Log in or create a free Rosenverse account to watch this video.
Log in Create free account100s of community videos are available to free members. Conference talks are generally available to Gold members.
Summary
Lots of organizations are hiring aggressively while, at the same time, turnover is at an all-time high among the design community. Join us for an interactive workshop to explore how DesignOps as a function must shape the recruiting, hiring, and retention process during the “Great Resignation.” We’ll be breaking into groups with specific focus and then reconvening to share: For hiring managers: What is working well to attract new talent and where are you stuck (e.g. a certain profile of talent, lack of perks, etc.)? For people managers: What strategies are you using to retain your best talent? What are your top folks asking for these days? If you’re on-boarding lots of new folks, what’s helping make that effective and friendly? For everyone else: What’s keeping you in your current role? What would get you to jump ship? If you are looking for a job, what do you want hiring managers to know or improve about the process?
Key Insights
-
•
Attrition rates in design roles have doubled, reaching around 30%, with hiring rates exceeding 35%, creating operational strain.
-
•
Psychological safety and strong team relationships remain the top reasons employees stay in roles despite pandemic-related challenges.
-
•
Design challenges in hiring processes are widely viewed as inequitable and inefficient, often adding unpaid work for candidates.
-
•
Continuous feedback is preferred over annual reviews, helping employees track progress and reduce burnout.
-
•
Clarity and transparency about remote vs. in-person work policies are critical post-COVID to attract and retain talent.
-
•
Proactive recruiting and pattern recognition help identify candidates good for roles they might not have formally applied for.
-
•
Remote and hybrid-friendly policies, unlimited PTO, and family support are key retention incentives.
-
•
Internal mobility presents an opportunity to address talent gaps by moving existing employees into design-related roles.
-
•
Hiring managers struggle with lengthy interview processes, bureaucratic policies, and narrow location restrictions limiting candidate pools.
-
•
Leadership alignment on hiring strategy and organizational priorities is essential to reduce burnout and create effective teams.
Notable Quotes
"Attrition numbers that normally are around 14 to 15% spike to 30 and hire 35% are creating real operational challenges."
"It's not equitable to ask people who have full-time jobs and family responsibilities to do extra unpaid design exercises."
"Psychological safety on a team is the number one reason people stay in a role."
"We need more continuous feedback instead of waiting for end-of-year reviews to help people see their long-term progress."
"Clarity on whether teams are working in person or remotely post-COVID is something people really want."
"Companies declaring 100% remote have an advantage in attracting talent right now."
"Proactive recruiting means recognizing when a candidate might be a better fit for a different role than the one they applied for."
"There’s a real frustration with bureaucracy and location-specific hiring policies limiting candidate pools."
"Internal moves within organizations into design roles represent a great opportunity during these talent wars."
"Unless leadership is really aligned on strategy and priorities, teams will continue to feel ineffective and burnt out."
Or choose a question:
More Videos
"If we create gaps, that means our space for change is what we want and need to do here in Latin America."
Verónica Urzúa Jorge MontielThe B-side of the Research Impact
March 12, 2021
"I had no idea how to work with the military, and I didn't even know what I didn't know."
Michal Anne RogondinoSaving Outer Space: The First UX Design System for Our Nation’s Satellites
January 8, 2024
"Bravery means being unafraid to buck conventional wisdom and see the world as it truly is."
Jemma AhmedTheme 2 Intro
March 10, 2022
"We must consider what to transform but also what to preserve from history in Civic design."
Kara KaneTheme One Intro
November 16, 2022
"Early career employees should express gratitude and appreciation for those who offer help as part of compassion."
Laine Riley ProkayHow DesignOps can Drive Inclusive Career Ladders for All
September 30, 2021
"Meaningful communication is not just sustenance, it's nourishment for you and your teams."
Laura Gatewood Laine ProkayBeyond Buzzwords: Adding Heart to Effective Slack Communication
September 23, 2024
"Architecture is like the original UX because it teaches you about user experience through spatial design."
Caitlyn Hampton Monica Lee Jina YoonCompass 101: Growing Your Career In A Startup World
June 11, 2021
"We have to create safe spaces where people can make mistakes with low impact and learn from them."
Hana NagelTurning Research Ripples into Waves
November 8, 2018
"People and process design is as important as technology design in enterprise UX."
Alexandra SchmidtEnterprise UX Playbook (Videoconference)
December 1, 2022