In May, a founder emailed me about hiring a designer. They wanted to hire a "killer". I've thought about that email a lot since. Mostly about the use of the word. What a weird way to describe a designer.
The best designers I know are not killers. They are patient, curious and slightly stubborn about details nobody else has noticed yet. They are also, this year, harder to find than ever, because most of them are not looking. Here is what I would tell any team hiring one in 2026.
1. Describe the problem, not the person
Job posts tend to describe an imaginary superhero: ten years of experience, fluent in every tool, comfortable with ambiguity. Good designers skim straight past those. Tell them instead what is broken, who it is broken for, and why fixing it matters to you. A designer who reads that and leans in is already halfway to being the right one.
2. Look at decisions, not deliverables
Polished screens are cheap now. What is still rare is judgement: knowing what to cut, what to leave for later and what to fight for. Ask candidates to walk you through one decision they are proud of and one they would make differently today. The second answer usually tells you more.
Polished screens are cheap now. Judgement is still rare.
3. Go where they already are
The designers you want live in small communities, private chats, studio alumni groups and the inboxes of people they trust. A careers page will not reach them, and neither will a cold message from a stranger. An introduction from someone whose taste they respect will.
4. Keep the process short and honest
Every extra round costs you candidates, usually the best ones, because they have the most options. Decide in advance what each conversation is for, and tell people where they stand within a day or two, including when the answer is no.
- Three or four conversations is enough for almost any role.
- A paired session on a real problem beats a week-long exercise.
- Everyone who reaches the final round deserves written feedback.
5. Sell the work, not the perks
Designers rarely move for a better snack cupboard. They move for a problem worth their attention, a team that takes their opinions seriously and someone they will learn from. Make sure the people they meet during the process are the people they will actually work with.
And please, retire "killer". You are hiring someone to care for the people who use your product. Describe them that way, and the right ones will notice.