In short: Put yourself out there.įinding the best designer for a role is also about looking for a designer that can bring diversity of thought. Ask people if they want to work with you.

So wherever you are, I recommend that you participate in your local design community. But more through our connections with diverse design communities worldwide - because that’s where the talented people usually gather. And I don’t mean at events with lukewarm beer and stick-on name tags (although those can be fun, too). There is no one place!Ī lot of the time we find designers the old-fashioned way: through networking. So if you’re worried that you’re not in that one special place where we find everyone, don’t be. I check everything from Instagram to LinkedIn to App Index, HTTP Hipster, New graphic, Eye on Design, and Kill Screen to the resumes sent to us from applicants worldwide. Our radar is wide-ranging, and we’re constantly on the lookout for talent anywhere we can find it. One question I’m asked all the time is how to get on the talent acquisition team’s radar. Whether you’re a designer who wants to work at Spotify, or you’re a design manager looking to refresh your hiring processes, I hope you find this peek behind the curtain interesting and useful. I’ll answer the popular questions above and tell you a bit more about how we do things when we’re looking to fill open roles. So what you’ll find below is our guide to the hiring process at Spotify Design. But we think it’s in everyone’s best interest to answer them as honestly as we can. We could keep the answers to these questions a secret. What’s Spotify Design looking for right now? What should I expect from the interview process? What skills do I need to work at Spotify? And there are a few questions we’ve been asked over and over: We’re responsible for bringing high-quality humans to Spotify Design across our offices worldwide.ĭuring my time here, we’ve talked to a lot of designers who are curious about working for Spotify.

I’m part of Spotify’s talent acquisition team.

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