Pili Laviolette’s Post

Due to layoffs and unstable markets, designers are losing their influence and bargaining power. In the past, there was more demand for designers, but now there are fewer opportunities and more competition. Impact on Designers: With fewer resources and more outsourcing, designers feel like they have less say in their organizations. Many are feeling burnt out and struggling to find jobs that match their skills. Even though things look tough, it's not the end of the world for designers. The problems we solve as designers are still interesting and many of us love what we do. What We Can Do: 🌟 Adapt to Leaner Teams: With fewer people, each designer has to be more responsible for their work. 🌟 Seek Visibility: With more accountability, there's a chance to show how valuable your work is. 🌟 Explore New Opportunities: Don't just focus on big companies; there are lots of other industries where designers are needed. How to Take Action: ✨Connect with Others: Talk to people facing similar challenges, discuss salaries, and share job opportunities. ✨ Explore Options: Look into different career paths and figure out what success means to you. Overall, it's a tough time for designers, but there are still ways to find success and enjoyment in our work. #Designers #CareerAdvice #JobMarket #ProfessionalDevelopment ------------------ Learn about The characteristics of late-stage UX Link here: https://lnkd.in/dRFesK95 Follow: Umar Rafique

Hey LinkedIn fam, wrapping up our 3-part series with a heartwarming success story from small-town recruiting. 🌟 Recruiting in small towns is a unique challenge. My biggest struggle? Ditching traditional interviews for real discussions.  Meet our top designer – who started as a blank canvas with a love for software, but her hidden talent for drawing was a game-changer. Introduced her to Figma, and the transformation was magic. Her out-of-the-box designs showcased the untapped potential small towns offer. Recruiting here is more than hiring; it's about supporting roots. Through conversations, we find ways for them to work remotely, contributing while staying deeply connected to their small-town roots. 🌳💻 Now, over to you! Discovered hidden talents in unexpected places? Share your experiences in the comments. 🗣️✨ #HiddenTalents #RecruitmentSuccess #SmallTownGems #tamilnadu #designer #uiuxdesigner #hiringtalent

Everyone knows someone who dreamed of moving to New York City or has seen that character played out in a story. The city where dreams come true. Growing up I couldn’t relate to this; I never dreamed of living in such a big city. Never really crossed my mind. But in October 2017 a friend convinced me to uncheck “Open to remote” on the Dribbble job board, and in April 2018 I moved to Brooklyn after securing a new role. It’s one of the best decisions I’ve ever made (thanks again Brandon). I was to be the Lead UI/UX Designer for Makr, a small team building a custom logo and brand maker that empowered small business owners and creators to get professional-quality branded assets. However, while I was excited to add value and do good work, my time there taught me much more than expected. 1. Humility. For most jobs, joining a team means a lot of work has already happened before your time there. Honor that work and do what you can to learn from it. Ask a lot of questions. 2. Perspective. A small team can bring a wide array of life experiences. This is a blessing; get curious and do what you can to genuinely learn about your colleagues and how they view the world.  3. Friendship. Colleagues can be friends. I didn’t know this until I was at Makr (that’s part of my particular journey) but seeing how tight the team already was before I got there was eye-opening. Embrace friendships no matter where you find them. I learned a lot on this team while also experiencing the very sobering reality of the pressure cooker NYC can be. The Makr team was patient with me as I was in the express lane of “dealing with my ish” that NYC uprooted. For this, I’m deeply grateful for their grace and generosity. Recently Makr passed what would have been its tenth birthday, and reflecting on this would-be milestone inspired these thoughts. Yes, that was past tense. Unfortunately, the team was shut down as a line item in a budget overhaul by the parent company. As we processed this news then, we started calling ourselves the “Little Ferraris” because we knew by our craft and output how much of a powerhouse we were as a team. It was a classic example, in our view, of disconnected people not taking the time to realize what they were sitting on. Under incredible leadership, with clear product vision, and a loyal customer fanbase (solid equation there for product builders), Makr had built something people loved, used, and wanted. Our talented crew could’ve been part of a larger success story. In a way, though, we still were. Even though Makr’s story was cut short, its impact is still felt. If not in the hearts and memories of those who loved it, certainly in those of the Little Ferraris. Thank you Ellen Johnston, Alexandra Weininger, Nathan Wade, Matt Wade, Dan Dela Rosa, Jen Nelson, Kat Bigelow, and Jeffrey Betts for inviting me to be part of the story. I’ll always be grateful we got to build together. Onward.

Is it industry or designers? ____________________________ Matej Latin recently shared a report about the reasons designers quit their jobs in 2023 "Excluding the layoffs, boring work, low UX maturity, and no career progression are the main reasons,” Matej says. Well, I think it’s hard to find a designer who wouldn’t love to work on the most interesting projects and get a promotion every year. Fair enough. As for the low UX maturity, it sounds interesting. 77.5% of designers mentioned that UX in their former company was somewhere between “absent” and “emergent” levels. This makes me think that the digital product field is still quite chaotic and unstructured. The question that comes to mind: is it because designers fail to advocate their UX-driven solutions or because the business doesn’t believe in the impact of UX? I wonder if it would be a valid career strategy for designers to target those companies with low UX maturity levels and level them up. What do you think?

Please look at this blog about the designer's layoff, few data are interesting. Thanks for the study Matej Latin. #design #layoffs #specialization #automation #futureofdesign

1000s of designers were laid off in 2023. They suck but have one big benefit: → Layoffs spark deep reflection Asking yourself: what's next? 1. Do I start a business? 2. Do I get a new job? 3. Do I go freelance? Many designers take control after a layoff: They decide to go all-in on business They decide to build a brand online They decide to proactively job hunt They decide to grow their network A pattern in designers who message me: → High motivation to take control of their career But this comes with a few challenges: - Impostor syndrome - Scarcity mindset - Weaker position Not for all designers, but for most. Yes, you will (probably) get a new job. But you will have way less leverage. Making negotiation way harder. Leaving money on the table. The benefit of a job is a stronger position: → You don't "need" a new opportunity An ingredient for better decisions. My recommendation would be: → Take control before such a sh*tty event Don’t wait until this happens. Prepare for this to happen: 1. Grow your network of like-minded designers 2. Make a research report about your industry 3. Create a case study about your last project 4. Gather recommendations from colleagues 5. Hone in your ability to sell your expertise 6. Write to establish your expertise online 7. Design an offer around your expertise 8. Build demand around your expertise Nobody will do this for you. Skip all the painkillers. Take your vitamins. PS. What topic do you want me to break down?

Happy New Year! 🎆 As the year ends and a new one begins, we're all about resolutions and fresh ideas. Here's my favorite source of inspiration to kick off the year: Matej Latin's latest report on "Why Designers Quit" Here's the scoop: Layoffs are the big bad wolf of 2023, but there's more beneath the surface. Boredom, low UX maturity, and career dead-ends are pushing designers out the door. 🚪💼 📍Seniority is shifting – more intermediates are stepping up to senior roles. 📈 Top reasons for quitting (minus layoffs): Unfulfilling work, no career growth, and companies just not getting UX. 📍Designers are waving goodbye to design-immature companies. 👋 Despite the challenges, designers are scoring big salary boosts when they switch jobs. 📍 Managers, it's time to reflect: Designers are seeking stronger support and guidance. 💪 Let's work on nurturing those relationships. 📍Remote work is here to stay 🏡 , with 70% of designers enjoying some level of flexibility. For the full deep dive, check out Matej Latin report. #UXDesign #CareerMoves #IndustryInsights #DesignCommunity

As #productdesigners, creativity is our strongest asset, but coupling it with strategic thinking can elevate work to new heights. When I want to adopt a more strategic approach in my design work, these are the key questions I consider: #1: How do I want my design to influence user behavior? This helps to think beyond aesthetics and functionality. It's important to push past the surface-level impact. What outcomes encourage designing with a broader psychological perspective? #2: What’s the second-order effect of my design? Look at the ripple effects. Ponder, “If this design succeeds, what secondary effects might it have?” This helps in anticipating future challenges and opportunities that stem from your design. #3: How can my design adapt over time? Instead of settling for static solutions, ask: “How do I foresee my design evolving?” This fosters a mindset of creating adaptable and future-proof designs. #4: What’s not being said? This is a hard one and is best done during kickoff meetings or retros. Sometimes, the most crucial insights lie in what’s not explicitly stated. #5: How can this project fit into the larger narrative of my work? In the current turbulent landscape of the #tech industry, where massive #layoffs are becoming a regular headline, it's key to see each project as a segment of your ongoing professional tale, rather than an isolated piece of work. Happy #creating folks. 

Great article from Robert. Instead of blaming companies for layoffs, let's focus on demonstrating our value as designers. It's not on the company to prove our value. https://lnkd.in/dbkC_zXC The article highlights 3 shortcomings for me: 💡 Lack of management training for designers 💡 Mismatch between expectations and reality in corporate roles 💡 Failure to anticipate changes in the industry, such as the impact of AI on design processes.

Last week I hosted a Q&A with Founding Designer, Adam Howard and Founding Design Recruiter, Sophia Garibaldi, diving into the nuances of hiring a founding designer, title leveling, and what makes an exceptional early design hire. Here are some takeaways: 🎨 Perfect Timing: There's no wrong time to bring in a founding designer. Consider factors like the stage of your startup, problem space, and industry area. Whether full-time in-house, agency, or freelance, clarity on your needs and problem space is crucial. 💼 Title Talk: Finding a balance between how flexible you're willing to be and realistic expectations of this hire is key. Founding designer, lead, or head of design—choose titles that align with the responsibilities and growth path of the individual. Keep expectations crystal clear and offer a roadmap for growth. 🔍 What to Look For: Beyond just a pretty portfolio, focus on problem-solving skills, process, and a hunger for growth. Look for candidates who are curious, adaptable, and the ability to adapt to evolving challenges. 🚀 Impact of a Design Hire: Hiring a designer can supercharge your startup's growth by reducing development inefficiencies, increasing user retention, and lowering support costs. Good designers consider factors beyond aesthetics, focusing on user needs, technical viability, and financial feasibility. 🤝 Attracting & Retaining Talent: Articulate a clear vision, provide design a seat at the table, and value its input (including monetarily). As the team grows, provide structure, guidance, and ensure diversity of thought to foster innovation. 🔍 Interview Best Practices: Structure your interview process around real problems, focus on improvements, and be transparent about the work environment and expectations. Ask candidates about their long-term vision for themselves and how they see their role evolving. Founders, remember to honor the time and effort of candidates throughout the hiring process. Let's continue to build strong, diverse teams that drive innovation and success! Feel free to drop your thoughts and insights below! 💬 DM me for the recording 👍 #foundingdesign #design #startuphiring #startupgrowth