Egor Krasnoperov · June 27, 2025 · 13 min read
What are design interviews, really?
Design interviews are essentially a multi-stage process where different people evaluate different aspects of your skillset. This includes both technical expertise and how you collaborate with others. Each stage has its own evaluators, from junior designers to C-suite executives, all working together to understand whether you're the right fit for their team.
But here's the important perspective shift: you're interviewing them too. This mutual evaluation is crucial. I've completed entire interview processes, received offers, and ultimately decided to pursue other opportunities because the company culture didn't align with my values or their product vision didn't resonate with my goals. That's not being selective. That's being strategic about your career.
Important disclaimer
Every company approaches this differently. Some have 3 stages, others have 8. This guide isn't a universal template. It's a roadmap to help you understand what each type of interview is actually evaluating. The corporate cases cited in the article are based on open sources.
Pro tip that will transform your experience
After you pass the first round, always ask HR what's coming next. What's the format? Who will be in the room? What should you bring? How long will it take? This isn't being demanding; it's being professional and prepared. When I was hiring, I'd send candidates a detailed breakdown of what to expect because I wanted them to succeed and feel confident walking into each conversation.
But here's the important perspective shift: you're interviewing them too. This mutual evaluation is crucial. I've completed entire interview processes, received offers, and ultimately decided to pursue other opportunities because the company culture didn't align with my values or their product vision didn't resonate with my goals. That's not being selective. That's being strategic about your career.
Important disclaimer
Every company approaches this differently. Some have 3 stages, others have 8. This guide isn't a universal template. It's a roadmap to help you understand what each type of interview is actually evaluating. The corporate cases cited in the article are based on open sources.
Pro tip that will transform your experience
After you pass the first round, always ask HR what's coming next. What's the format? Who will be in the room? What should you bring? How long will it take? This isn't being demanding; it's being professional and prepared. When I was hiring, I'd send candidates a detailed breakdown of what to expect because I wanted them to succeed and feel confident walking into each conversation.
Let's be honest: interviews can feel overwhelming. They're even more challenging when you're going in blind, not knowing what to expect or how to prepare. But here's what I've learned after years of hiring (and being hired). Once you understand how different companies structure their design interview processes, you can transform what feels like a stressful experience into an opportunity for growth and self-discovery.
Interviews are incredible opportunities to showcase your strengths, learn about potential growth areas, and discover what truly motivates you as a designer. Each conversation is a chance to reflect on your work, articulate your impact, and connect with fellow designers who share your passion for creating meaningful experiences.
Interviews are incredible opportunities to showcase your strengths, learn about potential growth areas, and discover what truly motivates you as a designer. Each conversation is a chance to reflect on your work, articulate your impact, and connect with fellow designers who share your passion for creating meaningful experiences.
Introduction: Reframing the interview experience
What Are the Interview Stages for UX/UI & Product Designers? Complete Guide 2025
Stage -1: Resume/CV and cover Letter
What it is
Your application materials. These create the first impression that determines whether you get a human to actually review your work.
Who’s evaluating
Applicant Tracking Systems (ATS) and HR/Recruiters.
The real purpose
Separate the "strong maybes" from the "not quite right" before anyone invests time in a call.
What they’re actually looking for:
Real examples:
Your preparation:
✅ Lead with metrics and concrete outcomes
✅ Write like you genuinely want this specific role, not just any design position
Personal insight: I’ve reviewed thousands of cover letters. The ones that caught my attention weren’t necessarily the most polished. They were the most authentic. Someone who clearly researched our product and explained why our mission resonated with them? That moved them to the top of the pile.
Your application materials. These create the first impression that determines whether you get a human to actually review your work.
Who’s evaluating
Applicant Tracking Systems (ATS) and HR/Recruiters.
The real purpose
Separate the "strong maybes" from the "not quite right" before anyone invests time in a call.
What they’re actually looking for:
- Impact over responsibilities: "Increased conversion by 23%" demonstrates value better than "Responsible for user research".
- Research and genuine interest: Show you actually understand the company and role.
- Signal-to-noise ratio: Clean, scannable format that highlights your best work effortlessly.
Real examples:
- Netflix: They want to see your specific contributions to each project, not just team accomplishments.
- Airbnb: Generic cover letters get filtered out; they want to see you understand their mission and values.
Your preparation:
✅ Lead with metrics and concrete outcomes
✅ Write like you genuinely want this specific role, not just any design position
Personal insight: I’ve reviewed thousands of cover letters. The ones that caught my attention weren’t necessarily the most polished. They were the most authentic. Someone who clearly researched our product and explained why our mission resonated with them? That moved them to the top of the pile.
Stage 0: Portfolio review
What it is
The silent evaluation. Someone’s reviewing your portfolio to decide if you’re worth a conversation.
Who’s evaluating
Senior Designer, Design Manager, or Head of Design
The real purpose
"Is this person’s work strong enough to justify our time investment?"
What they’re actually looking for:
Real examples:
Your preparation:
✅ Curate strategically. Showcase your strongest work first.
✅ Make your unique strengths clear within the first 30 seconds of viewing.
Reality check: I typically spent 1−3 minutes maximum on each portfolio. If I couldn’t immediately understand why you’d strengthen our team, I moved on. Direct? Yes. But understanding this helps you optimize for that crucial first impression.
The silent evaluation. Someone’s reviewing your portfolio to decide if you’re worth a conversation.
Who’s evaluating
Senior Designer, Design Manager, or Head of Design
The real purpose
"Is this person’s work strong enough to justify our time investment?"
What they’re actually looking for:
- Relevance: Does your portfolio demonstrate skills we actually need?
- Unique value: What can you bring that others can’t?
- Craft and presentation: Does your work look professional and thoughtfully presented?
Real examples:
- Google: Senior designers conduct initial portfolio reviews. If they’re not impressed, the process ends there.
- Microsoft: Your portfolio quality directly determines whether they’ll reach out for a conversation.
Your preparation:
✅ Curate strategically. Showcase your strongest work first.
✅ Make your unique strengths clear within the first 30 seconds of viewing.
Reality check: I typically spent 1−3 minutes maximum on each portfolio. If I couldn’t immediately understand why you’d strengthen our team, I moved on. Direct? Yes. But understanding this helps you optimize for that crucial first impression.
Stage 1: Screening (HR/Recruiter)
What it is
A focused 15-30 minute conversation to ensure basic alignment.
Who’s evaluating
HR or a Recruiter
The real purpose
Initial compatibility check. Do you seem competent, motivated, and within scope?
What they’re actually looking for:
Real examples:
Your preparation:
✅ Have your elevator pitch polished.
✅ Know your salary range.
✅ Prepare thoughtful questions about the team and company culture.
A focused 15-30 minute conversation to ensure basic alignment.
Who’s evaluating
HR or a Recruiter
The real purpose
Initial compatibility check. Do you seem competent, motivated, and within scope?
What they’re actually looking for:
- Clear communication: Can you articulate your experience confidently?
- Genuine enthusiasm: Do you seem excited about this specific opportunity?
- Practical alignment: Are your salary expectations and availability realistic?
- Culture fit with a company.
Real examples:
- Google: They're thorough about experience requirements. If you don't meet the criteria, it's a respectful no.
- Spotify: They ask about culture fit early because team dynamics are crucial to their success.
Your preparation:
✅ Have your elevator pitch polished.
✅ Know your salary range.
✅ Prepare thoughtful questions about the team and company culture.
Stage 2: Technical/Video Interview with Hiring Manager
What it is
A comprehensive 45−60 minute conversation with your potential manager or lead designer.
Who’s evaluating
Hiring Manager (Lead Designer/Head of Design)
The real purpose
Deep exploration of your technical skills and design thinking approach.
What they’re actually looking for:
Real examples:
Your preparation:
✅ Choose 2−3 case studies you know thoroughly.
✅ Practice explaining them using the STAR method (Situation, Task, Action, Result).
A comprehensive 45−60 minute conversation with your potential manager or lead designer.
Who’s evaluating
Hiring Manager (Lead Designer/Head of Design)
The real purpose
Deep exploration of your technical skills and design thinking approach.
What they’re actually looking for:
- Structured thinking: Can you work through complex problems methodically?
- Design depth: Do you understand research, systems thinking, and product strategy?
- Decision-making: How do you justify design choices and navigate tradeoffs?
Real examples:
- Airbnb: They’ll select one case study and explore every decision you made in detail
- Microsoft: Expect questions about how your work integrates with broader product ecosystems
Your preparation:
✅ Choose 2−3 case studies you know thoroughly.
✅ Practice explaining them using the STAR method (Situation, Task, Action, Result).
Stage 3: Portfolio Presentation
What it is
What it is: The showcase. Presenting your work to the people you'd actually collaborate with. Usually 45-60 minutes + Q&A.
Who’s evaluating
Design team, Hiring Manager (Design Lead or Head of Design), Product Managers.
The real purpose
Can you tell a compelling story about your work and thoughtfully defend your decisions?
What they’re actually looking for:
Real examples:
Your preparation:
✅ Build a focused 20-30 minute presentation.
✅ Practice the timing. Use the STAR method.
✅ Anticipate challenging questions and prepare thoughtful responses.
Personal note: This sometimes combines with the technical interview.
What it is: The showcase. Presenting your work to the people you'd actually collaborate with. Usually 45-60 minutes + Q&A.
Who’s evaluating
Design team, Hiring Manager (Design Lead or Head of Design), Product Managers.
The real purpose
Can you tell a compelling story about your work and thoughtfully defend your decisions?
What they’re actually looking for:
- Storytelling: Clear narrative from problem identification to solution impact
- Results focus: Measurable outcomes, not just beautiful interfaces
- Presentation skills: Can you engage an audience and handle questions with grace?
Real examples:
- Meta: They want to see business impact and how your solutions scaled effectively.
- Uber: Strong emphasis on cross-functional collaboration and stakeholder management.
Your preparation:
✅ Build a focused 20-30 minute presentation.
✅ Practice the timing. Use the STAR method.
✅ Anticipate challenging questions and prepare thoughtful responses.
Personal note: This sometimes combines with the technical interview.
Stage 4.1: Design Exercise
What it is
A design challenge you work on independently, typically 2−8 hours (sometimes up to 24).
Who’s evaluating
Design team, Hiring Manager (Design Lead or Head of Design), Product Managers.
The real purpose
How do you approach problems when working autonomously?
What they’re actually looking for:
Real examples:
Your preparation:
✅ Break problems down systematically.
✅ Document your process thoroughly.
✅ Be ready to explain every decision you made.
A design challenge you work on independently, typically 2−8 hours (sometimes up to 24).
Who’s evaluating
Design team, Hiring Manager (Design Lead or Head of Design), Product Managers.
The real purpose
How do you approach problems when working autonomously?
What they’re actually looking for:
- Process documentation: How do you think through problems step-by-step?
- Research approach: Do you validate assumptions or work from gut instinct?
- Design rationale: Can you explain the reasoning behind specific choices?
- Communication: How effectively do you present your thinking?
Real examples:
- Amazon: Known for assignments with specific success metrics you need to achieve.
- Shopify: They want to see deep user empathy and comprehensive scenario thinking.
Your preparation:
✅ Break problems down systematically.
✅ Document your process thoroughly.
✅ Be ready to explain every decision you made.
Stage 4.2: Whiteboard Interview
What it is
Live problem-solving on a whiteboard (physical or digital) | 45−60 minutes + Q&A
Who’s evaluating
Hiring Manager (Design Lead or Head of Design), Product Manager, HR.
The real purpose
How do you think through problems in real-time, especially with time constraints?
What they’re actually looking for:
Real examples:
Your preparation:
✅ Practice sketching user flows efficiently.
✅ Get comfortable thinking out loud.
✅ Work through scenarios with artificial constraints.
Personal note: Usually companies have one option or another. Either a Design Exercise or a Whiteboard Interview. But there are also companies that don’t have this stage at all.
Live problem-solving on a whiteboard (physical or digital) | 45−60 minutes + Q&A
Who’s evaluating
Hiring Manager (Design Lead or Head of Design), Product Manager, HR.
The real purpose
How do you think through problems in real-time, especially with time constraints?
What they’re actually looking for:
- Problem clarification: Do you ask the right questions upfront?
- Systems thinking: Can you map out user flows and information architecture effectively?
- Communication: How well do you articulate your thinking as you work?
- Adaptability: How do you incorporate feedback and work within constraints?
Real examples:
- Microsoft: They use this to evaluate systems thinking and technical communication skills.
- Google: Focus on your ability to simplify complex problems quickly and clearly.
Your preparation:
✅ Practice sketching user flows efficiently.
✅ Get comfortable thinking out loud.
✅ Work through scenarios with artificial constraints.
Personal note: Usually companies have one option or another. Either a Design Exercise or a Whiteboard Interview. But there are also companies that don’t have this stage at all.
Stage 5: Cultural Fit & Team Interviews
What it is
A series of conversations with your potential teammates. This includes designers, PMs, engineers, and other collaborators. | 45−60 minutes
Who’s evaluating
Cross-functional team members.
The real purpose
"Would we genuinely enjoy working with this person every day?"
What they’re actually looking for:
Real examples:
Your preparation:
✅ Prepare specific stories about challenging team situations, how you've given and received difficult feedback, and times you've had to influence without formal authority.
✅ Use the STAR method.
A series of conversations with your potential teammates. This includes designers, PMs, engineers, and other collaborators. | 45−60 minutes
Who’s evaluating
Cross-functional team members.
The real purpose
"Would we genuinely enjoy working with this person every day?"
What they’re actually looking for:
- Emotional intelligence: Do you understand and respect other people's roles and perspectives?
- Conflict resolution: How do you handle disagreement and feedback constructively?
- Collaboration style: Can you share credit and work toward collective goals?
- Stakeholder management: How do you communicate with and influence non-designers?
Real examples:
- Airbnb: They specifically evaluate culture-add (not just culture fit) to strengthen team diversity.
- Asana: Every candidate goes through team interviews because collaborative dynamics are essential.
Your preparation:
✅ Prepare specific stories about challenging team situations, how you've given and received difficult feedback, and times you've had to influence without formal authority.
✅ Use the STAR method.
Stage 6: Final Interview and Offer
What it is
The concluding conversation with senior leadership (VP of Design, CPO, sometimes CEO) | 45−60 minutes.
Who’s evaluating
C-suite executives.
The real purpose
"Do we want to invest in this person’s growth and potential?"
What they’re actually looking for:
Real examples:
Your preparation:
✅ Research the company’s strategic priorities.
✅Be ready to discuss how your skills align with their roadmap.
✅ Know your market value and be prepared to negotiate professionally.
The concluding conversation with senior leadership (VP of Design, CPO, sometimes CEO) | 45−60 minutes.
Who’s evaluating
C-suite executives.
The real purpose
"Do we want to invest in this person’s growth and potential?"
What they’re actually looking for:
- Strategic thinking: How do you see design’s role in business success?
- Growth mindset: Where do you want to develop over the next 2−3 years?
- Culture contribution: How will you make the team and company stronger?
- Professional maturity: How do you handle compensation discussions?
Real examples:
- Spotify: Senior leadership wants to understand your vision for design’s impact on the business.
- Figma: Founders often participate in final conversations for senior roles.
Your preparation:
✅ Research the company’s strategic priorities.
✅Be ready to discuss how your skills align with their roadmap.
✅ Know your market value and be prepared to negotiate professionally.
Stage 6: Final Interview and Offer
What it is
The concluding conversation with senior leadership (VP of Design, CPO, sometimes CEO) | 45−60 minutes.
Who’s evaluating
C-suite executives.
The real purpose
"Do we want to invest in this person’s growth and potential?"
What they’re actually looking for:
Real examples:
Your preparation:
✅ Research the company’s strategic priorities.
✅Be ready to discuss how your skills align with their roadmap.
✅ Know your market value and be prepared to negotiate professionally.
The concluding conversation with senior leadership (VP of Design, CPO, sometimes CEO) | 45−60 minutes.
Who’s evaluating
C-suite executives.
The real purpose
"Do we want to invest in this person’s growth and potential?"
What they’re actually looking for:
- Strategic thinking: How do you see design’s role in business success?
- Growth mindset: Where do you want to develop over the next 2−3 years?
- Culture contribution: How will you make the team and company stronger?
- Professional maturity: How do you handle compensation discussions?
Real examples:
- Spotify: Senior leadership wants to understand your vision for design’s impact on the business.
- Figma: Founders often participate in final conversations for senior roles.
Your preparation:
✅ Research the company’s strategic priorities.
✅Be ready to discuss how your skills align with their roadmap.
✅ Know your market value and be prepared to negotiate professionally.
Summary. How to Actually Prepare: A Strategic Approach
Map out each company’s process: Every company has unique approaches. Ask HR for the complete interview timeline upfront.
Practice with intention: Use tools like Mockin for realistic mock interviews, and also practice with designer friends who can give you honest, constructive feedback.
Document your learnings: After each interview (regardless of outcome), write down what went well and what you’d improve. Pattern recognition will serve you well.
Invest in communication skills: Technical skills open doors, but communication and emotional intelligence help you build lasting relationships and advance your career.
Here’s the perspective that changes everything: Interviewing is a learnable skill that improves with practice. The more conversations you have, the more comfortable you become discussing your work, explaining your decisions, and asking insightful questions.
Don’t approach job searching like a sprint where you need to accept the first offer. Treat it like a thoughtful process where you’re building skills, expanding your network, and finding the right opportunity for this stage of your career.
Remember: Each interview is a chance to learn something new about yourself, your work, and what you want from your next role. Even if a particular opportunity doesn’t work out, you’re building valuable experience and connections that will serve you throughout your career.
The design industry needs more thoughtful, well-prepared professionals. You have valuable skills and perspectives to offer. Approach each interview as an opportunity to share your unique value while learning about exciting new possibilities.
The design industry needs more thoughtful, well-prepared professionals. You have valuable skills and perspectives to offer. Approach each interview as an opportunity to share your unique value while learning about exciting new possibilities.
You’ve got this.
Practice with intention: Use tools like Mockin for realistic mock interviews, and also practice with designer friends who can give you honest, constructive feedback.
Document your learnings: After each interview (regardless of outcome), write down what went well and what you’d improve. Pattern recognition will serve you well.
Invest in communication skills: Technical skills open doors, but communication and emotional intelligence help you build lasting relationships and advance your career.
Here’s the perspective that changes everything: Interviewing is a learnable skill that improves with practice. The more conversations you have, the more comfortable you become discussing your work, explaining your decisions, and asking insightful questions.
Don’t approach job searching like a sprint where you need to accept the first offer. Treat it like a thoughtful process where you’re building skills, expanding your network, and finding the right opportunity for this stage of your career.
Remember: Each interview is a chance to learn something new about yourself, your work, and what you want from your next role. Even if a particular opportunity doesn’t work out, you’re building valuable experience and connections that will serve you throughout your career.
The design industry needs more thoughtful, well-prepared professionals. You have valuable skills and perspectives to offer. Approach each interview as an opportunity to share your unique value while learning about exciting new possibilities.
The design industry needs more thoughtful, well-prepared professionals. You have valuable skills and perspectives to offer. Approach each interview as an opportunity to share your unique value while learning about exciting new possibilities.
You’ve got this.
Don’t just dream — prepare!
Use Mockin today, succeed tomorrow
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