How to find a UI Designer in Amsterdam in 4 steps

Recruitment is a complicated human endeavor. And we love humans. That’s why we are committed to considerably simplifying all the standard and redundant duties that come with candidate searches, freeing up your time and attention to meet with interested, qualified humans.

In this blog we will help you define your UI Designer role, and display how to find amazing candidates in 4 simple steps using welovehumans. Ideally in less than 5 minutes!

Step 1: Describe your ideal UI Designer

Log into highfive and select “new search.” Before you start your search for a UI Designer, determine what you expect from the role. First, decide the necessary skills, experiences, and qualifications needed for someone to thrive in this position. Next, contemplate the duties they'll have as a UI Designer, such as producing intuitive interfaces, creating user personas, overseeing usability testing, and uniting with UX designers. Consider the team they'll be joining and whether complementary skills are necessary. With the cross-functional order of most design positions, decide whether they have experience working with different teams and how well they can convey design options to various stakeholders. By communicating these choices, you will create a targeted candidate summary and set the standard for evaluating candidates. We recommend the following:

1. A Bachelor’s degree in Graphic Design, Interaction Design, Human-Computer Interaction, or a similar area.
2. Experience with design tools like Sketch, Figma, Adobe XD, or comparable.
3. Knowledge of responsive design and UI frameworks.
4. Good communication and teamwork skills.
5. A record of designing user-friendly interfaces and enhancing user engagement.

Read some important perceptions people tend to forget when describing the ideal candidate here:

“How to accurately describe your candidate”

Otherwise: hit "next".

Step 2 - Find matches

You’re in good hands, welovehumans creates a brief of the ideal candidate for your convenience. If it all looks good, hit “find matches."

Step 3: Evaluate Matches

When assessing applicants for a UI Designer position, it's important to go beyond basic skills and concentrate on interpreting the real-world impact of their prior roles.

Here are the key aspects to consider:

Analyze Professional Experience

• Comprehensive Role and Industry Analysis: Look at the extent and complexity of previous roles in UI design. Look for advancement in responsibilities, such as going from junior to senior designer positions, and industry-specific experience in roles like e-commerce, tech, or mobile applications. Also, determine their ability to manage multiple design projects and platforms.
• Impact and Achievements: Evaluate measurable accomplishments such as enhancements in user engagement, elevated conversion rates, or thriving design projects. Knowing the expectations of prior employers can also give insight into their capacity to manage projects in similar environments.
• Longevity and Stability: Look at how long they were at each organization to judge job stability and commitment. Repeated short stints may require an explanation.

Deep Dive into Skills Assessment

• Technical Skills and Certifications: Confirm specific skills and certifications used for UI design. Look for experience with design tools like Sketch, Figma, or Adobe XD, knowledge of prototyping tools, and skills in responsive design. It is important to know their ability to generate high-fidelity mockups and interactive prototypes.
• Soft Skills and Interpersonal Abilities: Look at their communication skills and teamwork, especially through descriptions of combined projects. Evaluate their capacity to work on cross-functional teams and adequately communicate design options to non-technical stakeholders.
• Adaptability and Learning Curve: Evaluate their ability to learn and adjust to fresh design fads and technologies, such as upgrades in UI frameworks or modifications in user behavior patterns.

Assess Company Fit and Career Goals

• Cultural Fit and Personal Values: Investigate how well their values match with your company’s goals. This ensures they fit well into your team and contribute favorably to your workplace. For example, if your company appreciates user-centric design and innovation, you should assess their previous projects for alignment with these standards.
• Aspirations and Future Goals: Know their career goals to assure they match with the opportunities for growth at your company. This is especially significant for positions anticipated to develop or grow, such as going from design-focused duties to strategy development or leadership positions.

Common Mistakes to Avoid:

• Disregarding previous jobs that may give insights into the candidate’s foundational skills and work ethic.
• Not looking into the reason for their job changes, such as industry downturns or company closures, which may clarify shorter tenures.
• Not seeing the significance of continued education and professional advancement in fast growing fields.
• Assuming experience in one field turns into another without proof, especially in complicated technical roles or multidisciplinary positions.
• Concentrating too much on the number of connections instead of the quality or significance to the current position.
• Ignoring non-industry-specific connections that may give unique views or qualifications helpful to the position.
• Misaligning their expectations with the realities of the position or possibility for advancement within the company.
• Minimizing the significance of a candidate’s life goals, which can affect their satisfaction and longevity in the position.

By using these steps, you can fully know each candidate’s potential and make informed choices that match with your company’s values. A precise assessment not only ensures finding the right fit, but also mirrors our main opinion at welovehumans—that every recruiting method should be fulfilled with respect, precision, and care.

Read some significant insights people seem to ignore when evaluating candidate matches:

In-Depth Guide to Evaluating a Candidate Match

Step 4 - Reach out to candidates

With your shortlist in hand, 1-click outreach is the next and last step in the process. Save time and money creating outreach messages; welovehumans volunteers personal communications to each candidate ensuring the best chance of employment. Reach out with 1-click to those you find interesting.

Here are some often ignored insights and nice-to-know tips for efficient candidate outreach especially for a UI Designer position:

• Update Your LinkedIn Profile: Make sure your profile is done and professional, containing a good photo, a clear headline, and an in depth work history. This builds sincerity and trust with applicants.
• Personalize Your Messages: Call UI Designer candidates by name and specify individual accomplishments or projects they’ve done, such as triumphant design projects or substantial advancements in user engagement. This shows authentic interest and assists in building unity by acknowledging their experience and contributions.
• Highlight Role Benefits: Highlight the specific challenges and opportunities that go along with the UI Designer position. Talk about the opportunity for career advancement, participation in pivotal decision-making, and the impact their work will have on the company’s success. Discuss any creative projects or advanced tools they will be using.
• Include a Call to Action: Give a simple and clear next step for the candidate, whether it’s responding to your message, scheduling a call, or going over information about the role. An immediate call to action raises the likelihood of engagement.
• Express Gratitude: Thank them for their time and consideration. Showing appreciation for their experience and interest can make a good impression and inspire them to immerse further with your outreach.

Do you want to know more about how to write a converting LinkedIn InMail message?

How to Write a Converting LinkedIn InMail Message - 8 Steps



Say goodbye to the 10% LinkedIn response rate and hello to welovehumans. We improve your candidate transition to qualification and screening calls by increasing outreach, encouraging relationships, and boosting excitement. Be sure candidate communication gets eyeballs, not eye rolls.