State of Design Recruiting in 2025
Hey Buddies! Lately, we’ve been chatting with a bunch of founders and design hiring managers (especially those building early-stage teams) and wanted to share what I’ve learned about the current state of design recruiting.
Portfolios over resumes
Here's the thing everyone needs to understand: portfolios have completely overtaken resumes. I'm talking about recruiters and founders who literally skip the resume and go straight to your portfolio. But they're struggling to evaluate design skills at scale.
Two things dominate their decision-making:
Craft quality: Can you actually design well? This seems obvious, but you'd be surprised how many portfolios miss the mark here. Yes, you need to have good visual design even though you’re applying to “UX/Product Design” roles
Business impact: They want to see that you understand how design drives business results. Include revenue generating and/or time saving metrics as much as you can.
And if you’re looking for founding designer roles, startup experience is everything. That prestigious FAANG background? It doesn't carry the weight you think it does. Founders want to see that you've navigated the chaos, ambiguity, and resource constraints of startup life.
The Collaboration Test (That AI Can't Pass)
Companies are laser-focused on two things they can't delegate to AI:
How you collaborate with the team
How strong your design opinions are
I've noticed something fascinating: the stronger a designer's opinions, the better they tend to fit at startups. It's actually becoming a make-or-break factor in final round interviews. Founders want designers who will push back, who have conviction, and who can articulate why their design decisions matter.
The Real Hiring Process (Step by Step)
Step 1: Portfolio/Resume Review. They're looking at your work before they even think about talking to you.
Step 2: Vibe Check Call. This isn't technical. It's about understanding your experience and how you work. They want to get a sense of who you are as a person and collaborator.
Step 3: Design Challenge. Here's what most people don't realize: the design challenge carries more weight than case study presentations. Talk is cheap.
Step 4: Case Study Presentation (Sometimes). Not every company does this, but when they do, it's usually to see how you communicate and present your work.
Step 5: Final Round Vibe Check. This is typically with leadership or the founder. They're trying to understand your long-term goals and see if they align with where the company is headed.
Bonus Round: Paid Work Trials. For founding designer roles, 2-4 week paid trials are becoming super common. It makes sense as it's a big commitment for both sides.
Most hires? Still through word of mouth
Here's something that might frustrate you but is absolutely true: most smaller companies hire designers through word of mouth. The priority order looks like this:
People on their team have worked with before (first priority)
Recruiting agencies and friend referrals (with referral bonuses averaging $10-30K for founding designers, $5K for mid-level roles)
Cold applications (last resort)
If you're early in your career and don't have a massive network yet, this is where communities like Design Buddies become crucial. I've seen it happen over and over: designers who are active in our Discord community get remembered and prioritized over random applicants.
It's not just about being present; it's about being genuinely helpful, sharing your work, and building real relationships with other designers. Those warm intros carry serious weight.
What This Means for You
If you're actively looking:
Spend more time on your portfolio than your resume
Get comfortable having strong opinions about design decisions
Consider joining design communities like Design Buddies and actually participating
Don't underestimate the power of warm introductions
If you're hiring:
Make your portfolio review process more efficient
Test for collaboration skills early
Consider paid trials for key roles
Leverage your network before posting publicly
The design recruiting landscape is evolving fast, and the companies that adapt to these realities are the ones landing the best talent.
What's your experience with design recruiting? Have you noticed these trends in your own job search or hiring process? Hit reply and let us know. We'd love to hear your stories.
P.S. If you found this helpful, forward it to a designer friend who's job hunting. And if you're not already part of Design Buddies, [join us here]! The community really does make a difference.
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