesn’t include agencies.

Local design courses: in-house designers

If your budget is low, local courses are amazing for finding trainee/junior designers. Research local courses and ask mentors or tutors to recommend students. They would be happy to help their best students get the job, and the students would be happy to work for you. That’s how plenty of successful and lasting partnerships began.

Extra places to look for a designer

If you’ve covered the basics and still haven’t found the right fit, expand your search here:

• specialized UX platforms: UXcel, AIGA, Authentic Jobs;

• communities: Designer Hangout, ADPList, Figma Community, various design Slack groups;

• remote channels: We Work Remotely, Remote OK, Working Nomads, Remote Rocketship;

• agencies & recruiters: Aquent, Creative Circle, Wert & Co., especially for leadership or executive roles.

Step 6: Build a multi-stage evaluation funnel

You don’t need a 7-round marathon to find great designers. What you need is a structured funnel that helps you evaluate thinking while keeping things efficient for both sides:

• intro screen (30-45 min): A quick call to check motivation and product understanding. It’s also where you see if the person actually read the brief;

• portfolio check: Skip the slideshows. Ask how they made decisions and what results they tracked. Look for process clarity;

• practical assessment (paid or live): Keep it short and relevant: a one-day whiteboard, async Figma task, or design critique. Don’t test drawing skills; test how they think under constraints;

• cross-functional interview: Add a PM and an engineer to the mix. You’ll quickly see how well they explain design choices and handle pushback;

• culture and values fit: A final talk to understand how they learn and work in teams. The goal is to see if they’ll thrive in your environment.

Step 7: Analyze design portfolio

Once you’ve shortlisted potential designers or agencies, the next step is reviewing their portfolios. A good portfolio should reveal not only what a designer built, but how they think, make decisions, and adapt their process to business goals.

The tricky part is that portfolios rarely tell the full story. Many skip details about team structure or the designer’s exact role. So, your goal is to read between the lines and evaluate thinking.

How to analyze a UX designer’s skills through a portfolio

When reviewing UX designers, focus on their problem-solving logic and ability to communicate decisions. Look for detailed case studies that walk through the challenge, their specific contribution, the research or data used, and how user feedback shaped iterations. 

A red flag is storytelling that ends at wireframes or flow diagrams without explaining why certain directions were chosen. UX design is about reasoning under constraints, not producing diagrams in isolation.

How to analyze a UI designer’s skills through a portfolio

For UI designers, visual execution takes center stage. Assess their sense of hierarchy, color, typography, and alignment across layouts. The best portfolios show how the visuals guide attention and support usability.

Pay attention to consistency across screens and the reasoning behind style choices. Strong designers articulate why a design looks the way it does, connecting visuals to brand and user intent.

Additionally, you can test your ability to detect UI imperfections with this fun test. It also explains correct answers, allowing you to learn in the process.

How to analyze a UI/UX designer’s portfolio

Many designers combine both disciplines. In these cases, evaluate the balance between craft and reasoning. You might find a portfolio that leans more visual or more analytical, and that’s fine. The key is matching strengths to your needs. If your project demands strategy and flows, prioritize UX depth; if you’re refining interface quality, lean toward UI strength.

Questions to ask yourself

Here are a few questions you can ask yourself about UI/UX portfolios to find the best candidate:

• is there a clear story? Each case should show how problems were identified and solved;

• is their role transparent? Make sure you know what exactly they did, not just what the team achieved;

• do they have domain experience? Prior work in your niche or similar products shortens onboarding and improves relevance;

• do they show social proof? Check public comments or testimonials (Behance, Medium, Dribbble) for credibility;

• do you like their taste? Shared aesthetic values make collaboration smoother;

• do they connect design to business outcomes? Metrics or hypotheses signal a mature mindset;

• do they handle feedback well? Iteration examples show adaptability and user focus;

• what tools are they fluent in? Familiarity with your stack – Figma, FigJam, Maze, or design systems – matters for integration and workflow speed. 

Our recommendations will help you identify inexperienced or under-skilled designers, but let’s face it: there’s no substitute for a true expert. The game recognizes the game, and only an experienced designer will spot all the nuances and red flags of a portfolio. So, if you need help finding the perfect talent for your team, don't hesitate to contact us. 

Step 8: Evaluate a designer during the interview

After scanning resumes and portfolios, the real insight comes in conversation. Interviews reveal how a designer thinks: their logic, empathy, self-awareness, and how they’d collaborate inside your system. A good process balances structure with curiosity: test for skill, but also for energy, mindset, and alignment.

Understand how they think

Designers aren’t a monolith. Some thrive on intuition, others on evidence. We roughly see three archetypes:

• creative (divergent) thinkers: great for vision and originality. They connect dots others don’t see and inject freshness into products that risk blending in;

• convergent (analytical) thinkers: love systems and measurable outcomes. They’re strongest in design ops, complex UX flows, or optimization-heavy products;

• lateral thinkers: rare and valuable. They blend both modes: turning structured data into creative ideas and creative ideas into viable designs.

Know which kind of thinking your project needs, then evaluate accordingly. Don’t ask an analytical designer to dream up 20 visual directions, or a creative one to spend a month deep in spreadsheets. Match strengths to context.

9 questions you can ask during the interview process

Here are some universal questions that can help you gauge their experience and expertise, regardless of the context. From their professional background to their motivations, these questions will give you the insights you need to make the right hiring decision. So, let’s dive in and find the perfect talent for your team!

Tell us about yourself, what is your background? 

When interviewing a candidate, creating a relaxed and sincere atmosphere is important. To achieve this, start with a casual question. 

For instance, you can ask:

• “can you share a bit about your journey and what got you excited to work in this field?”
• “what did you enjoy most about your previous position?”

However, it is essential to direct the conversation to avoid sidetracking and to keep it focused on the crucial information. You can ask additional questions to gather the required information.

Don’t be afraid to interrupt gently to steer the conversation in the direction you need.

What is your professional experience? 

You may be thinking, “But I already know everything from a resume, don’t I?” The answer is both yes and no.

Reading a carefully planned, almost sterile description is one thing. Hearing the person describe their experience on the fly is entirely different. This can help you understand their career status, professional focus, how they frame their responsibilities, and whether they have a superficial view of the job.

When hiring a UX or UX/UI designer, pay particular attention to how empathetic they are towards users’ needs and how well they can map the customer experience. If they ignore or gloss over this issue, it may signal a lack of expertise or understanding of the role.

Who was your manager and how would they evaluate your job?  

Asking about their previous manager and how they would evaluate their work is crucial because it provides insights into the designer’s self-awareness, ability to reflect on feedback, and professional growth. Understanding a candidate’s perspective on their performance and the dynamics with their manager can help you comprehend how they might fit into your team’s culture and work ethic.

What was your best role on the project?

This insight can help you align the candidate’s potential role within your team with what they do best, ensuring their job satisfaction and peak performance. Additionally, it reveals how they view their contributions to a project’s success, providing clues about their team dynamics, leadership qualities, and ability to collaborate. 

How do you stay up to date with the design industry? 

A designer must stay up-to-date with the latest trends and techniques. So, where do they get their information from? Here are some top resources to consider:

• Baymard Institute — a top provider of UX research data for e-commerce projects;
• Nilsen Norman Group — a #1 destination for interaction design findings;
• NFX.com — probably the best source of knowledge for people who create marketplaces and work with the network effect.

Of course, there are more relevant resources, books, and style guides. If the interviewee names a few you don’t know, feel free to check them out later. And don’t forget, reading design books is just as important as keeping up with the latest trends. It shows that a candidate is dedicated to learning and improving their craft.

What was the last design problem you solved and how did you approach it?

Understanding a designer’s approach to tackling the issues they face offers a direct glimpse into their problem-solving skills, creativity, and ability to handle challenges — key qualities for any UX/UI specialist. This question lets you evaluate their analytical thinking, how they research and gather insights, their process for generating solutions, and their capacity for critical feedback and iteration. 

How would you do user research for our future market?

To evaluate the research skills of a UX designer, you could ask questions such as:

• for which product should we conduct research?
• what is the goal of our research?
• who is our target market?
• what is the user journey and how to work with it?

When designing for user experience, it is important to consider various aspects of market research such as user demographics, preferences, and behavior patterns. In terms of research approaches, there are two main types:

• qualitative research, which includes interviews, usability tests, and cultural background studies. When designing a user experience, it’s important to consider external factors such as the user’s environment, technological limitations, and cultural differences. This type of research helps to understand what and why the user wants something.
• quantitative research, which includes analytics and surveys, is used to test whether implemented solutions work well.

What is your greatest professional success/failure? 

A tricky yet insightful question.

The first variation helps to discover what the person considers “success” and “best.” Is it about the awards their projects have won or about increasing customer engagement by 25%?

The “greatest failure” question reveals the person’s humility and ability to own up to their mistakes, especially in the era of “failing fast.” Additionally, ask about the cause to see if the person tries to shift the blame on anyone or anything but themselves.

There are no right or wrong answers to these questions, but they will help you understand where the person stands.

What are your motivations?  

Soft skills and emotional intelligence are crucial for productive collaboration and a healthy, spirited atmosphere in the workplace. It’s no wonder some employers prefer less experienced candidates with better soft skills over highly skilled but “abrasive” professionals.

Emotionally intelligent individuals not only make for more pleasant colleagues, but they also minimize conflicts and potential burnout.

To assess a candidate’s emotional intelligence, motivations, and personality, you can ask some of the following questions:

• what motivates you in your work?
• what types of things tend to make you feel irritated?
• if you were unable to pursue design, what would you do instead?
• are there any projects that you would decline regardless of the circumstances?

Test assignment

Typically, when evaluating a junior or mid-level candidate for a position, you’ll assign them a substantial design task to complete in their spare time. This task should mimic their expected work and test their fundamental skills, including research, analysis, and actual design.

For a senior specialist, providing a longer paid task or a few paid days of work with your team is better.

During the job interview, there are also tasks you can give potential candidates to quickly assess their skills and ability to work under time constraints. For example, you can prepare a few screens with usability flaws to show your candidates and ask them for improvement ideas. This will help you better understand their design mindset and make an informed decision on whether or not they are a good fit for your team.

What should be the answers?

• newbie designers: In the worst case, you may receive vague, subjective feedback such as “It’s bad,” “I would completely redesign it,” “I don’t like the colors/icons,” or “The screen is too dense.” These are indicators of an inexperienced designer.
• UI-focused designers: If the interviewee tells you how to fix colors, icons, fonts, layout, and screen density, their main focus is visuals. It is perfectly fine, especially if you need strong UI expertise. 
• UX-focused designers: These specialists have ideas for new features that can improve the user experience (UX). They can also suggest ways to reduce the number of clicks or scrolls required, how to provide better element naming, and how to improve data visualization.
• designers with a business-oriented mindset: Some interviewees will start by asking more questions about design goals and main usage scenarios. If you’re unsure how relevant their questions are, ask how they will use this information to change the design.

For example, here’s the screen with a few usability flaws we use.

A UX designer could notice the following flaws:

• there are three scroll blocks on this page. It's better to have one scroll if possible so users will not make mistakes, and it will take less time to navigate the page.
• the active menu item is named differently than the page header.
• the implementation of the master-detail view can be improved to make it less disconnected. It may take some users time to understand how the navigation works.

Here are a few new features that can improve the design:

• to improve the user experience of this CRM, we can provide aggregated information about customer searches on the first screen. This will save users from having to click through multiple pages to access customer information.
• we can add a sidebar with the ability to save contextual notes before the call. Or canvas similar to the notion app so users can easily link properties, contacts, documents, or specific info about those properties.
• if agents work on multiple contracts simultaneously, maybe we should consider opening contracts in new tabs or even internal ones inside the app.

In general, we have defined 250 topics of design theory that we expect a mid-level designer to understand. Additionally, 50 design skills are validated through portfolios, test assignments, and project performance.

While we can't cover everything here, check out our UX/UI design matrix to see the exact requirements for each level and skill.

A customized interview process

There is no one-size-fits-all interview process. Your approach should be adjusted based on your requirements, budget, time constraints, and available resources. However, the key to a successful interview remains the same: clearly define what you are looking for, prepare thoroughly, ask relevant questions, and analyze the results.

It's also important to note that even the most well-executed interview process cannot guarantee a 100% success rate. As a top design agency in Ukraine, we have a multi-stage interview process with sophisticated test tasks that evaluate Product, UX, and UI. Yet, around 20% of our hires are not successful.

Summing up

Design is blind to gender, race, age, and cultural background. What truly matters are experience, skill, and emotional intelligence. Embrace diversity and find the perfect match for your company.

We all are in the people business, even more so than the technology business. So, the ability to select and grow the best teams is the number one competitive advantage. Feel free to contact us if you share our vision and want to build great things with Cieden.