This may be controversial, but I only give resumes a quick glance. I want to see their work. If they have demonstrated they have the raw skills, they’ve got an interview.

• How did you find design? Did it find you? 
• How did you get here? 
• How do you learn? 
• What type of designer do you want to be? 
• What are you most excited to work on? 
• To you, what’s important about the internet, technology and people? 

During our first interview, I’ll do 3 things. Learn about the person, sell them on Playground, and tell them what to expect next. When learning about the person, we find out what their goals are, the context of their previous work, and how Playground can help them in their career journey. We’re first collaborating to understand if this is the right role for them.

We ’ ve tried a ‘ solve Out-Loud’type of approach in the past. But nothing has been as consistent in identifying great designers as learning about how someone learns. We allow our candidates the appropriate space and time to walk us through their work. From there, we will be able to ask how they’ve made decisions, how they asked questions, and what level of experience they have within our specific context. Our work changes with every new client or challenge we take on.

Designers should be reviewing candidates and conducting interviews. Try to identify unique questions that prove you give a shit about them. Build lasting relationships with the person you are interviewing.

This goes a long way in helping build respect and trust. Never show up cold or unprepared.

When we hire, we specifically think about what someone adds to our already dynamic team. We embrace differences in experience and personality. We want to be challenged and shown different perspectives on the world. We also welcome differences in expectation of work.