Specializing in industrial design recruiting, innovation recruiting and creative recruiting may sound like one category, but actually there are distinct nuances between each. We have found that while methods and processes may overlap, the vetting process has many unique differences. With roots in design and design management, we’ve taken a fresh look at the retained recruiting process and developed a unique model that best addresses the client journey as well as the candidate journey.
Our projects unfold in two general phases; a research phase and an insight phase. The Research phase steps include Orient, Design and Discover. We begin with an orientation with the client, to understand the context, culture and position requirements, both tangible and intangible. The next step involves creating a research plan, and having a PhD in design management ensures our professionalism and sophisticated research methods. In the discover step we field the research, both primary and secondary, and begin candidate identification.
The nuances of industrial design recruiting gain more importance in the Insight phase as we progress from candidate identification to analysis and development. We use our design industry experience and insight, and a variety of unique tools, to identify the most appropriate candidates for each organization. We consider a design thinkers personality profile that Tim Brown of IDEO has shared, and look for characteristics in empathy, integrative thinking, optimism, experimentation and collaboration, which can be easy to spot during in-depth interviews if you know how to inquire and what to look for. After a first screening, we look for stories about where a candidate wants to develop more than resumes; for their social awareness and knowledge of art and culture more than size of staff; street smarts more than years with the company; and for creativity, curiosity and passion more than salary history. We’ve developed a Design leadership assessment model and a Litmus test scorecard to help our evaluations and ranking of candidates to positions and corporate cultures.
We specialize in design and innovation talent because we understand the unique nature of the positions from first-hand experience. Having managed direct reports of industrial designers, UX designers, creative directors, producers, art directors, photographers, visual designers, copywriters, brand managers and product managers, I’ve learned about the unique differences between creative disciplines. That’s why, I think, we are capable of delivering the perfect-fit candidates for our clients.