These are the markers for how we evaluate design candidates. I should point out that these rules, with the exception of #3, apply across the board, regardless of the role you’re applying for: development, project management, operations, etc. Admittedly, they’re not so unique to us. You’ll find with other studios’ or agencies’ hiring managers that processes will vary — what’s your experience? Tell us in the comments — but if you keep these rules in mind you’ll have a good shot with any people-first, quality-minded organization.
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Business development in a client service organization is a complex responsibility. Each approach is different from the next, but good salespeople share core competencies. I’ve talked to dozens of agency owners at Owner Camp, where the importance and role of business development is a popular conversation topic. Salespeople can be found in all walks of life. But, more than a few great ones I know were formerly recruiters, and here’s why.
Hiring a new designer is exciting. The hiring process is not. As someone who has recently been on the receving end of hundreds of applications, I’m noticing a few alarming trends. New graduate or seasoned veteran, it doesn’t seem to matter.