Hiring a great designer starts long before the first interview. It starts with your job description.
Too often, job postings for UX, product design, design research, and UX engineering roles read like a laundry list of tools and buzzwords. The result? You don’t attract the talent you want — you attract people who can check boxes but might not thrive on your team.
Here’s the secret: a great design job description isn’t just about requirements. It’s about telling a story.
1. Start with why the role exists
Designers care deeply about purpose. Instead of leading with responsibilities, lead with the problem this role helps solve. For example:
“We’re building a new product to simplify financial planning for families, and we need a designer who can bring empathy and clarity to a complex space.”
That tells a candidate why their work matters.
2. Show how the role fits into the team
Collaboration is everything in design. Make it clear how this person will work with PMs, developers, researchers, and leadership.
“You’ll collaborate daily with product managers and engineers, and play a key role in shaping our design culture.”
This signals to candidates that they won’t be siloed or treated as a pixel pusher.
3. Focus on outcomes, not just tasks
Instead of listing endless tasks like “create wireframes and prototypes”, highlight what success looks like.
“Success in this role means helping our team uncover the right problems, designing thoughtful solutions, and validating them with users.”
This helps you attract problem-solvers, not just tool operators.
4. Be realistic with requirements
Design hiring often stumbles on inflated “wish lists.” Asking for 7+ years of Figma experience (a tool that’s barely been around that long) instantly turns candidates off.
Keep requirements human and realistic:
- Years of experience → ranges (e.g., “3–5 years in product design or related role”)
- Tools → nice-to-have, not dealbreakers
- Soft skills → emphasize collaboration, communication, curiosity
5. Add a “what’s in it for you” section
Top designers don’t just want to know what you need. They want to know why they should invest their time and talent in your company.
This section isn’t about free lunches or ping pong tables. It’s about being valued as a designer and doing meaningful work. Some examples include:
- Opportunities to influence product strategy
- A culture of design critiques and learning
- A leadership team that backs research-driven decisions
By highlighting how designers grow and contribute, you’ll attract candidates who care about impact, not perks.
6. Write with inclusivity in mind
Inclusive job descriptions attract a broader, stronger candidate pool. Research shows men will often apply if they meet ~60% of listed requirements, while women typically apply only if they meet nearly all.
To counter this, keep requirements tight and avoid overinflating “must-haves.” Use inclusive, plain language (avoid jargon or overly corporate terms), and add a line like:
“We know no candidate checks every box. If you’re excited about this role and believe you can thrive here, we encourage you to apply.”
Inclusivity in your job post signals inclusivity in your culture.
7. Bring your culture into it
Top designers are picky about where they work. Use your job description to reflect your team’s values.
If you care about mentorship, design critiques, or working iteratively — say it. A job description should sound like your team, not like a generic HR template.
The takeaway
A great design job description does more than describe duties. It inspires the right people to see themselves in the role.
Lead with purpose, show collaboration, focus on outcomes, keep requirements realistic, include “what’s in it for you,” write inclusively, and let your culture shine.
Because the secret isn’t about writing a longer list of skills — it’s about writing for the designer you actually want to hire.
