There’s no doubt that landing a job in 2025 is highly competitive. I write about how organizations are changing, in which design teams are often working with fewer resources. This means that, a strong business case has been made as to why teams are hiring for design roles and are under pressure to hire designers who can meet the expectations for the role.
As someone who has gone through thousands of applicants over the years, In this post, I’m going to drop some game on what really works, what doesn’t, and how you increase your chances of getting noticed. It starts with understanding the hiring process, who’s on the team, and the critical details that can make or break your application. Paying attention to the small things can make all the difference in getting a foot in the door; many strike out by not delivering on the basics.
The Hiring Team
Each role on the hiring team has a different focus and different levels of context about you, so understanding who does what will help you tailor your approach:
Sourcer: Scours applications and online profiles to find potential candidates. Usually works hand-in-hand with the recruiter. Might look for minimum requirements, not well versed in the specifics of your role. You likely won’t interact with this person. They may facilitate interviews and scheduling.
Recruiter: The key point of contact who manages the interview process, talking to both you and the hiring manager to keep everything moving. They may be working with a number of teams can speak broadly about the experience team you’d be embedded with but not too deep on the day to day.
Hiring Manager: The person who champions the business case for the role and sets the job requirements. Likely your future boss or someone in your reporting chain. Likely has vetted you in regards to qualifications, a quick portfolio and resume skim, and verification of role requirements. Likely equipped to speak more about the role and expectations.
Hiring Committee: A group of stakeholders who weigh in on whether you’re the right fit. They could be designers, cross-functional partners, or horizontal teams that have some overlap with the role. They will have some influence on the final decision. They may not have as many details about the day-to-day but may be aligned to the business area of the role you’re a candidate for.
Depending on the size of the company, one person might wear multiple hats, or these roles may come into play at different points in the interview process. Regardless, each role has its own perspective on your experience and portfolio, so the better you understand who you’re talking to, the better you can tailor your message.
Understanding the Hiring Process
A recruiter or sourcer is typically responsible for sourcing candidates and reviewing applications. Before that, they will have a conversation to align on the type of candidate they’re looking for when setting up a job requisition with the hiring manger.
This means there will be minimum requirements, such as years of experience, time in role, and specific skills. These are typically non-negotiables due to the high volume of applications that may come in. While some strong candidates may be overlooked, it’s crucial to apply for the correct level for example junior vs. senior, senior vs. staff, principal, etc. Applying outside of your experience level often results in an automatic rejection.
The LinkedIn DM Overload
Once the job application is live, I typically share it on LinkedIn. Due to the network effect of reposts and high demand in the market for these roles, my inbox quickly fills up, anywhere from 50 to 100 DMs within a week.
It can be overwhelming, and I don't recommend messaging a hiring manager. In almost all cases, simply applying is the best approach.
Some DMs can even do more harm than good. For example, I've received cut-and-paste messages addressed to a name other than mine and even with the incorrect company name.
“I’d like to meet with you to discuss the role.”
While the enthusiasm is appreciated, many hiring managers don’t have the bandwidth to individually discuss each role. It’s important not to take it personal it’s one of the many things hiring managers are responsible for handling and many simply may not have enough time in the day. We include as much detail as possible in the job description, and these discussions are typically reserved for candidates who progress in the hiring process.
The Biggest Mistake: Not Applying
A surprising number of people message me about a role but never apply. If you’re interested, you must submit an application.
I posted a job offer yesterday with crystal clear instructions, yet 50% of candidates applied differently than I asked 🫠 Some people just struggle with basics.
Even if we have a great conversation in DMs or in person, you need to be in the ATS to move forward. The Application Tracking System is the source of truth of candidates who have applied to a position in the company. There’s no backdoor, even if you come in as a referral.
Reviewing Applications: First Impressions Matter
Recruiters typically source top candidates, and review them asynchronously or in weekly check-ins with the hiring manager. First impressions matter.
Here are two things that can help:
Make sure your work is accessible. Include a link to your portfolio on LinkedIn—it can be a Figma file, PDF, or website. You’d be surprised how many people forget this and it can lead to a scavenger hunt. Your LinkedIn should serve as a central hub for your experience and relevant links (please excuse my bias).
I will say most careers sites leverage Workday which does not allow you to add a u/p to access your site
Avoid password-protected portfolios whenever possible. Many application sites, don’t allow you to add a username/password for direct access to your work. If your site requires a password, consider providing a dedicated, unlisted link or a shareable Google Drive URL.
For candidates the meet minimum requirements and have strong potential, hiring managers may wait for password credentials, but we can’t wait forever. I’ve seen candidates delay for weeks, and we’ve had to move on. Being prepared is key.
Preparing for the Technical Interview
Many companies have moved away from take home test—if companies still doing this then it might be worth question if the effort is worth it? Instead, candidates are asked to come in with one or two case studies prepared to present.
Here’s a high level of what is generally evaluated and what you should account for:
Craft & Execution – Even at an entry level, you should have a solid grasp of typography, spacing, sizing, and alignment.
Components & Systems Thinking – Can you clearly articulate design patterns, components, and use cases?
Problem-Solving & Collaboration – Do you present a clear, structured narrative? Can you explain how you worked cross-functionally to achieve results? While teamwork is important, this is the time to focus on your contributions. Many candidates default to a "we over me" mindset, but interviewers want to understand what YOU specifically did. Be clear about your role, decisions, and impact while acknowledging team collaboration.
Metrics & Research – If applicable, be clear about the key metrics and research that guided your work.
Resourcefulness & Adaptability – If you had to be scrappy and creative, tell us about it. This helps us understand how you navigate complexity.
Landing a product design interview in 2025 isn’t just about having the skills—it’s about showing you can follow directions, communicate your work clearly, and understand each person on the hiring team. The small details can make be the difference in getting your foot in the door.
Looking to level up your design leadership and management skills? Spend an hour with me for personalized 1:1 coaching that will help you thrive in your role.