How to write a job description that attracts elite talent

Layoffs + AI = A Survival Game And Designers who re-skill for for systems, not screens will win 👉 2025 has been brutal for tech workers. Another wave of layoffs hit this summer and yes, a lot of designers are in that list. At the same time, AI tools are automating wireframes, mockups, and even “junior-level” UX work faster than companies can publish job ads. But here’s the twist: while “pixel pushing” is being automated, demand is growing for designers who can do systems-level work: – Design systems → ensuring consistency across distributed AI-generated outputs. – AI-safety UX → interfaces that keep humans in control, prevent bias, and satisfy new EU compliance rules. – Workflow infrastructure → stitching design, dev, and ops into something scalable. 💡 That’s why I call this a moment of opportunity. The layoffs + automation wave is painful, but it’s also clearing space for designers who can own systems, not just screens. If you’re a designer wondering “what’s next for me?” → invest in: – Systems thinking – Compliance-aware UX – AI-augmented collaboration skills 🚨 Because the truth is: the market doesn’t need faster mockups. It needs people who can design the system that makes 100 mockups reliable, ethical, and scalable. 🔎 Curious: Do you believe system-level design will actually protect jobs in this AI wave? Or will everything eventually be commoditized? #Design #UX #AI #Layoffs #DesignSystems #FutureOfWork

Everyone talks about how they landed their first design job with a client that paid millions. Beautiful stories. Big dopamine. Mine was different. I got fired. Not because of bad luck — but because I wasn’t good enough yet. That job taught me real lessons. Hard ones. And I’ll share a few so you don’t have to learn the same way: 1. Getting the job is the easiest part. Keeping it, delivering, and leaving professionally? That’s the real challenge. 2. The workforce isn’t smiling. Working remotely doesn’t mean freedom — it means accountability. I’ve pulled 3-day shifts back-to-back just to meet deadlines. 3. Don’t oversell yourself. If the job says 5 years’ experience and you have 2, don’t wing it. It’ll show. Loudly. 4. Hone your craft *before applying.* I knew just enough to get hired — not enough to stay. I got paid ₦300k and still got fired within 2 months. Lesson learned. 5. UX isn’t about being a genius. It’s about asking the right questions. Getting clarity. Solving real problems. I now deliver fast — not because I cut corners — but because I start with strategy, not screens. Today, clients are surprised at how quickly I deliver. But it’s not a preset. It’s preparation. It’s process. It’s painful lessons turned into systems. I haven’t worked on many generic products — I’ve had to think deeply with each unique one: healthcare, edtech, logistics, etc. And every time, I lead with the same mindset: Design is not about aesthetics. It’s about clarity, empathy, and execution. If you're still on your journey, keep learning. And don’t fear a rough start. UX will humble you before it pays you. 😅 #ProductDesign #CareerGrowth #DesignJourney #EntryLevelDesign #UXLessons #FromFiredToHired

After I ended a call with a recruiter from Salt this morning, it made me realize something else about myself: As it turns out, I might have been the one who also pioneered and invented a whole new field of work as a UX Engineer. For two decades, while the industry only recognized pure designers and engineers, I was already living and pioneering the hybrid field of UX/Design Engineering. Even now, as I dedicate the next 20 months of my life to enjoying my final season of hands-on work as a UX Engineer, I've also received an offer (short-term contract opportunity) to work on something that I started nearly 20 years ago. How timely indeed. If there is truly a full circle moment, I cannot think of a better one. P.S. There is most certainly a trend and pattern here. I saw the importance of UX 16 years before everyone else did. And I started the field of UX/Design Engineering 20 years before anyone else recognized its relevance. #dannychen #fatherofmodernvisualindicators #uxengineers #uxengineering #designengineers #designengineering #pioneers #beingthefirst #thefirst #firstuxengineer #firstdesignengineer #selfrealization #recruiters #offers #uxleaders #uxleadership #thoughtleaders #thoughtleadership #frontenddev #frontendengineering #owningmynarrative

This really gets my goat! 😠🐐 I'm seeing a huge contradiction in most of Product Design job roles that's honestly baffling: 🔍 Job posts: "Must have 5+ years experience in [specific industry]" 🔍 Also job posts: "Looking for fresh perspective and out-of-the-box thinking" Wait... what? If you only hire people who've been doing the same thing in the same industry, how exactly are you expecting breakthrough innovation? 🤷🏼♂️ This is like only interviewing your current users to understand what your product needs, while completely ignoring the insights from people who tried your system once and never came back. Those non-users often hold the keys to real innovation. The uncomfortable truth: True "out-of-the-box thinking" usually comes from people who haven't been trapped in your industry's box yet. Someone who's designed for healthcare users might spot the financial friction points that fintech veterans have become blind to. Fresh eyes 👀 see what experienced eyes miss. Maybe it's time to reframe these job requirements: - Instead of "Must have experience in X," - try "Must understand user needs deeply, regardless of industry." The best designers I know don't just have domain expertise… they have human expertise. #ProductDesign #UXDesign #ContractWork #HiringBias #Innovation

Your tech portfolio is filled with impressive projects, but it might be missing the one thing hiring managers are actually looking for. After reviewing countless portfolios, the single most common mistake we see is focusing entirely on the "what" while completely ignoring the "why." Many portfolios are a gallery of finished products, a to-do list app, a weather dashboard, a personal blog. They showcase technical skill, which is great. But they don't showcase the one thing that gets you hired: your ability to think. Hiring managers don't just want to see that you can follow a tutorial. They want to see how you approach a problem, how you make decisions, and what you learn from challenges. The fix is simple: for every project, tell the story. Instead of just showing the final result, add a brief case study to explain: 🔹 The problem: what was the challenge or user need you were trying to solve? Why did you choose this project? 🔹 The process: what was your approach? What technologies did you select and why? What obstacles did you overcome? 🔹 The solution: how did your project solve the initial problem? 🔹 The reflection: what did you learn? What would you do differently next time? This is the most critical part. A portfolio that shows how you think will always stand out from one that just shows what you can build. What's one thing you believe every tech portfolio must have? #PortfolioTips #TechCareers #CareerAdvice #JobSearch #GetHired #WebDevelopment #UXDesign #DataAnalytics #CareerGrowth

NEW POST I live in the messy middle between design and code. I sketch systems before I wireframe, and my wireframes often already have working code behind them. That way of working is messy, fast, and useful when you need to move an idea into the world without endless handoffs. I wrote about why that hybrid skill set is rare, valuable, and often misunderstood by traditional hiring. If you manage teams or hire technical designers, I would love your experience: have you hired hybrids, and how did you set expectations and measure impact? Link in the first comment. #Design #Engineering #Product #Hiring #Startups #Design

Oh yay..... AI slop is coming to your hiring now. A portfolio is "what you can do" not what you can give to AI to do. The skills that go into knowing what is good and what is needed are key. Leaving those up to AI is going to realllllly mess with an employer. I love AI to help round out work, and help with ideas, BUT it has to be in the hands of a craftsmen or it just becomes MEH and the quality sucks. Sorry but this is a HUGE NO for me.

The Current Job Market Reality 🚨 A CTO personally reached out to me for a UX Designer role. Exciting, right? Within 4 days, HR was calling nonstop to schedule my interview. The interview went well. I left with hope. And then… silence. 👉 4 days of waiting. 👉 Followed up. Got a “We’ll let you know.” 👉 1 days later — “You’re selected, but another round awaits.” 👉 More waiting. More follow-ups. 👉 Finally, the message: “You’re on hold.” That’s when it hit me. Why do companies play with a candidate’s time like this? Candidates put in hours of preparation, emotional energy, and commitment — not just to ace the interview, but to earn the opportunity. 💡 If you’re unsure, just be transparent. A clear “not right now” is better than weeks of ghosting. Because time is valuable — for candidates and for companies. Has anyone else faced this frustrating loop in today’s hiring market? #JobSearch #Hiring #InterviewExperience #Transparency #CareerJourney #JobMarketReality

Skills get you in the door. Values get you remembered. Your values aren’t just personal. They’re *positional.* You’re not competing on tools. You’re competing on *how you show up.* And the ones who win? → Lead with clarity → Express who they are → Show how they work Something I teach designers 👇 Forget the buzzwords. Pick 3 values. OWN them. Then PROVE them through: → Your case studies → Your interviews → Your posts Examples? ✓ Curious → “I ran 7 interviews no one asked for” ✓ Collaborative → “I aligned 4 teams across 2 continents” ✓ Strategic → “I reframed the problem and saved 4 weeks of dev” Most designers say “team player.” Few *demonstrate* it. You want to stand out? Be values-forward. Business-backed. Because in the end? People don’t just hire talent. They hire *alignment.* #tech #ux #design #ai #careers #startups

Is the hiring process a UX problem waiting to be solved? I've been thinking about this a lot. The job hunt can feel like a black hole—you apply, interview, and then... silence. The lack of a closed loop isn't just frustrating; it's a major service design failure at scale. This isn't a problem for a few, it's an issue with a majority of organizations. But I've seen it done right. I was genuinely impressed with the hiring experience at frog and slice. They didn't just screen résumés and interview; they crafted a seamless, respectful journey. It was a testament to their culture and clarity-driven product thinking. They understood that the candidate experience is a part of their brand. We talk about user journeys and pain points all the time. Why do we ignore this one? What if we used AI to create a scalable solution? Something that ensures every candidate, regardless of outcome, receives a respectful and timely communication. I believe this is the next big challenge for HR tech and a perfect case study for us designers. What are your thoughts? Have you had a great hiring experience recently? Do share in the comments #hiring #recruiting #productdesign #uxdesign #service #designthinking #AI