How to hire the first designer for your startup

Hey there. Happy Saturday! Recently, a friend working in a startup reached out for assistance in hiring their principal designer. They are in Series A and ready to hire their third designer.

However, since my friend is not in the design field, he is curious about how to evaluate a designer’s ability when hiring. With my background working in various startups, I shared some insights to help him make an informed decision. I want to share the same topic today with you as well: hiring the first designer for early stage startups.

Hiring the first designer is a pivotal step for any startup, and it can significantly influence your product’s success and the overall company culture. With the right approach, you can ensure that you bring on board a designer who not only has the right skills but also aligns with your startup’s vision.

Here are some key considerations and suggestions for founders looking to hire their first designer.

Is this the right time to hire?

Before diving into the hiring process, assess whether it’s the right time to bring on a full-time designer. Early-stage startups often benefit from the flexibility and expertise of fractional senior designers rather than committing to a full-time position. Fractional designers can provide the necessary guidance and design expertise without the long-term commitment, which is ideal for startups still defining their product and market fit. That’s also why I built my studio to help early-stage startup founders at this particular stage before they find product-market fit (PMF).

However, once a startup reaches a certain stage, you no longer have time to work with external designers. You need to hire someone who can take the design problem off your plate and think about it all day, every day. So the first designer will tell you what to do and how to solve product problems with design.

That’s when you need a full-time designer!

What type of designer to hire?

Recognize that hiring one designer still cannot cover everything. Identifying and prioritizing what’s important for your startup’s current stage is crucial. Are you looking for someone to focus on user experience (UX), visual design, website, or branding? Clearly defining the role will help you find a candidate whose skills align with your needs.

The T-shaped designer

When hiring, look for a T-shaped designer. This means they should have a broad range of skills across various design disciplines (the horizontal bar of the T) and deep expertise in one or two specific areas (the vertical bar of the T). This balance ensures that they can contribute to multiple aspects of the design process while excelling in their specialty. I totally agree with this perspective as I have been in startups myself ranging from Seed to Series G.

The earlier the startup is, the more versatile the designer needs to be.

How to evaluate a designer’s ability

Each company has its own hiring process. Some only review portfolios and have a casual chat with the team, while others have a comprehensive interview system involving different team members at each stage. Here I am only talking about the hiring process potentially for early-stage startups without any designers just yet.

Portfolio presentation: 30-45 minutes

The designer candidate might need to present their portfolio twice. The first time is usually to one or two team members who are gatekeepers. I’d suggest founders find trusted design leaders to join some of these interviews or help select a portfolio early on. If a design candidate passes this round, they’ll present again to the entire interview team later, including the founder(s) who will hire them, and the PM, engineers, data analysts, and other team members they’ll work with.

Whiteboard challenge: 45 minutes

An onsite whiteboard test is invaluable for evaluating a candidate’s problem-solving skills and ability to think on their feet while communicating with the team. Present them with a design challenge and observe how they approach the problem, articulate their thought process, and interact with your team. This test reveals their collaborative skills and how they handle real-time feedback. Of course, this is all about product sense, building an MVP, it’s never about UI or visual design skills.

App critique: 45 minutes

The designer can choose an app on their phone (one that doesn’t reveal personal information). They will analyze the app thoroughly, covering user experience, product features, UI design, and interaction methods. The interviewer will ask questions to gauge the designer’s product thinking, critical thinking, past experience, and attention to design details. This step might not be necessary if the startup doesn’t have design leadership to help evaluate.

Take-home exercise: 5-48h

A take-home exercise is a great way to assess a candidate’s visual skills and attention to detail. Provide them with a project relevant to your startup’s needs. This exercise allows candidates to work in a familiar environment and demonstrate their design thinking and execution. You can offer to pay the candidate if you want them to tackle problems for your product in particular. That’s what a lot of startups do, but please read the “beware of bias” section for suggestions.

1-on-1 interviews

If the designer reaches this stage, congratulations! This is the final round. The focus here is on collaboration skills and experience in other areas. The designer will meet with PMs, engineers, and data analysts, each asking questions related to their fields. If the designer has never worked with engineers or data analysts, it can be challenging, so make sure they familiarize themselves with basic collaboration processes and concepts.

What to watch out for?

Get help from experienced designers

I highly recommend founders find design leaders or hire designers they admire to conduct these interviews and help evaluate the candidate’s ability. Otherwise, even if processes are lined up, a founder may not know what to look for.

Beware of bias

When designing these tests, be cautious of potential biases. Using your startup’s specific feature requests might create a bias as you or your team are already familiar with similar products or industries. You may reject the candidate for the wrong reasons because they are not familiar with the context or industry. Instead, consider generic but relevant design problems that allow candidates to showcase their problem-solving skills without any inherent advantages.

Know the qualities you are looking for

Keep several key qualities in mind and know what’s most important for your startup. I remember a founder asked me to evaluate my skills in research, interaction, and visual design when I was hired for the first startup I worked with. Since I came from a visual background, I told them at the time that my weakness is interaction design. Coming from a technical background, the founders were confident about product flows and interactions, thus willing to mentor me and give me a chance to try.

Conclusion

Hiring the first designer for your startup is a critical decision that can significantly impact your product’s success and overall company culture. By understanding the role of a designer, prioritizing what’s important, and carefully evaluating candidates through exercises and tests, you can make an informed decision. Remember, design is not just about aesthetics; it’s about solving problems and creating a seamless user experience that sets your startup apart.

For more insights and personal stories from entrepreneurs, follow me on my journey as I share tips on design, product, and startups in my weekly newsletter.

By adopting these strategies, you can ensure that you hire a designer who not only has the right skills but also aligns with your startup’s vision and culture.

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