Targeted hiring & growth
Hiring for product fit. Higher retention, lower internal churn.
Today I'd do it this way
Targeted hiring for product fit is the core idea of the old case. Today the `designer-screening` skill takes a candidate's portfolio and the role description, and returns not "good / bad" but a match score on 6 axes: product maturity, systems thinking, cultural fit. I don't hire blindly on this score — but it saves hours of screening up front.
designer-screening
Coming soonMatch score for a candidate's portfolio against a role on 6 axes.
- Case-depth analysis: process work vs polished mockups
- Metrics extraction and clarity of writing assessment
- Cultural-fit signal: tone, format, what the person chose to show
How it was done then
Summary
Full version available in Russian. Read in Russian →
Hiring was chaotic — no needs assessment, frequent misfits, internal churn between teams. I documented the new process in BPMN, aligned stakeholders, and presented to all teams.
The shift was from "hire a designer" to targeted hiring for product and team culture: vacancy descriptions written around the product's actual roadmap, attention to personality fit alongside hard skills, briefs that fully describe the team and role, a test task grounded in real product context, mandatory feedback to every candidate.
Hiring became a tool for team quality, not a way to close openings.