Interview Questions for Hiring a UX Designer
When hiring a UX designer, test their portfolio work, design process, and how they handle feedback and constraints. Ask about specific projects they've owned, tools they use, and how they measure success. Avoid questions about age, appearance, or marital status—these are illegal in Switzerland. Focus on competence, collaboration, and results.
A UX designer shapes how your product or service feels to users. In Switzerland's design-conscious market, hiring the right person means assessing both technical skill and teamwork. These questions help you evaluate candidates fairly and legally.
Structure your interview around three themes: design thinking, real-world projects, and cultural fit. Allow 60–90 minutes. Take notes on specific examples; vague answers are a red flag.
Design Process & Methodology
Strong candidates explain their process step-by-step: research, wireframing, prototyping, testing, and iteration. They name tools (Figma, Adobe XD, Sketch) and describe why they chose them. They show how user feedback shaped decisions.
Weak answers skip the 'why' behind choices, blame constraints rather than solve within them, or claim one method works for every project. Vague references to 'best practice' without examples suggest limited experience.
- Walk me through a recent project from brief to launch. What was your role, and what did success look like?
- Describe a time a user test revealed something you didn't expect. How did you respond?
- Which design tools do you use daily, and why? Have you learned new ones to solve a specific problem?
- How do you balance accessibility (WCAG, colour contrast, readability) with visual design?
- Tell me about a project where constraints—budget, time, or technical—forced you to redesign. How did you adapt?
- Walk me through your design system: how do you document components, and how do you version it?
Portfolio, Collaboration & Problem-Solving
Ask about specific projects in their portfolio. Strong candidates explain the business problem, not just the visual outcome. They credit collaborators and describe how they influenced engineers, product managers, or stakeholders.
Weak answers treat portfolio pieces as art rather than solutions. They claim solo credit, avoid naming constraints, or can't articulate what users learned or what metrics moved. Watch for candidates who can't defend design choices under gentle pushback.
- Pick one project from your portfolio. What would you do differently if you did it again?
- Describe a disagreement with an engineer or product manager. How did you resolve it?
- How do you present design work to non-designers? Give an example where you had to simplify or justify a choice.
- Tell me about a design that didn't ship. Why, and what did you learn?
- How do you stay current with design trends and tools? What blogs, communities, or courses do you follow?
- Describe your experience with user research. Have you run interviews, usability tests, or analytics reviews yourself?
Swiss Context, Remote Work & Role Expectations
Clarify whether the role is in-office, hybrid, or remote, and at what Pensum (typically 80–100%). Ask how candidates manage asynchronous work if your team spans cantons or time zones. Many Swiss companies work in German; assess language comfort if relevant.
Use this section to gauge cultural fit and logistics. Strong answers show candidates have thought about work–life balance and can work independently. Weak answers suggest inflexibility or unrealistic expectations about Swiss employment norms.
- This role is based in [city/canton] at [Pensum]% and [in-office/hybrid/remote]. How does that fit your needs?
- Have you worked in a remote or distributed team? How do you keep design decisions aligned across time zones?
- Describe your ideal working environment. What do you need to do your best work?
- How do you handle feedback and iteration? Can you share an example where you pivoted on direction late in a project?
- What's your experience working in German-speaking or multilingual teams? [Ask only if relevant to role.]
- What attracted you to this role and our company? What do you want to learn or build here?
Frequently asked questions
- Is it legal to ask about relocation or visa status?
- In Switzerland, you may ask whether a candidate has the right to work and reside in the canton. You cannot ask about marital status, family plans, or nationality as a basis for rejection. Confirm legal eligibility with your employment lawyer; rules vary by canton and depend on EU/EFTA status.
- How should I evaluate portfolio work if I'm not a designer?
- Ask 'why' questions: Why this layout? How did you test it? What changed after launch? Strong designers explain their thinking, not just aesthetics. If unsure, involve a senior designer or consultant in the final round to validate fit.
- What's a red flag in a UX designer interview?
- Candidates who can't name their tools, blame past failures on 'bad teams,' can't articulate user problems, or treat portfolio work as art rather than strategy. Also watch for those uncomfortable with feedback or who expect to work in isolation.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.