These 10 questions are related to the article Junior, mid or senior UX/UI designer: how the correct classification creates a successful team and serve as an addition and a useful tool when deciding to expand the team.

They provide understanding and clear awareness of what each status entails, what responsibilities are realistically expected, and how important it is to invest in knowledge and experience.

Questions

1. Why is knowledge undervalued when we need to invest in it, and what can we do to prevent this from happening?
2. How can I better define the status of “junior,” “mid,” and “senior” within my company to prevent false expectations in hiring?
3. What are the consequences of hiring a candidate with the wrong status for a specific role (e.g. a junior in a senior or mid-level position)?
4. How can I profit in the long term in my company by making appropriate investments in the knowledge and experience of the UX/UI team?
5. Why is it important to distinguish between status and role when planning team composition?
6. How do poor team dynamics affect the efficiency of processes and the achievement of project goals?
7. What can a designer do to show their actual status (junior, mid, senior) and prevent misinterpretations?
8. What are the key indicators that a candidate is ready to move from junior to mid or from mid to senior status?
9. Why is long-term company growth directly related to making the right hiring decisions based on knowledge and experience?
10. How can I establish a fair balance between the expected level of knowledge and the salary offered in my company to attract and retain the right candidates?

Read the first part of this article: Junior, mid or senior UX/UI designer: how the correct classification forms a successful team