As a design leader, one of the most important aspects of building a team is making sure that the individuals we hire not only bring strong design skills to the table but also fit well with our team culture. As much as I value design expertise, I’ve learned that the success of a design team—especially in a fast-paced environment—depends on how well team members collaborate, communicate, and support each other.

When you're interviewing UX designers, it’s easy to focus on the technical aspects of the role: portfolios, technical skills, design process. But it’s equally (if not more) important to assess how well a candidate will fit into your team culture. Culture fit doesn’t mean hiring people who are all the same; rather, it’s about finding individuals who will complement the team, contribute positively, and adapt to the unique challenges you’re facing.

1. Interviewing Is a Two-Way Street

One of the first things I make clear to every candidate is that the interview process goes both ways. It’s important to make time for candidates to ask questions and ensure they’re getting the information they need to decide whether the role is the right fit for them, just as much as it is for me to determine if they’re the right fit for the team.

I encourage candidates to ask as many questions as they need about the company, the team, and the challenges we’re working on. There’s no point in hiring someone who may eventually hate the job because they didn’t understand the challenges beforehand.

2. Be Candid About What It’s Like to Work for Your Company

I believe in being upfront about the realities of the role and the company, particularly when it comes to the challenges that come with working in a Private Equity-backed environment, like I’ve experienced. Frequent acquisitions, shifting tech stacks, and evolving roadmaps are part of the landscape.

Being candid ensures candidates aren’t blindsided and helps build trust. The right candidates will be excited by the challenges ahead.

3. Assessing Team Fit: The Importance of Previous Work Environment

Understanding a candidate’s past work environment can give you insights into how they’ll adapt to your company’s culture. Someone used to highly mature UX organizations might struggle in an environment still building processes. Similarly, recent graduates may find it difficult to keep up with fast business timelines.

This step helps you gauge if a candidate will thrive—or become frustrated.

4. Pushback and Collaboration: Can They Take Criticism?

Collaboration is essential to strong team culture. I always ask candidates how they handle pushback from stakeholders. I look for signs of openness, calmness, and professionalism—not defensiveness.

If they struggle to recall an example, I’ll ask about specific design decisions in their portfolio to observe their reactions in real time.

5. The Team Interview

If a candidate moves past the first interview, I have them meet the team. Presenting to a group simulates real working conditions and reveals communication and collaboration styles.

It’s also an opportunity for candidates to get a candid view of the team dynamic—and for the team to weigh in on whether they feel the candidate would be a good fit.

6. Using Design Challenges to Evaluate Problem-Solving

When there are multiple strong candidates, I sometimes use a one-hour live design challenge (never a take-home assignment). The goal isn’t the final solution, but observing how candidates approach problems, ask clarifying questions, and balance creativity with practical constraints.

The challenge focuses on collaboration, communication, and thoughtful problem-solving—not polished design output.

7. Making the Decision

In the end, hiring is about finding someone who can do the work and enhance the team dynamic. Skills are important, but so is fit. The right hire communicates openly, collaborates effectively, and grows with your organization.

Hiring for culture fit ensures a stronger, more resilient, and ultimately more successful team.