FAQ for Recruiters & Hiring Managers

Hello. Thanks for checking out this link.

Please, think of this page as my H.R.

This is where you, a recruiter or hiring teammate or manager, can get most of your routine questions and info about my candidacy answered.

The goal of this FAQ is to help a well-fitting organization confidently offer employment  with accurate information, clear, informed expectations, respectful of my time.

Please, use this FAQ to fulfill the routine, administrative, and impersonal aspects of your hiring system’s processes.

My process:

  1. I submit some information about myself using your online ATA.
  2. I apply to tens of posted jobs in one sitting, more than 100 sometimes.
  3. I only use LinkedIn “Easy Apply”. Each submission takes seven seconds.
  4. I reply personally to every follow-up inquiry directing them to this page as my next step.
  5. I invite them to book an appointment online for a ten to 20 minute long phone call with me.
  6. After

Here I’ve answered Frequently-Asked Questions about hiring process steps that frequently asked so that you can read the answers yourself any time you need them.

This way our direct, personal conversations and correspondence addresses those aspects of my fit with this role that you can’t answer yourself without engaging me directly.

(Yes, how you use this FAQ is one test of whether an organization fits! Go ahead and do your thing your way, keeping in mind, please, that I’m looking for people strive to deliver the most value to me.)

The goal of this FAQ is to help a well-fitting organization confidently consider hiring me, with clear, informed expectations, using my time for conversations beyond routine administrative H.R. activities

  1. To help us align our hiring process.
  2. To save you time and reduce your uncertainty about me and the outcome of our process.
  3. To help me when considering a position, recruiter or manager and an organization and team.

While I work for myself advising leaders of startups, enterprises, governments and institutions to align with their customers, I also constantly look for in-house positions that fit well. Why not? Helping found, build, change or fix an organization from the inside has it’s own rewards.

So, I deal with a lot of recruiters, HR folks and hiring managers and teams.

I hear many of the same questions when considering contract (1099) and direct employment (W-2) positions. So, I’m answering them here, to help to save you time

If you’re such a person, I offer this FAQ to help us have a great outcome.

Here I answer questions about:

  1. My expectations of recruiters’ and hiring managers’ processes.
  2. Whether I fit your position, team and organization.
  3. My process for considering your positions.
  4. How to view my design portfolio

So, if you’d like to talk with me about your position, I share the following for you to refer to in order to help our conversation to be informative, productive toward our respective goals.

I. My expectations of recruiters’ and hiring managers’ processes.

II. Whether I fit your position, team and organization.

Organizations that I fit are either:

A) organizations that are already innovating, or

B) organizations that are not innovating and must transform or wither and fail.
These organizations – and especially their leaders –  need outside help identifying their future form. Their people need help understanding and owning their shortcomings, failures, strengths and opportunities. Then they need help navigating their path of change and renewal, and once they understand why, then I help them to radically change themselves so they 
successfully transform.

Common traits of businesses that harness their capabilities to innovate:

• Design-driven

• Customer-centered, user-centered and human-centered

• Anti-bureacratic

• Networked, “flat”

• Organize, plan and act for sustainable, long-term success and high-quality processes and production.

I also like to help change and fix organizations that are not innovating and even failing, for example:

• Loosing and/or dying due any of these structural or cultural conditions or mindset:

• Bureaucractic

• Overly hierarchical

•  Top-down command-and-control

• Short-term-ism

• Egos

• Organizational rigidity or brittleness

• Fear of change

• Market disruption

• Lack of courage.

• Very old (100+ years)

• Very new (0 – 3 years)

Leaders that I fit well roughly fall into these categories:

• Leaders who listen more than they talk.

• Transparent, flat power structures. Broad staff autonomy.

I likely fit roles with titles such as:

• Co-founder.

• Builder of Innovators, designers, human-centered customer champions.

• Design leader/mentor.

• Product owner.

• Fix your design(-er/-ing) problems.

It’s a big world. What to you need?

III. My process for considering your positions.

I assess positions:

Desired outcomes, not how to get there.

Opportunities to create strategic impact.

A large degree of autonomy.

Reward for results, not just showing up & going through the motions.

Use design production for research / prototyping & visual communication.

How close/aligned to the customer?

To do something new, hire like Steve Jobs… “It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.”

Business, innovation & design in the current business climate:

Your customers now own your value. They will not yield it back to you. Their demands will increase.

Status quo is today’s risk. The path forward is ongoing disruption.

Technology is not the answer. The customer is the answer.

Leadership is the main lever you have for renewal of your organization.

Disruptive innovation is messy, inefficient & takes courage.

I help startups & enterprise leaders radically align with their customers for: increased value, sustainable growth, organizational & leadership renewal.

IV. How to view my design portfolio

My portfolio is available online in two formats

  1. Behance.com
  2. PDF, by requesting a unique link.
  3. <portfolio request form>

My portfolio is also available printed, 11″ by 17″, through the mail, by request.

My portfolio includes images of me teaching and designing with clients, images of prototypes, images of alignment diagrams created with clients and things I’ve made of my own design.

My portfolio is not a conventional “UX design” portfolio of pretty pictures of screen designs, the predictable diagrams and cute sketches.