How to make your portfolio visible to hiring managers

🚨 A cautionary tale for fellow Product Designers 🚨 In the design industry, there’s a recurring concern: some companies may be using the interview process as a way to crowdsource free design solutions. Candidates are often asked to complete detailed test tasks or prepare presentations with product improvements. Later, similar ideas sometimes appear implemented in the product, even when the candidate was not hired. In some cases, these tasks are also used as a way to research new ideas or to validate existing hypotheses, without compensating the designers who contributed. This raises an important question about fairness and integrity in hiring. As designers, we invest our time, skills, and creativity into these processes. When that effort is treated as free consulting, it undermines the value of our profession. To all designers out there: ⚠️ Protect your work. ⚠️ Be mindful of how much you give away in “test tasks.” ⚠️ And don’t be afraid to call out unfair practices. Our expertise has value. It should never be taken for granted. #ProductDesign #DesignCommunity #EthicalHiring #InterviewProcess #ProtectDesign #UXCommunity #DesignEthics

𝗪𝗵𝗮𝘁 𝗷𝗼𝗯 𝗹𝗶𝘀𝘁𝗶𝗻𝗴𝘀 𝗹𝗼𝗼𝗸 𝗹𝗶𝗸𝗲 𝘁𝗼𝗱𝗮𝘆 You open a job post with hope, maybe this one will be different. But as you scan the list, the optimism starts to fade: “8+ years of experience, mastery of five design platforms, expert in Figma, Framer, and AI-powered workflows,” and a portfolio that looks like it came from a Silicon Valley design lab. You pause, you’re still learning the ropes, still figuring out how to turn ideas into interfaces. It feels like the industry is asking for veterans in a field barely a decade old. And yet, here you are eager, capable, and building. The truth is, every expert was once a beginner. The gap between where you are and where they are isn’t just time, 𝘪𝘵’𝘴 𝘪𝘯𝘵𝘦𝘯𝘵𝘪𝘰𝘯𝘢𝘭 𝘨𝘳𝘰𝘸𝘵𝘩. Most job descriptions are written with the “ideal candidate” in mind, not the only one who can succeed. They’re often wishlists, not checklists. Hiring managers really want someone who can solve problems, grow fast, and bring fresh perspectives. What matters most isn’t ticking every box, but showing that you can learn, adapt, and contribute meaningfully. That you understand users, think critically, and design with empathy. That you’re not just chasing titles, you’re building value. So, if you’re early in your journey, don’t be discouraged by the noise. Keep building. Keep sharing. Keep learning. The industry needs fresh perspectives, not just long resumes. When you show up with clarity, curiosity, and commitment, you become the kind of designer who’s not just hireable but unignorable. The tech world moves fast, but it rewards those who move with intention. You don’t need 8 years to make an impact, you need momentum, mindset, and a willingness to learn out loud. Keep going. The gap between “beginner” and “in-demand” isn’t as wide as it looks and you’re already on the bridge. I hope this finds you well #TechCareers #UXUIDesign #CareerGrowth #DesignThinking #ProductDesign

Many designers make one avoidable mistake that gets portfolios ignored: they skip the first step. Imagine you're hiring, and 100+ people reached out to your "help wanted" ad. Are you:   1. Going to pore through every application from start to finish, spending 1 hour per application, and waste hundreds of hours?  2. Going to skim the portfolios, find the ones that interest you, and then explore those further? If you answered #2? You're thinking like an employer. You have 30 seconds to pass step 1 of the application. Step 1 isn't about finding the ideal candidate. It's about "getting on the shortlist" of applications to look further at. If you talk at length about a complex design process... If you never define what the problem is that you're solving... If your impact is buried at the bottom of your portfolio... If it's not immediately visible what your actual value is... 𝐘𝐨𝐮 𝐰𝐨𝐧'𝐭 𝐩𝐚𝐬𝐬 𝐬𝐭𝐞𝐩 𝟏. 𝐋𝐞𝐚𝐝 𝐰𝐢𝐭𝐡 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬, 𝐧𝐨𝐭 𝐩𝐫𝐨𝐜𝐞𝐬𝐬. Before diving into your 8-step design methodology, show the impact:   • "Increased conversion by 47%"   • "Reduced user drop-off by 30%"   • "Saved the company $200K annually" 𝐌𝐚𝐤𝐞 𝐢𝐭 𝐬𝐜𝐚𝐧𝐧𝐚𝐛𝐥𝐞. Use visual hierarchy that lets busy hiring managers spot your wins instantly:   • Bold the results   • Use before/after comparisons   • Add clear project titles that communicate value 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 𝐜𝐨𝐦𝐞𝐬 𝐬𝐞𝐜𝐨𝐧𝐝. Once you've hooked them with results, THEN walk them through how you got there. 𝐓𝐡𝐞 𝐛𝐨𝐭𝐭𝐨𝐦 𝐥𝐢𝐧𝐞: Your portfolio isn't a detailed case study. It's a sales pitch. Make the first impression count, then earn the right to tell your story. Want to learn how to do this? Join my Maven course where I break down exactly how to create portfolios that get you shortlisted (and hired). What's the biggest mistake you see in design portfolios? 👇 #DesignPortfolio #UXDesign #DesignJobs #Portfolio #DesignCareer

Your portfolio is hurting your chances of getting hired. I’ve seen so many talented designers fail not because of their skills… But because their portfolio doesn’t tell the right story. Here are the mistakes I see over and over again: Only showing final UIs No explanation of the process Zero context about the problem you solved Case studies missing or half-done A wall of pretty screens with no substance And here’s the truth: Hiring managers don’t hire pixels. They hire problem solvers. That’s why you need a T-shaped portfolio: Step 1: Show breadth Include a variety of projects to demonstrate range. Apps, websites, dashboards, experiments. Show you can adapt. Step 2: Show depth Pick 1–2 projects and go deep. Explain the challenge. Show your process. Share what worked and what failed. Highlight impact with numbers or results. Step 3: Make it human Tell a story. Write it so anyone can understand, not just designers. Show your thinking. Show your personality. Because here’s the hard reality: A hiring manager might spend 2 minutes scanning your portfolio. If they don’t see proof you can solve problems… They’ll move on. Your skills might be world-class. But if your portfolio doesn’t communicate that… You’ll stay invisible. Fix this. Your next opportunity might depend on it. Follow & Repost Chetan Sagar for no-fluff lessons on UX and bouncing back stronger.

I’ve definitely noticed the shift towards outcomes in design and content hiring. But to me, the metrics you quote are not the most interesting or pertinent part of your CV. Your portfolio should tell a story—not just of what you did and the result it achieved, but the role you played in identifying the opportunity; the hypothesis you built; how you analysed data or interpreted research to validate your thinking. And then, how you executed the corresponding design, brought stakeholders on the journey, and ultimately delivered production-ready assets. An X% increase in conversion is great, but without the story behind it, it doesn’t tell me what you can do or how you work. The same goes for designers and content producers working in agency, where client metrics are often kept under wraps or protected by NDAs. Don’t worry if you can’t quote a statistic—tell the story, the “why” and “how” instead of the “what”.

Finding a great job as a UX/UI designer isn’t always easy. There are many challenges along the way. But the good news is, we can help you tackle the most important one. Here's the collection of helpful tips from Egor Krasnoperov to boost your UX/UI skills plus practical hacks 👇

Here’s the cycle I see every day: Step 1: Grab a PDF with the “7 secrets to get hired.” Step 2: Try it for a week. Step 3: Doesn’t work. Step 4: Get discouraged. Step 5: Repeat with the next shiny object. That’s not a job search strategy. That’s a hamster wheel 🐹 . Advice ≠ Strategy. Advice is random tactics. Strategy is a system that compounds. If you want to break out of the cycle, here’s what actually works: → 1. Nail your Relevance (Macro) Pick ONE domain (fintech, healthcare, SaaS). Rewrite your LinkedIn headline, resume, and portfolio intros to scream that domain. If it applies everywhere, it applies nowhere. → 2. Prove Outcomes (Micro) For every project, write 3 ROI bullets. Format: baseline → intervention → measurable outcome. If it doesn’t tie to revenue, cost, risk, or speed—it’s useless. → 3. Eliminate Risk Signals Close obvious gaps before you’re in the interview. Missing Figma depth? Run a 2-week crash project. Employment gap? Reframe with freelance or advisory. Don’t hope they’ll “overlook it.” → 4. Kill Ambiguity Boil each project into a 2-minute story: Role → Problem → Constraints → Decisions → Outcomes. If a hiring manager can’t retell your impact in one line, you lost them. Do these four steps, and you won’t need another PDF. You’ll have a blueprint that makes interviews predictable instead of a gamble. ========== 👉 If you’ve collected a library of PDFs but still have no interviews, comment BLUEPRINT or DM me, I’ll invite you to my next workshop where I break this all down (no PDF 😉 ). #UXCareers #ProductDesign #UXResearch #DesignLeadership #CareerStrategy

As a recruiter I see a lot of designers fail during interviews due to failing to present a compelling story of their work. Areas I see designers falling down in the case study rounds of interviews: - Compelling narrative & timing. - Outcome-linked craft initiatives. In most companies you need to have a track record of shipping high quality products or scaling design quality and pairing it with crisp storytelling and evidence of rapid, high-ownership shipping will better position you for high-ambiguity, success-first environments like a modern day tech company. If you can’t get buy-in for your work, how are you going to get someone in a company to care about design? In this article with my friend Ozzy U. we discuss the importance of storytelling and how to get better at doing just that. With over 14+ years in design across agencies, startups, and big tech working for companies like Meta, Airbnb, Robinhood, Fantasy, AKQA and more Ozzy is someone who is talking on this topic from a lot of experience. TL;DR of what you will learn: - You need to show off your work - How to read the room and lead with your best work - How to ensure you nail storytelling - How to put your portfolio together at any level - How to beat the nerves I hope it helps!

A junior designer I guided was turned down after five final-round interviews. She was on the verge of giving up. She was emotionally destroyed. She was frustrated. She was losing faith. In her case, we went through all the interviews and all the questions, all the answers, and even the pauses. To no one’s surprise, we found a recurring issue. In her case, there was one specific question she was getting wrong over and over. In particular, the question about designing for users with a short attention span. Her answer was vague, overly generic and on the safe side. It was devoid of her thought processes. It lacked empathy. We implemented the following adjustments: - Solving the question methodically, step by step. - Highlighting her thinking about real users. - Explaining a miniature experiment she would conduct to test her idea. - Sharing why her answer would be essential from a business and user perspective. She was able to crush all her subsequent interviews. The hiring manager described her as “thoughtful, precise, and user-focused.” It’s transformative, realizing for her it’s about “how” in which those answers are presented. If the answer lies in showing the work behind it, then for everyone corporate. After all, if those changes were to be implemented, hiring would be on the right track. Who would not want to work there? The core is looking for the right thought, a single framework destined to create a domino effect. Then those dilemmas would be sufficient. In a similar thought, realizing your quitting point is what assists with not pulling the trigger. Notice all the efforts to overcome seem trivial, no one would see the work behind it requiring a sprinkle of effort to create a snowball effect. But simply striving to be worse means small changes to make a world of a difference. Out of every single question you have been asked, which do you find most problematic? ♻️ Repost & follow Chetan Sagar for no-fluff lessons on UX and bouncing back stronger.

Many believe that having excellent design skills guarantees great job opportunities. This is incorrect. Being an exceptional designer and securing a job are two distinct abilities. I've witnessed this many times: DESIGNER A: → Impressive portfolio → Struggles to articulate their thought process → Fails at problem-solving interviews → Stays jobless DESIGNER B: → Average portfolio → Shares compelling stories → Questions effectively, justifies their choices, and formulates and tests hypotheses in real-time → Receives job offers What's the difference? One has mastered design. The other excels in both design and interviewing. THE PORTFOLIO DILEMMA Creating products ≠ Crafting portfolios Products require: → Quality → Functionality → User satisfaction Portfolios require: → Storytelling → Clarity → Demonstrable business impact Most designers get caught up in perfecting visuals. Successful candidates emphasize telling a great story. Let me clarify!!! BOTH should be AESTHETICALLY PLEASING AND IMPACTFUL. However, the priorities differ in these two scenarios. You wouldn't bring a "skateboard" to an interview. You would deliver it to a user. WHAT I WITNESS WEEKLY A designer referred to me. Their portfolio? Just average. Then they start speaking: ↳ They present solid metrics and a clear understanding of the results they achieved ↳ Provide explicit examples of conducting research along with major INSIGHTS ↳ Able to express the user and business problem clearly, its significance, and how THEY addressed it Hiring manager: already convinced THE TREND Mediocre portfolios + Compelling narratives = Hired Stunning portfolios + Weak storytelling = Rejected Why is that? Because I'm not recruiting for aesthetics. I'm looking for problem solvers (who can design effectively too). THE EXCUSE I'M DONE HEARING "But I lack access to metrics!" Seriously. We've been discussing impact for YEARS. No concrete metrics? Look for indicators: → Support inquiries → User comments → Time savings → Team productivity → Adoption statistics Still nothing? BEGIN REQUESTING DATA. - Email your former project manager: How did that project perform? - Reach out to an ex-colleague: Do you recall that feature? What was the outcome? - Review analytics personally: Most tools provide basic access - Ask your client: I need access to X data to evaluate how our solution is performing Stop making excuses. Start seeking answers.