5 Must-Have Qualities in Every Design Hire (Even Junior Ones!)
Note: In case you missed my last post in this series, here's some context: I recently appeared on the Samelogic podcast, where I talked about building successful design teams. There was a ton of great stuff there, so give it a listen if you're curious (and be sure to check out my last post, which expands on our discussion of inclusivity in design hiring)!
What makes a design candidate truly stand out in today's competitive market? If technical expertise is the first thing that comes to mind, you're not wrong — but that's just table stakes. Whether I'm hiring a junior designer or a senior leader, the candidates who truly shine have traits that go beyond raw talent and experience. While these qualities might be less tangible than a strong portfolio, they're what makes it possible for designers to grow, contribute, and eventually lead with impact.
Growth potential
You hear the term "growth potential" get thrown around a lot in hiring. Because different hiring managers may have different definitions, it can be hard to pinpoint what this term actually means, but I'll share mine: I'm looking for candidates who show initiative to drive positive change, regardless of their level. What were the instances when they were not okay with the status quo, they saw an opportunity to do things differently, and they pushed forward to accomplish that. For junior designers, this might look like improving internal documentation, suggesting a new team ritual, or coming up with an efficient way of using a tool. For more senior folks, it could mean reimagining entire workflows or processes. It's one thing to identify problems, but taking steps to solve them shows both ambition and action. Even small improvements count — I'm always excited to hear candidates share stories about how they've made things better in their previous roles.
Leadership mindset
Here's something that might surprise you: leadership qualities matter at every level of design. You don't need a fancy title to demonstrate leadership — it shows up in how you collaborate, how you communicate your ideas, and how you influence others. I look for candidates who can share examples of times they've taken initiative, brought others along with their ideas, and built support for their vision. Maybe they led a project, mentored an intern, or simply helped their team adopt a new tool. As Jared Spool said, "You become a leader when you gain a few followers."
Empathy
Being able to look at things from the user's point of view is what distinguishes a good designer from a great one. This is crucial for everyone on the team, from junior designers to directors. Empathy in design can look like:
Understanding your teammates' unique goals, challenges, and strengths
Doing deep research to understand problems and pain points from multiple angles
Not relying on assumptions about what the user may or may not need
Partnering with cross-functional teams to expose yourself to new perspectives
Sharing your point of view while remaining open to others' perspectives
Our job as designers is to take the user's side, to understand their challenges, and share that knowledge with others. None of those things are fully possible without empathy.
Adaptability
No two design roles or organizations are exactly alike. A designer joining a startup might need different skills than someone joining an established tech company. Some teams might need quick iterations and constant collaboration, while others might require more independent work and detailed documentation. The most successful designers — at any level — are those who can read the room, understand the context, and adjust their approach accordingly.
Other soft skills (with a caveat)
I'll preface this by saying that technically, all the other traits I've listed so far are soft skills, too. But there are plenty of others that can range from "nice-to-haves" to non-negotiables, depending on the role and level:
Communication
Collaboration
Decision-making
Conflict resolution
Coaching ability
Coachability (different, but just as important!)
Emotional intelligence
Composure under pressure
When I interview someone, my goal is to find the right balance of soft and hard skills based on the team's needs and the role's level. Side note: that's also why you can build a strong culture by having a mix of junior and senior folks on your team!
Closing thoughts
Full disclosure: Narrowing down my top recommended qualities to just five wasn’t an easy task. There's so much that goes into being a strong designer, and these demands evolve as you progress in your career. Even still, these traits consistently stand out when I look back on the most successful designers I've encountered — from fresh graduates to seasoned leaders.
I look for these qualities in all my hires, and I continue to work to refine them in myself. They've served me well throughout my career, and I've watched them serve others well too. Whether you're just starting your design journey or looking to take that next big step, focusing on these five qualities will give you the foundation to grow, contribute, and eventually lead with impact.