Everything you've ever wanted to know about UX: Building Your Team

by Joel Kilby
September 4, 2014
[ibimage==29643==Large==none==self==ibimage_align-center]
 
Based in Denver, Joel Kilby currently works as Sr. UX Manager for RiaMoneyTransfer.com, and co-founded WeAreGiant.co. Here are three pieces of advice for building your UX team.
 

1. Work Your Network

We all get bombarded by emails on that other social network from recruiters we don't know. Like most cold calls, they’re annoying. You’ll delete most of them, but don’t do it blindly because you might miss the recruiters who really know their shit.
 
Maintaining a good working relationship with professional recruiters was one of the best things I had going as a hiring manager. No one else can refer talent as quickly as a recruitment team that’s on top of their game. And no one will work harder with you to make sure the right people are in place on your team.
 
Good recruiters, though, aren't the only sources of recommendations for solid, talented men and women who will own their careers. Don’t forget about the people you know; they know people too. Take advantage of that. I’ve done it, and it can work out great. I was looking to hire a designer on a team of mine and reached out to a friend to ask if he knew anyone who might be qualified. Turns out he did. He put me in touch with a friend of his who I ended up hiring. The guy proved himself to be a leader on the team, and has since been promoted into a management role within the organization. Never would have happened if I hadn't sent a chance email.
 
Know this: you cannot rely on HR keyword filtering systems to find talent for your team. Develop your own network and rely on it. Applicant screening software is where good resumes go to die.
 

2. Hire People Who Stand Out

I was interviewing three qualified candidates for a production design job. Of the three, it turns out only one of the three showed spark in the interview. After she asked a few questions of the panel to determine I would be her immediate supervisor, she followed up with a simple question. She asked me point blank what my management style was and what she could expect working on my team. Her question showed me she was really thinking about the job and trying to determine for herself if she would be a fit. So I hired her, and I later had the pleasure of seeing her promoted a couple of times within our organization. Now she's on her way to do huge things with a creative agency.
Hire people who show they’re visualizing themselves in a position, and taking their relationship with you seriously. And don't be afraid to hire the ones who seem like they might question the status quo. You need those people.
 

3. Hire Leaders

Don’t be scared of candidates who have different (or even better developed) skills than you. In fact, look specifically for people with, dare I say, BETTER skills. Stop being intimidated by talented people and start empowering them.
 
They'll come to you and ask to do more. They’ll want to own projects. Get out of their way and let them do it. People who are good at what they do will be able to motivate the people around them, and they’ll double their managers' abilities.
 
I've personally realized the benefit of enabling my direct reports to be leaders in their own groups. Not only does it reduce stress and workload for the manager, but the quality of the work that’s produced when a team has been given the go-ahead to make decisions is unmatched.
 
Let them grow and see their ideas take flight; they’ll stay. Bullshit them, and they’ll leave.
 
 

Colorado startup guides

LOCAL GUIDE
Best Companies to Work for in Denver & Boulder
LOCAL GUIDE
Coolest Tech Offices in Denver & Colorado Tech
LOCAL GUIDE
Best Perks at Colorado Tech Companies
LOCAL GUIDE
Women in Colorado Tech