UX Hiring: Find and Retain Talent
summary
Advice is to stop hiring generic “UX” and define a concrete role: one core superpower (e.g., interaction design) plus one or two secondary skills, list must-haves vs nice-to-haves, and trim legacy requirements. Portfolios must tell the candidate’s story and anonymize NDA work. Use vetted freelancers for occasional deep research or accessibility needs. Build hiring credibility by training intermediaries, sponsoring meetups, promoting continuous learning, and aiming to hire or grow an octopus not a unicorn.
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chapters (13)
- 0:00Intro
- 1:40Key lessons from cheesecake
- 4:05What does UX involve?
- 9:51You need to align your job title and description with something specific
- 15:38When do you use an employee vs. a freelancer?
- 18:11Resumes & portfolios should tell stories that align with the UX career framework
- 21:10NDA's are a legitimate concern for talent
- 28:37Build your own credibility on social media
- 31:54Practice your elevator pitch!
- 33:30Provide opportunities for professional development
- 36:04Provide pathways towards corporate leadership
- 37:28Encourage volunteer UX leadership
- 39:09Promote thought leadership
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