Interview Guide for

UI Designer

This comprehensive UI Designer interview guide provides a structured approach to evaluating candidates across essential competencies including design thinking, visual aesthetics, and collaboration skills. With carefully crafted questions and evaluation criteria, it empowers hiring teams to identify designers who can create beautiful, functional interfaces while working effectively with product teams, developers, and other stakeholders.

How to Use This guide

This interview guide serves as a foundation for evaluating UI Designer candidates, helping you implement Yardstick's evidence-based approach to hiring. Here's how to maximize its value:

Customize to your needs: Adapt questions and competencies to align with your specific product, industry, and team culture.
Share with interviewers: Distribute to your hiring team before interviews to ensure alignment on evaluation criteria and question approach.
Maintain consistency: Use the same core questions with each candidate to enable objective comparisons.
Leverage follow-up questions: Probe deeper into candidate responses to gain comprehensive insight into their experience and capabilities.
Score independently: Have each interviewer complete their scorecard before discussing candidates to prevent groupthink.

For additional guidance, explore Yardstick's resources on conducting effective job interviews and implementing structured interviews.

Job Description

UI Designer

About [Company]

[Company] is a [Industry] company dedicated to creating innovative solutions that [Brief mission statement]. Our team of talented professionals works collaboratively to deliver exceptional products that make a difference for our customers.

The Role

We're seeking a talented UI Designer to create visually appealing and user-friendly interfaces for our [Product/Service]. This role sits at the intersection of creativity and functionality, translating product requirements into intuitive digital experiences. Your designs will directly impact how users interact with our products, making this a high-visibility position with significant influence on our success.

Key Responsibilities

Create high-fidelity mockups, prototypes, and user interfaces based on user research, wireframes, and product requirements
Develop and maintain a consistent and compelling visual style, including typography, color palettes, iconography, and overall aesthetic
Collaborate with UX designers to ensure seamless integration of UX principles into the UI design process
Contribute to the creation and maintenance of our design system and component libraries
Work closely with product managers, developers, and other stakeholders to ensure design feasibility and successful implementation
Continuously iterate on designs based on user feedback and testing results
Stay current with UI design trends, technologies, and best practices

What We're Looking For

Proven experience in UI design with a strong portfolio showcasing your work
Solid understanding of visual design principles, user interface best practices, and responsive design
Proficiency in design tools such as Figma, Sketch, Adobe XD, or similar applications
Excellent communication skills and ability to effectively articulate design decisions
Experience with design systems and component-based design approaches
Curiosity and eagerness to learn new techniques and technologies
Ability to work collaboratively and incorporate feedback constructively
Attention to detail and commitment to design excellence

Why Join [Company]

At [Company], we believe that great design is essential to creating exceptional product experiences. We offer:

Opportunity to work on products that impact [description of impact]
Collaborative culture that values creativity and innovation
Professional growth and development opportunities
Competitive compensation package ranging from [Salary Range]
Comprehensive benefits including [List of benefits]

Hiring Process

We've designed our interview process to be thorough yet efficient, giving you the opportunity to showcase your skills while getting to know our team:

Initial Screening: A 30-minute call with our recruiter to discuss your background and answer initial questions.
Portfolio Review & Design Exercise: You'll present key projects from your portfolio and complete a short UI design exercise.
Design Competency Interview: A deeper conversation about your design approach, problem-solving, and collaboration skills.
Technical Design Interview: Detailed discussion of your technical skills, design tools proficiency, and design system experience.

Ideal Candidate Profile (Internal)

Role Overview

The UI Designer will be responsible for creating visually compelling, intuitive interfaces that balance aesthetics with functionality. This role requires someone who can translate product requirements into engaging visual designs while collaborating effectively with cross-functional teams. The ideal candidate will bring strong visual design skills, a user-centered mindset, and the technical proficiency to create designs that can be implemented efficiently.

Essential Behavioral Competencies

Visual Design Excellence - Demonstrates mastery of visual design principles including typography, color theory, layout, and visual hierarchy to create aesthetically appealing interfaces that enhance usability.

User-Centered Design Thinking - Approaches design from the user's perspective, anticipating user needs and behaviors to create intuitive interfaces that reduce friction and enhance the overall user experience.

Technical Proficiency - Possesses strong skills in industry-standard design tools and understands the technical constraints and possibilities of implementing designs across different platforms.

Collaboration & Communication - Works effectively with cross-functional teams, clearly articulates design decisions, and incorporates feedback constructively while advocating for design best practices.

Problem-Solving Creativity - Approaches design challenges with innovative thinking and creativity, developing elegant solutions that balance business requirements, technical constraints, and user needs.

Desired Outcomes

Create and implement a cohesive visual design system that ensures consistency across all product interfaces within 6 months by developing comprehensive guidelines and component libraries.
Improve user engagement metrics (time on site, conversion rates, task completion) by 15% through the delivery of intuitive, user-friendly interface designs.
Reduce development implementation time by 20% through the creation of well-documented, technically feasible designs and close collaboration with engineering teams.
Contribute to the evolution of our product's visual identity, enhancing brand recognition and perceived value among target users.

Ideal Candidate Traits

Portfolio that demonstrates strong visual design skills with a keen eye for detail and aesthetics
3+ years of experience designing interfaces for digital products with proven results
Expert proficiency in at least one modern design tool (Figma, Sketch, Adobe XD)
Excellent communication skills with the ability to articulate design decisions and incorporate feedback effectively
Experience with design systems and component-based design approaches
Curious and continuous learner who stays current with UI design trends and best practices
Collaborative team player who works well with product managers, developers, and other designers
Self-motivated with excellent organizational skills and ability to manage multiple projects
Basic understanding of front-end development capabilities and constraints

Screening Interview

Directions for the Interviewer

This initial screening aims to quickly assess if the candidate has the fundamental qualifications and mindset for the UI Designer role. Focus on their design background, tool proficiency, collaboration style, and general approach to UI design. This interview helps determine which candidates should continue to the full interview process.

Listen for evidence of their ability to balance aesthetics with functionality, their collaborative approach, and how they've handled design challenges in the past. Candidates with strong visual design skills and the ability to articulate their design decisions clearly should be prioritized for advancement.

Remember to save 5-10 minutes at the end for candidate questions. Their questions can provide insight into what they value and how they're evaluating the opportunity.

Directions to Share with Candidate

During this conversation, I'll ask about your background in UI design, your experience with relevant tools and processes, and how you approach design challenges. This is also an opportunity for you to learn more about the role and our company, so please feel free to ask questions. We aim to give you a clear understanding of what we're looking for and determine if there's a potential fit.

Interview Questions

Tell me about your background in UI design and how you became interested in this field.

Areas to Cover

Their career journey and progression in UI design
Educational background or self-teaching path
What initially drew them to UI design
Growth in responsibilities and skills over time
Types of products/industries they've designed for

Possible Follow-up Questions

What aspects of UI design do you find most fulfilling?
How has your approach to UI design evolved over time?
What types of projects or products are you most passionate about working on?

Walk me through your design process from receiving requirements to delivering final designs.

Areas to Cover

How they gather and analyze requirements
Research and exploration methods
Their ideation and iteration process
How they handle feedback and revisions
Tools and methods used to present designs
Collaboration with stakeholders during the process

Possible Follow-up Questions

How do you balance user needs with business requirements?
How do you validate your design decisions?
What do you do when you encounter conflicting feedback from stakeholders?

Describe a UI design challenge you faced and how you overcame it.

Areas to Cover

Specific problem they encountered
Their approach to analyzing the problem
Creative solutions they considered
How they implemented the solution
Results or outcomes of their solution
Lessons learned from the experience

Possible Follow-up Questions

What alternatives did you consider before choosing your solution?
How did you measure the success of your solution?
What would you do differently if faced with a similar challenge today?

Which design tools are you most proficient with, and how do they support your workflow?

Areas to Cover

Specific design tools used (Figma, Sketch, Adobe XD, etc.)
Level of proficiency with each tool
How they leverage features for efficiency
Integration with other tools or systems
Experience with design system tools
Adaptation to new tools or technologies

Possible Follow-up Questions

How do you stay current with new features or tools?
How do you choose which tool to use for different design tasks?
Have you created or contributed to design systems? What tools did you use?

How do you collaborate with developers to ensure your designs are implemented accurately?

Areas to Cover

Communication methods with development teams
How they document designs for handoff
Understanding of technical constraints
Process for addressing implementation questions
How they handle design compromises
Examples of successful collaboration

Possible Follow-up Questions

How do you handle situations where a design can't be implemented as conceived?
What documentation do you provide to developers?
How do you stay involved during the implementation phase?

When evaluating a user interface, what criteria do you consider most important?

Areas to Cover

Their design principles and priorities
How they balance aesthetics and functionality
Consideration of accessibility and inclusivity
Methods for measuring usability
Industry standards they follow
How they evaluate competing designs

Possible Follow-up Questions

How do you ensure your designs are accessible to all users?
What recent UI trends do you think have positively impacted user experience?
Are there any common UI patterns you think are overused or problematic?

Interview Scorecard

Visual Design Skills

0: Not Enough Information Gathered to Evaluate
1: Limited visual design capabilities with little understanding of fundamental principles
2: Basic understanding of visual design principles but inconsistent application
3: Strong visual design skills with evidence of consistent application of principles
4: Exceptional visual design talent with sophisticated understanding of aesthetics and functionality

Technical Proficiency

0: Not Enough Information Gathered to Evaluate
1: Limited experience with industry tools or lacks proficiency
2: Familiar with some design tools but not fully proficient
3: Proficient with relevant design tools and understands technical considerations
4: Expert-level proficiency with multiple tools and deep understanding of technical implementation

Communication Ability

0: Not Enough Information Gathered to Evaluate
1: Difficulty articulating design decisions or explaining thought process
2: Can explain design choices when prompted but not consistently clear
3: Clearly communicates design decisions and rationale effectively
4: Exceptional communication skills with ability to tailor explanations to different audiences

Collaborative Approach

0: Not Enough Information Gathered to Evaluate
1: Prefers working independently with limited stakeholder engagement
2: Willing to collaborate but may struggle with incorporating feedback
3: Demonstrates effective collaboration with cross-functional teams
4: Proactively builds collaborative relationships and skillfully navigates diverse perspectives

Create and implement a cohesive visual design system

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Improve user engagement metrics

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Reduce development implementation time

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Contribute to product's visual identity evolution

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Portfolio Review & Design Exercise

Directions for the Interviewer

This session evaluates the candidate's UI design skills through a combination of portfolio review and a practical design exercise. The goal is to assess both their past work and their ability to apply design thinking to a new challenge in real-time.

For the portfolio review, focus on understanding their design process, decision-making, and specific contributions to each project. Look for evidence of visual design excellence, user-centered thinking, and technical proficiency.

For the design exercise, prepare a brief UI design task relevant to your product that can be completed in 30-45 minutes. This could involve redesigning a specific screen, creating a new component, or solving a specific design challenge. Evaluate both their process and the final output.

Allow 5-10 minutes at the end for the candidate to ask questions. This session should give you strong insights into the candidate's practical design abilities.

Directions to Share with Candidate

This session has two parts: first, you'll present 2-3 key projects from your portfolio, explaining your design process, challenges, and contributions. Then, you'll complete a brief design exercise to show your approach to a new challenge. The exercise will take approximately 30-45 minutes and you'll have access to your preferred design tools. We'll conclude with time for your questions about the role or company.

Work Sample Exercise

Portfolio Review (30 minutes)

Ask the candidate to present 2-3 projects from their portfolio, focusing on:

Their role and specific contributions
The design challenge they were solving
Their design process and decisions
How they collaborated with other team members
The outcomes or impact of their designs
Lessons learned or what they might do differently

UI Design Exercise (45 minutes)

Provide the candidate with a design brief for a specific UI challenge relevant to your product. The exercise should be manageable within the time frame but complex enough to demonstrate their design thinking and skills. Examples include:

Redesigning a specific screen or feature of your product
Creating a new component for a design system
Designing a user flow for a specific task

The brief should include:

Context about the users and their needs
Business objectives
Any technical or brand constraints
Deliverable expectations

Ask the candidate to talk through their process as they work, explaining their decisions and trade-offs.

Evaluation Criteria for the Design Exercise:

Process: How they approach the problem, prioritize requirements, and explore solutions
Visual Design: Use of typography, color, spacing, hierarchy, and overall aesthetic
Usability: How intuitive and functional the resulting design is
Technical Feasibility: Whether the design could be reasonably implemented
Speed and Efficiency: How effectively they use the available time

Interview Scorecard

Design Process Quality

0: Not Enough Information Gathered to Evaluate
1: Disorganized approach with limited structure or methodology
2: Basic process that covers fundamentals but lacks depth
3: Well-structured process that effectively balances exploration and execution
4: Exceptional process that demonstrates sophisticated design thinking and efficiency

Visual Design Excellence

0: Not Enough Information Gathered to Evaluate
1: Designs lack visual appeal or coherence with fundamental flaws
2: Adequate visual design that meets basic standards but doesn't excel
3: Strong visual design skills with good understanding of hierarchy, color, and typography
4: Outstanding visual design that demonstrates mastery of aesthetics and enhances usability

Problem-Solving Approach

0: Not Enough Information Gathered to Evaluate
1: Struggles to analyze problems or develop appropriate solutions
2: Can solve straightforward problems but struggles with complexity
3: Effectively analyzes problems and develops thoughtful solutions
4: Demonstrates exceptional problem-solving with innovative approaches and thorough analysis

Technical Execution

0: Not Enough Information Gathered to Evaluate
1: Poor technical execution that would be difficult to implement
2: Adequate technical execution with some implementation challenges
3: Good technical execution that demonstrates understanding of implementation requirements
4: Excellent technical execution that optimizes for both user experience and development efficiency

Create and implement a cohesive visual design system

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Improve user engagement metrics

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Reduce development implementation time

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Contribute to product's visual identity evolution

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Design Competency Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's design thinking, problem-solving approach, and collaboration abilities. Use behavioral questions to explore how they've handled specific design situations in the past, paying attention to their thought process, decision-making, and interpersonal skills.

Look for evidence of user-centered design thinking, creativity in problem-solving, and the ability to work effectively with cross-functional teams. The candidate's responses should demonstrate a balance between advocating for design best practices and incorporating feedback from stakeholders.

Be sure to probe for specific examples and outcomes, rather than theoretical approaches. Listen for how they measure success and learn from their experiences. Allow 5-10 minutes at the end for candidate questions.

Directions to Share with Candidate

In this interview, we'll explore your approach to design challenges, collaboration with teams, and how you've handled specific situations in your design career. I'm interested in hearing about concrete examples from your experience, so please be specific about your role, the challenges you faced, and the outcomes. This is also an opportunity for you to learn more about our design culture and how we approach problem-solving.

Interview Questions

Tell me about a time when you had to design a feature with competing requirements from different stakeholders. How did you handle it? (User-Centered Design Thinking, Collaboration & Communication)

Areas to Cover

The specific situation and competing requirements
How they identified and prioritized user needs
Their approach to gathering stakeholder input
Methods for finding common ground or compromise
How they communicated their design decisions
The final outcome and stakeholder satisfaction

Possible Follow-up Questions

How did you ensure the user's perspective wasn't lost in the process?
What techniques did you use to help stakeholders understand the trade-offs?
What would you do differently if faced with a similar situation today?

Describe a time when you had to significantly iterate on a design based on user feedback or testing. What did you learn? (User-Centered Design Thinking, Problem-Solving Creativity)

Areas to Cover

The original design and its intended purpose
The feedback or testing methodology used
Specific insights gained from users
Their process for analyzing and prioritizing feedback
Changes made to the design and rationale
Impact of the iterations on the final product
Lessons learned from the experience

Possible Follow-up Questions

How did you decide which feedback to incorporate and which to set aside?
What surprised you most about the user feedback?
How did this experience change your approach to future designs?

Tell me about your experience working with design systems. How have you contributed to their development or implementation? (Technical Proficiency, Visual Design Excellence)

Areas to Cover

Their understanding of design systems and their value
Specific systems they've worked with or helped create
Their contribution to component development or documentation
How they ensured consistency across the system
Challenges faced in implementation or adoption
Methods for evolving the system over time

Possible Follow-up Questions

How did you balance consistency with the need for flexibility in the design system?
How did you measure the success or impact of the design system?
How did you encourage adoption across design and development teams?

Describe a situation where you had to push back on a design request because it would negatively impact the user experience. How did you handle it? (Collaboration & Communication, User-Centered Design Thinking)

Areas to Cover

The specific request and its potential negative impact
How they identified the user experience issues
Their approach to communicating concerns
Evidence or data used to support their position
How they proposed alternatives
The resolution and relationship aftermath

Possible Follow-up Questions

How did you maintain a positive relationship while disagreeing?
What evidence or reasoning was most effective in making your case?
In retrospect, would you handle the situation differently?

Tell me about a time when you had to design for a completely new user group or context that you weren't familiar with. How did you approach it? (Problem-Solving Creativity, User-Centered Design Thinking)

Areas to Cover

The unfamiliar user group or context
Research methods used to gain understanding
How they translated insights into design principles
Challenges faced in designing for new users
How they validated their assumptions
Outcomes and lessons learned

Possible Follow-up Questions

What surprised you most about designing for this user group?
How did you overcome biases or assumptions you might have had?
How has this experience influenced your approach to future design projects?

Interview Scorecard

User-Centered Design Thinking

0: Not Enough Information Gathered to Evaluate
1: Shows little consideration for user needs in design decisions
2: Basic understanding of user-centered design but inconsistent application
3: Consistently applies user-centered design principles with good outcomes
4: Demonstrates exceptional user advocacy and deep understanding of user needs

Collaboration & Communication

0: Not Enough Information Gathered to Evaluate
1: Difficulty working with others or communicating design rationale
2: Can collaborate but may struggle with challenging situations
3: Effectively collaborates and communicates across diverse stakeholders
4: Exceptional ability to build consensus and navigate complex team dynamics

Problem-Solving Creativity

0: Not Enough Information Gathered to Evaluate
1: Limited creative problem-solving or relies on obvious solutions
2: Shows some creativity but may not fully explore possibilities
3: Demonstrates strong creative problem-solving with innovative approaches
4: Exceptional creativity with ability to develop novel solutions to complex problems

Design Leadership

0: Not Enough Information Gathered to Evaluate
1: Follows direction but shows little initiative or advocacy for design
2: Occasionally demonstrates design leadership in favorable circumstances
3: Consistently advocates for design excellence and influences decisions
4: Exceptional design leadership that elevates team performance and product quality

Create and implement a cohesive visual design system

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Improve user engagement metrics

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Reduce development implementation time

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Contribute to product's visual identity evolution

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Technical Design Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's technical design skills, including their proficiency with design tools, understanding of design systems, and knowledge of implementation considerations. The goal is to evaluate how well they can translate design concepts into technically feasible solutions that can be efficiently implemented by development teams.

Look for evidence of technical proficiency with design tools, understanding of responsive design principles, experience with design systems, and knowledge of front-end development considerations. Strong candidates will demonstrate both technical depth and an ability to communicate technical concepts clearly.

Be sure to probe for specific examples and hands-on experience rather than theoretical knowledge. Allow 5-10 minutes at the end for candidate questions.

Directions to Share with Candidate

In this interview, we'll dive deeper into the technical aspects of UI design, including your experience with design tools, design systems, and the implementation of your designs. I'm interested in understanding how you approach the technical challenges of UI design and ensure your designs can be efficiently implemented. Please be specific about tools, methods, and processes you've used in your work.

Interview Questions

How do you structure your design files for efficient handoff to development teams? (Technical Proficiency)

Areas to Cover

Organization of layers, artboards, and components
Naming conventions and standards used
Documentation methods for specifications
How they handle design variants and states
Tools or plugins used to facilitate handoff
Methods for communicating interactions and animations

Possible Follow-up Questions

How do you handle updates or changes to designs after initial handoff?
What feedback have you received from developers about your handoff process?
How do you ensure developers understand your design intent?

Describe your experience with responsive design. How do you ensure your interfaces work well across different screen sizes and devices? (Technical Proficiency, Visual Design Excellence)

Areas to Cover

Their approach to designing for multiple screen sizes
How they determine breakpoints and layout changes
Methods for testing responsive designs
Handling of touch interfaces versus mouse interactions
How they communicate responsive behavior to developers
Experience with adaptive versus responsive approaches

Possible Follow-up Questions

What challenges have you faced with responsive design and how did you overcome them?
How do you balance consistency across devices with device-specific optimizations?
How do you approach designing for unconventional screen sizes or aspect ratios?

Tell me about your experience creating or working with design systems. How do you approach component design for scalability and reusability? (Technical Proficiency, Visual Design Excellence)

Areas to Cover

Their understanding of component-based design
Experience creating reusable components
How they handle component variants and states
Methods for documenting component usage
Approach to evolving components over time
Tools used for design system management

Possible Follow-up Questions

How do you determine when to create a new component versus extending an existing one?
How do you ensure consistency across the design system?
How do you handle one-off designs that don't fit the existing system?

How do you approach designing UI animations and transitions? What considerations do you take into account? (Technical Proficiency, User-Centered Design Thinking)

Areas to Cover

Their philosophy on motion in interfaces
Tools used for prototyping animations
How they communicate animation specifications
Understanding of performance implications
Approach to accessibility in animations
Examples of effective UI animations they've created

Possible Follow-up Questions

How do you decide when an animation adds value versus being unnecessary?
How do you handle user preferences for reduced motion?
What technical limitations have you encountered when implementing animations?

What is your understanding of accessibility in UI design, and how do you ensure your designs are accessible? (Technical Proficiency, User-Centered Design Thinking)

Areas to Cover

Their knowledge of WCAG guidelines
How they consider color contrast and text legibility
Experience designing for screen readers
Approach to keyboard navigation
Methods for testing accessibility
How they balance aesthetic goals with accessibility requirements

Possible Follow-up Questions

Can you describe a situation where you had to adjust a design for accessibility reasons?
How do you stay updated on accessibility best practices and standards?
How do you advocate for accessibility when facing pushback on design changes?

Interview Scorecard

Technical Design Proficiency

0: Not Enough Information Gathered to Evaluate
1: Limited technical understanding of design implementation
2: Basic technical proficiency but gaps in important areas
3: Strong technical proficiency with good understanding of implementation considerations
4: Exceptional technical proficiency with deep knowledge of implementation best practices

Design Systems Expertise

0: Not Enough Information Gathered to Evaluate
1: Little experience with design systems or component-based design
2: Basic understanding of design systems but limited practical experience
3: Strong experience with design systems and component-based approaches
4: Expert-level understanding of design systems with proven ability to create and evolve them

Responsive Design Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of responsive design principles
2: Basic knowledge of responsive design but inconsistent application
3: Strong understanding of responsive design with practical application
4: Expert knowledge of responsive design with sophisticated approaches to multi-device experiences

Accessibility Awareness

0: Not Enough Information Gathered to Evaluate
1: Little consideration for accessibility in design work
2: Basic awareness of accessibility but inconsistent implementation
3: Strong commitment to accessibility with consistent implementation
4: Champion for accessibility with advanced knowledge and innovative approaches

Create and implement a cohesive visual design system

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Improve user engagement metrics

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Reduce development implementation time

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Contribute to product's visual identity evolution

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal
2: Likely to Partially Achieve Goal
3: Likely to Achieve Goal
4: Likely to Exceed Goal

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed.

The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.
Scores and interview notes are important data points but should not be the sole factor in making the final decision.
Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

How does the candidate's portfolio and design exercise align with our product's aesthetic and functional needs?

Guidance: Discuss whether the candidate's design style and approach would integrate well with your existing product and team.

How strong was the candidate's technical design knowledge, and do they meet our requirements?

Guidance: Evaluate whether the candidate has the necessary technical skills with design tools, responsive design, and implementation considerations.

Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Calls

Directions for Conducting Reference Checks

Reference checks provide valuable insight into the candidate's past performance, working style, and how they've applied their UI design skills in previous roles. Focus on gathering specific examples that validate (or challenge) what you learned during the interview process. Ask about the candidate's visual design skills, collaboration style, technical proficiency, and how they handled specific challenges.

When speaking with references, establish rapport and assure them that your conversation is confidential. Explain that honest feedback will help ensure the right fit for both the candidate and your company. Listen carefully for hesitations or qualifiers in their responses, which can be as telling as their direct answers.

Aim to speak with at least two references, ideally including both a manager and a colleague who worked closely with the candidate. This provides a more complete picture of their capabilities and working style.

Questions for Reference Checks

In what capacity did you work with [Candidate Name] and for how long?

Guidance: Establish the relationship between the reference and candidate, including reporting structure, projects they worked on together, and the duration of their working relationship. This provides context for their subsequent responses.

How would you describe [Candidate Name]'s strengths as a UI Designer?

Guidance: Listen for specific examples of design skills, technical proficiency, and collaboration abilities. Note whether the strengths mentioned align with the competencies required for your role.

Can you tell me about a significant UI project [Candidate Name] worked on and their specific contributions?

Guidance: Probe for details about their role, responsibilities, and impact. Listen for evidence of their design process, problem-solving approach, and the quality of their output.

How would you describe [Candidate Name]'s collaboration style when working with cross-functional teams?

Guidance: Look for examples of how they worked with developers, product managers, and other stakeholders. Pay attention to their ability to incorporate feedback, communicate design decisions, and navigate competing priorities.

Were there any areas where you felt [Candidate Name] could improve as a UI Designer?

Guidance: Listen carefully for developmental areas and consider whether these would be significant limitations in your role or environment. Note how the reference phrases these areas—are they serious concerns or minor growth opportunities?

How would you rate [Candidate Name]'s technical proficiency with design tools and their understanding of implementation considerations?

Guidance: Assess whether their technical skills align with your requirements. Listen for specific examples of tools used and how effectively they bridged the gap between design and development.

On a scale of 1-10, how likely would you be to hire [Candidate Name] again if you had an appropriate role? Why?

Guidance: This direct question often reveals the reference's true assessment of the candidate. Ask for specific reasons behind their rating to better understand their perspective.

Reference Check Scorecard

Visual Design Excellence

0: Not Enough Information Gathered to Evaluate
1: Reference indicated significant weaknesses in visual design capabilities
2: Reference suggested adequate but unremarkable visual design skills
3: Reference confirmed strong visual design abilities with positive examples
4: Reference highlighted exceptional visual design talent as a standout strength

Collaboration & Communication

0: Not Enough Information Gathered to Evaluate
1: Reference noted difficulties working with others or communicating effectively
2: Reference described adequate but inconsistent collaboration skills
3: Reference confirmed effective collaboration with positive team dynamics
4: Reference emphasized outstanding collaboration as a key strength

Technical Proficiency

0: Not Enough Information Gathered to Evaluate
1: Reference indicated significant gaps in technical knowledge or tool proficiency
2: Reference suggested adequate technical skills with some limitations
3: Reference confirmed strong technical abilities across relevant tools and concepts
4: Reference highlighted exceptional technical proficiency as a standout strength

Problem-Solving Approach

0: Not Enough Information Gathered to Evaluate
1: Reference described basic or ineffective problem-solving approaches
2: Reference indicated adequate but methodical problem-solving
3: Reference confirmed effective and creative problem-solving abilities
4: Reference emphasized innovative problem-solving as a distinguishing strength

Create and implement a cohesive visual design system

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate would struggle with this goal
2: Reference indicates candidate could partially achieve this goal
3: Reference confirms candidate would likely achieve this goal
4: Reference believes candidate would exceed expectations on this goal

Improve user engagement metrics

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate would struggle with this goal
2: Reference indicates candidate could partially achieve this goal
3: Reference confirms candidate would likely achieve this goal
4: Reference believes candidate would exceed expectations on this goal

Reduce development implementation time

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate would struggle with this goal
2: Reference indicates candidate could partially achieve this goal
3: Reference confirms candidate would likely achieve this goal
4: Reference believes candidate would exceed expectations on this goal

Contribute to product's visual identity evolution

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate would struggle with this goal
2: Reference indicates candidate could partially achieve this goal
3: Reference confirms candidate would likely achieve this goal
4: Reference believes candidate would exceed expectations on this goal

Frequently Asked Questions

How should we structure the portfolio review to get the most insight into a UI Designer's capabilities?

Ask candidates to present 2-3 diverse projects that showcase different skills and challenge types. Request that they walk through their design process from initial requirements to final delivery, highlighting specific problems they solved and decisions they made. Pay particular attention to how they talk about user needs, business goals, and technical constraints. This approach reveals both their design skills and their ability to articulate their thinking.

What makes a good UI design exercise for the interview process?

The best exercises are realistic but contained, allowing candidates to demonstrate their skills within a reasonable timeframe. Choose a problem related to your actual product that can be completed in 30-45 minutes. Provide clear context about users, business goals, and constraints. Focus on evaluating their process as much as the final output—how they approach the problem, prioritize requirements, and make decisions. Consider allowing candidates to use their preferred design tools to see them work in their natural environment.

How can we effectively evaluate a UI Designer's collaboration skills during interviews?

Focus on behavioral questions that reveal how candidates have worked with cross-functional teams in the past. Ask for specific examples of collaborating with developers, product managers, and other stakeholders. Listen for how they handle feedback, resolve conflicts, and communicate design decisions. During the portfolio review, probe for details about their role on projects and how they worked with others. The structured interviewing approach helps ensure you're evaluating these skills consistently across candidates.

What's the best way to assess a UI Designer's technical proficiency?

Evaluate technical proficiency through targeted questions about design tools, responsive design principles, and implementation considerations. Ask how they structure files for handoff, their experience with design systems, and their approach to animations and interactions. During the design exercise, observe their tool proficiency and workflow efficiency. Reference checks can also provide valuable insight into how effectively they've translated designs into implemented features in past roles.

How can we determine if a UI Designer will be able to evolve our product's visual identity?

Look for evidence of versatility in their portfolio—candidates who have successfully worked across different visual styles show adaptability. Ask how they've approached refreshing or evolving existing products while maintaining brand consistency. Assess their understanding of design principles that transcend specific styles. During the design exercise, see if they can work within your current visual language while bringing fresh perspectives. Strong candidates will demonstrate both respect for existing design patterns and the creativity to evolve them thoughtfully.