19 korrents from this recording
Every claim below is a statement made in this recording, quoted word for word and linked to the second it was said, so you can hear it rather than take our word for it. The wording comes from the transcript published alongside the recording; the sentence above each quote is our reading of the claim, not their wording.
Their wordsThe way I kind of simplified my mind is like do you want a designer that knows how to use claw code because there's plenty of those or you want somebody who trained as an engineer, has background as an engineer that can design for themselves. Those are two very different profiles, but the same nomenclature gets used to like identify them.
Their wordsI think the the general theme that comes back is I want someone that is a tinkerer, you know, is using the latest tools, is reimagining what it means to be a designer.
Their wordsA lot of the roles that used to be two to three different people, people are going for one. Whether that's right or whether that's wrong, it's happening, right?
Their wordsyou can expect the one person to have way more leverage than before just because they've got access to all these tools that before I I think that that is definitely something even when I look at my my own day-to-day things that used to take me days now take me hours
Our reading
Being ex-FAANG used to carry a lot more weight; it is still some signal that you can interview well.
Their wordsI think there was a world before where you know being exfang being it had a lot more weight to it. I'm not saying it's not important at all anymore because it's I guess still some signal that you can interview well
Their wordsI think people's biases go towards like hey you know if they've been at fang for like 5 10 years then have they really been at the forefront have they really been pushing have they really been tinkering
Their wordsI think kind of what's happening is that in this old world, it was more about the credentials and the resume. And I'm not saying that stuff has completely gone away or it doesn't matter at all, but the waiting of it is way below where it where it ever has been.
Their wordsif you're applying for a jobs, if you're doing it cold, you better have something to prove. You better have some writing out there or something that you've done that shows rather than tells
Their wordsFor me, it's such a green flag. If you can put your thinking into writing and I can get through it and not think that it was written by Claude, that is green flag.
Their wordsthat I think is the most valuable thing that you can do as a hiring manager is understand how someone thinks.
Their wordsMy take on it is I don't think it necessarily rules you out as a good designer, but I think I and I stick to this. You have one chance to create a first impression. You don't get a second chance to create a first impression. And if you're one of 50 and somebody's scrolling through quickly and the first thing that they get is a Figma link or a dribble, even if it's amazing work, you're already having to overcome that like initial impression that it's created.
Their wordsif you feel like your portfolio can be oneshotted or that it looks very familiar to someone else's portfolio that's going to put hiring managers off.
Our reading
Designers who can translate a vague feeling into an actual product are way more in demand now.
Their wordsI think what's what's kind of playing out is that the value of a designer that's able to translate hey vague feeling into actual product those people are way more in demand now.
Their wordsyou kind of need to snap out of that and you need to realize that you're competing for this person. If they're good, they're probably going to have their pick of offers.
Their wordsThere is nothing valuable that you get from giving me 8 n 45 minute interviews with different people that are all asking me different variations of the same question.
Their wordsMost companies do the recruiter screen first, but I don't I just don't think that's the right way of doing it because you are putting somebody who is not a designer and you're getting them to do a screen for a design job.
Their wordsYou're not hiring me to be a politician. You're not hiring me to be a spokesperson. You are hiring a designer. And so just get into the design work.
Their wordsa theme that I feel pretty confident standing behind is that the fact that one person has way more leverage than ever before does mean that a team can say, "Right, we're going to hire less people, but the people that we hire, we're going to give them better salaries.
Their wordshey we need to create the perfect algorithm that finds a match between a resume and a job description. A year into this what I have actually realized is that those two artifacts are really really not worth the paper that they've written on.