Tech StartupExpert-built kit

Head of Design

Runs weekly design critiques, coaches designers on project planning, and coordinates workflows across product and engineering teams.

Buy this kit · $29.99Preview questions

Interview content for Mid

28
What to ask. Competency and attitude questions, assigned to the right round.
168
What to listen for. Written indicators to credit and discount, per question.
6
What the hire must do. Capabilities with expected proficiency at each level.

Look inside: one question, as it appears in the kit

Pick the level you’re hiring. The sample changes with the level you select.

Round 2 · Hiring Manager Design Review14 competency questions

Design Leadership & Execution

Design Systems & Architecture

Contributes new components and maintains system documentation.

Expected at Mid

Sample competency question

Tell me about a time you introduced a new design component or pattern to an existing workflow.

Ask once, as written, then allow silence. A helpful rephrase may hand the candidate the answer.

Credit

  • Thinks about scalability and reuse
  • Plans for adoption not just creation
  • Partners with engineering on feasibility

Discount

  • Creates components without clear need
  • No plan for team adoption
  • Ignores technical implementation costs

As a growth competency at this level, the focus is on contributing components and documentation under existing system guidelines rather than owning the architecture. Limited deficiency impact is expected, but poor contribution can introduce inconsistencies and technical debt that slow team velocity.

Ryan Mahoney

Why this role is hard · Ryan Mahoney

It is rare to find someone who owns the product vision while staying grounded in what users actually need. Most candidates are great at polishing interfaces but struggle to connect design decisions to business metrics. We need a leader who admits when data proves their gut wrong and pivots without ego. This requires blending strategic planning with deep research skills that rarely show up together in one portfolio. The hard part is spotting the difference between someone who just manages stakeholders and someone who influences outcomes through clear communication.

Everything in the download, in the order you’ll use it

Level guides for Junior, Mid, Senior and Principal.

Before you post

  • 1Ready-to-use job description
  • 3Video screening prompts
  • 8Resume screening criteria

In the room

  • 14Competency interview questions
  • 14Attitude interview questions
  • 1Hands-on work simulations
  • 1Presentation prompts

At the debrief

  • Progression framework
  • Exceeds / Meets / Below anchors for every exercise
  • 3Interview plan with time per round

Core Evaluation

Critical questions for this role

The competency and attitude questions below are where the hiring decision is made. They run in the live interview rounds and are calibrated to the level selected above.

14 Competency Questions

1 of 14

  1. Discipline

    Design Leadership & Execution

  2. Job requirement

    Design Systems & Architecture

    Contributes new components and maintains system documentation.

  3. Expected at Mid

    As a growth competency at this level, the focus is on contributing components and documentation under existing system guidelines rather than owning the architecture. Limited deficiency impact is expected, but poor contribution can introduce inconsistencies and technical debt that slow team velocity.

Interview round: Hiring Manager Design Review

Tell me about a time you introduced a new design component or pattern to an existing workflow.

Positive indicators

  • Thinks about scalability and reuse
  • Plans for adoption not just creation
  • Partners with engineering on feasibility

Negative indicators

  • Creates components without clear need
  • No plan for team adoption
  • Ignores technical implementation costs

14 Attitude Questions

1 of 14

Accountability Mindset

The consistent ownership of decisions, outcomes, and team performance, characterized by transparency in challenges and commitment to delivering on promises without shifting blame.

Interview round: Hiring Manager Design Review

How do you handle it when a design decision you made negatively impacts a business metric?

Positive indicators

  • Looks at data objectively
  • Proposes a fix quickly
  • Shares the lesson learned

Negative indicators

  • Questions the metric validity first
  • Defends the design despite data
  • Blames implementation quality

Supporting Evaluation

How candidates earn the selection conversation

The goal is to reduce effort for everyone by collecting more useful signals before adding more interviews. Lightweight application prompts and structured screens help your team focus interview time on the candidates most likely to succeed.

Stage 1 · Application

Filter at the door

Runs the moment a candidate hits Submit. Disqualifying answers end the application; everything else is captured for review.

Video-Response Questions

1 of 3

Application Screen: Video Response

Walk me through how you would align a new design roadmap with engineering capacity constraints and product revenue targets during a quarterly planning session where scope creep is already threatening delivery timelines. What specific steps do you take to negotiate priorities and secure stakeholder buy-in?

Candidate experience

REC
0:42 / 2:00
1Record
2Review
3Submit

Response time

2 min

Format

Recorded video

Stage 2 · Resume Screening

Read the resume against fixed criteria

Reviewers score every application that clears the door against the same criteria. Stronger reviews advance to live interviews; weaker ones are archived without further screening.

Resume Review Criteria

8 criteria
Leads a feature or product module from problem definition through delivery, with documented outcomes, metrics, or post-launch analysis.
Builds or scales foundational components, tokens, or documentation used across multiple squads or products, establishing usage guidelines.
Partners with engineering to resolve feasibility trade-offs, model latency constraints, or implementation bottlenecks while maintaining UX quality.
Defines success metrics, runs validations or A/B tests, and iterates designs based on quantitative and qualitative data.

Does the cover letter or personal statement convey clear relevance and familiarity with the job?

Does the resume indicate required academic credentials, relevant certifications, or necessary training?

Is the resume complete, well-organized, and free from formatting, spelling, and grammar mistakes?

Does the resume show relevant prior work experience?

Stage 3 · During Interviews

Where the hire is decided

Interview rounds use the competency and attitude questions outlined above, then add tests, work simulations, and presentations that reveal deeper evidence about how the candidate thinks and works.

Presentation Prompt

Present a short deck walking us through a past project where you owned the end-to-end UX for a core feature. Discuss how you balanced user needs with technical constraints (such as latency or engineering capacity), how you influenced sprint planning and acceptance criteria, and how you measured success post-launch.

Format

deck-and-walkthrough · 20 min · ~2 hr prep

Audience

Hiring managers, design peers, and product/engineering partners

What to prepare

  • 3-5 slides outlining the problem context, your strategic approach, key trade-offs, and measurable outcomes.

Deliverables

  • A short deck and verbal walkthrough of your project narrative and decision-making process.

Ground rules

  • Use only work you are permitted to share; anonymize sensitive data if necessary.
  • Focus on your personal contributions, reasoning, and cross-functional negotiations, not just final UI states.

Scoring anchors

Exceeds
Articulates a clear strategic through-line, demonstrates nuanced negotiation of constraints, and provides concrete evidence of how design decisions drove measurable user and business outcomes.
Meets
Walks through a complete project lifecycle, explains key trade-offs, and shows clear ownership of outcomes with reasonable validation methods.
Below
Focuses heavily on visual output without explaining process, ignores technical or business constraints, or cannot articulate how success was measured.

Response time

20 min

Positive indicators

  • Clearly articulates trade-offs between user experience and technical constraints
  • Connects design decisions to measurable sprint outcomes and business goals
  • Demonstrates ownership of the full project lifecycle from discovery to delivery
  • Reflects candidly on what didn't work and how they adapted based on feedback

Negative indicators

  • Presents a polished narrative that obscures their personal contributions
  • Fails to explain how technical constraints influenced design choices
  • Lacks clear success metrics or post-launch validation methods
  • Avoids discussing conflicts or misalignments with engineering or product management

Work Simulation Scenario

Scenario. You are the Product Owner for a core AI workflow module. Engineering has discovered a model latency issue that breaks your intended interaction flow. The Product Manager is pushing to ship for a critical enterprise demo, while Engineering warns that a workaround will degrade the user experience.

Problem to solve. Facilitate a cross-functional decision on how to proceed, balancing user trust, technical feasibility, and business deadlines without compromising the product's long-term UX strategy.

Format

cross-functional-decision · 40 min · ~2 hr prep

Success criteria

  • Maps trade-offs transparently across UX, technical, and business dimensions
  • Drives consensus on a path forward that preserves user trust
  • Establishes measurable success criteria and rollback plans

What to review beforehand

  • Current product roadmap and Q2 OKRs
  • Model latency impact analysis report
  • Competitor benchmarking on AI interaction flows

Ground rules

  • Focus on facilitating the trade-off discussion, not dictating the answer
  • Use structured decision-making frameworks
  • Avoid producing deliverables; focus on alignment and next steps

Roles in scenario

Engineering Lead (skeptical_stakeholder, played by cross_functional)

Motivation. Maintain system stability and avoid technical debt from rushed patches.

Constraints

  • Model inference API has hard 500ms timeout
  • Refactoring backend requires 2 sprints

Tensions to introduce

  • Insist that frontend workarounds are unsustainable
  • Highlight risk of cascading failures under load

In-character guidance

  • Present technical constraints factually
  • Be open to lightweight frontend mitigations if scoped correctly

Do not

  • Do not propose the final architecture
  • Do not dismiss UX concerns outright

Product Manager (cross_functional_partner, played by peer)

Motivation. Secure enterprise renewal by demonstrating feature readiness at the demo.

Constraints

  • Demo date is immovable
  • Sales has promised specific capabilities

Tensions to introduce

  • Push for immediate launch despite latency
  • Question if UX degradation will actually impact retention

In-character guidance

  • Focus on revenue and client commitments
  • Will compromise if presented with clear risk/reward data

Do not

  • Do not override engineering or design authority
  • Do not volunteer sales promises unless asked

Scoring anchors

Exceeds
Orchestrates a highly structured trade-off analysis, aligns all parties on a risk-managed path forward, and establishes clear metrics and contingency triggers that protect both UX and revenue.
Meets
Facilitates a balanced discussion, identifies key trade-offs, and guides the group to a workable compromise with basic success metrics.
Below
Allows the conversation to become adversarial, fails to map constraints to decisions, or leaves the team without a clear, measurable path forward.

Response time

40 min

Positive indicators

  • Structures the discussion around explicit trade-offs and success metrics
  • Translates UX impact into business and technical terms
  • Proposes a decision framework that accounts for short-term and long-term goals
  • Secures explicit agreement on rollback/contingency plans

Negative indicators

  • Fails to surface underlying constraints from either party
  • Defaults to a binary ship or delay choice without exploring middle ground
  • Uses design jargon without connecting to business or technical reality
  • Does not establish how success will be measured post-launch

Progression Framework

This table shows how competencies evolve across experience levels. Each cell shows competency at that level.

Design Leadership & Execution

6 competencies

CompetencyJuniorMidSeniorPrincipal
Design Systems & Architecture

Uses existing design system components and follows governance rules.

Contributes new components and maintains system documentation.

Owns the design system roadmap and ensures cross-platform consistency.

Defines the architectural vision for design infrastructure and scalability enabling consistent experiences across platforms and teams.

Operational Quality & Compliance

Follows quality checklists and compliance guidelines.

Conducts quality audits and ensures accessibility standards.

Defines quality metrics and manages compliance risks.

Sets organizational quality standards and governance frameworks ensuring accessibility, security, and regulatory compliance at scale.

Product Design Delivery

Creates visual designs and prototypes under supervision.

Delivers complete feature designs and manages handoff processes.

Oversees design quality across multiple releases and optimizes workflows.

Defines delivery standards and integrates design into development pipelines ensuring quality and efficiency at organizational scale.

Strategic Design Planning

Assists in documenting design plans and follows established strategic guidelines.

Develops project-specific design strategies and aligns tactics with broader goals.

Owns the design strategy for multiple product lines and ensures business alignment.

Sets the organizational design vision and drives long-term strategic innovation aligned with business objectives and market positioning.

Team & Stakeholder Leadership

Collaborates within the team and communicates status updates.

Leads small projects and manages stakeholder expectations.

Manages design teams and aligns stakeholders across departments.

Builds design culture and influences executive leadership while managing talent architecture and cross-functional partnerships.

User Research & Analysis

Executes predefined research tasks and synthesizes basic findings.

Plans and conducts independent research studies and analyzes complex data.

Defines research strategy and integrates insights across product portfolios.

Establishes organizational research standards and drives insight-led innovation across product portfolios and business units.