Org Design for Design Orgs: Building and Managing In-House Design Teams

by Peter Merholz

Initial Screens (by Phone or In-Person) These are typically called “phone screens,” but if the person is local and willing to meet at a convenient time and place, it is often preferable to meet face to face. Conduct two initial screens. The first conversation is introductory. The candidate’s résumé and portfolio should have already provided a base sense of skills and capabilities, so probe other factors. Get a sense of the candidate, their background, and their career trajectory. Share more specifics about the opportunity. Instead of addressing specific design aptitude, look instead for the meta-qualities that will make someone successful — are they articulate, pleasant, and passionate? If it feels like there might be compatibility, and if time allows, have the candidate walk through one or two projects and describe their involvement on them. The assessment made after the first phone screen can be more forgiving. From the standpoint of career, experience, and personality, does this candidate feel like a potential fit? If so, proceed to the second screen. This screen returns focus to their work, skills, and execution. The interviewer should dig deeply, and engage with a critical eye. Have one of the design team’s harsher critics conduct this conversation. The purpose is to ensure that only qualified candidates are brought in for the Day of Interviews, a time-consuming endeavor for the whole team. If after the portfolio presentation that kicks off the Day of Interviews, it i...