
Table of Contents
Understanding the role
Understanding the role is the primary purpose of an intake meeting. Here’s how you should approach it.
How to effectively profile the desired candidate?
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How many years of experience should the candidate have?
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What should be education/experience pedigree?
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What is the compensation structure?
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What are the essential and good to have skills for the candidate?
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A general idea about the team and the culture
Probe the work not the keywords
Ask about the people they will work with and not cultural values
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What should the ideal candidate achieve in 30 days, 90 days, and 360 days?
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What will be the career development path for the ideal candidate in the organization in the next 3-5 years?
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What is the compensation structure?
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What are the likely organizations where the ideal candidate currently works?
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What are the skills that candidates should have and what should they achieve?
Set expectations and timeframe
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How difficult is it to hire the right candidate?
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What are the channels and costs associated with this
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What would be an approximate timeline
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What would the compensation expectation would be for the right candidate
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Share the expected pipeline number. Your approximate number on a number of phone screens and the number of interviews will help the hiring manager visualize your effort. It will also help to hire managers to estimate their own efforts and time commitment for this.
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Use your past experience to inform the hiring manager of all of the above issues
Get time commitment from the hiring manager
Sample intake form
What should the ideal candidate achieve in 30 days?
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The ideal candidate would understand the current design process and will be completely integrated with product, design, and engineering teams.
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The candidate would grasp the current design language and how we see it evolving in the future.
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You will collaborate with the product marketing team to push one campaign out of the door and be in creative control of the campaign
What should the ideal candidate achieve in 90 days?
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Conduct 1on1 meetings with the design team
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Take charge of Performance Reviews and OKRs of your team
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Represent UX team in weekly all-hands meetings.
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Create a plan to evolve our design language for the next 3 years
Also, check our Step by Step Guide to Design Beautiful Careers Page
What would the ideal candidate achieve in 360 days?
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A new and improved design language is ready for the product, marketing, and everything in between
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UX team has evolved and grown to 8 members and you keep your hiring pipeline healthy and churning
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You have developed a clear design evolution plan and have an execution strategy in place
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You are a member of the internal product team that takes charge of final product decisions
What would the recruiting process and timeframe look like?
The recruiting process would involve the following steps.
- Sourcing and outreach – 130 candidates
- Phone screen – 40 candidates
- Take-home assignment – 30 candidates
- Submitted to HM and Phone/Skype interview with the hiring manager – 20 candidates
- On-site interview (3 rounds of interviews) – 6 candidates
- Reference check – 1 candidate
- Offer – 1 candidate
We expect to source around 130 candidates and reach out to them. The entire process, including the start of search and outreach, should take close to 7 weeks.
Also, check Cold email templates for recruiters that work
Commitment is needed from the hiring team and the hiring manager
It would need about 4 hours per week from the hiring manager over the next 7 weeks to review submittals, take-home assignments, and talk to the candidates. The time commitment would go up and the nature of the activity change near the closing stage as we would need to collaborate to get the candidate to accept the offer.