As a current remote job seeker, I'd love to see more explicitly remote (or open to remote) positions on the job board. Telepresence is becoming more and more prevalent, so it'd be great to separate those remote jobs out so folks like me can easily find them.
How can we make this happen?
P.S. To anyone looking to hire a full-time, remote UI Engineer or Product Designer, contact me kevin at kevinsuttle dot com. I'm currently looking for new role. Thanks in advance.
Are you passionate about people and building unique, kick-ass user experiences? Myplanet is looking for a creative thinker who can handle their own conducting research, innovating on our UX process, sketching wireframes, helping teams develop great products and carries post-its and a sharpie wherever they go. It’s a tall order, but if you are up the challenge, then we’re looking for you.
There seems to be a lot of hiring for UX professionals, now, in the New York City area.
I was looking for an opprtunity much closer to home and this company was accomodating, since I do work full-time. But I was shocked, even though, in the past I had suspected that a few of the companies I had interviewed with had never hired a UX professional before. That was never really my concern, but this company, did not know very much about user experience.
I have recently been getting more employment traction than I have ever had before. I was wondering if you are experiencing the same? I am currently in the NYC area.
Is there any implications for this increase in hiring? I was just contacted by a recruiter for several mid-west opportunities at the same agency, willing to do a fly-in-fly-out contracting arragement. I am actively interviewing locally, but I do want to explore all avenues.
Let's flip this question: what sort of questions would you ask of a company where you are interviewing as a Sr. UX or Director? I would want to know about resource allocation methods, whether a Strategy department exists, whether there is a hierarchy amongst departments, and what the UX role is in a typical project life-cycle.
It seems harder to ask about intangbles, like team-building and work-life balance.
I see the topic "design exercises and/or portfolio review during interview" (http://www.ixda.org/node/29463) has gained 45 comments this week. Since both hiring and how we are hired holds value to all of us, I think it would be nice to discuss what are the deal makers and the deal brakers for hiring, as well as what methods of etiquette are optimal for adding new participants to the team whether it be on a junior, similar, or managerial level.