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.
I am dreaming of the perfect division of ia, ux, and visual design in a team. Should we stick to being generalists, and wear all of those hats at once, or should we allocate resources to each role? I am curious to know how other companies have approached this.
I was wondering what ways other UX team members and managers use to encourage their team to collaborate. We have a big UX group (more than 20 people) including designers, researchers, writers, and implementers and would like to encourage them to collaborate more.
Adobe is looking for top notch Experience Designers, Architects and
Design Leads to work with the Adobe Consulting Team (AC) to design
next-generation, rich client applications for strategic third-party
* Design Lead - New York
* Experience Architects - New York
* Experience Designers - New York
* Sr. Experience Architects - San Francisco
* Experience Designers - San Francisco
* Experience Designers - Italy, Germany, UK, and France
* Technical Architects- France and Switzerland