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

by Peter Merholz

If someone other than the hiring manager communicates the offer, the hiring manager should reach out to the candidate immediately after the offer has been extended. If communication happens only through an HR functionary, the candidate loses their connection to the design team. It’s important to maintain that connection, and to be available to answer any questions or address any concerns. Work with the recruiting partner to make sure the candidate is not overwhelmed with communication, and that all discussions with the candidate are consistent. Ideally, the candidate accepts the offer, no questions asked. Practically, it’s rarely so smooth. For whatever reason (multiple offers, contentment at current job, uncertainty about relocation, etc.), there will likely be some negotiation about the offer. The two most common sticking points are money and role. With money, if the candidate has a higher competing offer, work with the recruiter to determine the maximum counter. If your offer is fair, consider one-time expenditures that demonstrate your commitment, such as signing or relocation bonuses. If the candidate still chooses elsewhere because of money, they probably would not have been right for the team. Often, it’s not the salary but the role that becomes the subject of negotiation. The offer is for a Product Designer title, but another company is willing to call them “Senior Product Designer.” Or they want promises of management or leadership responsibility that weren’t part...