Build your future with us.

Ability to deconstruct and solve complex problems is critical. The response to a problem-solving question provides insights into not just a person's technical strengths, but also how they learn and grow through such situations.

I usually pose a problem question or scenario and ask for a breakdown of how a candidate would go about addressing the problem. The idea is to get their thought process and ability to take the puzzle apart.

A (CSL) candidate should have the proven ability to be adept at context switching between internal teams and clients, projects, accounts, sales, and project leadership. I look for candidates passionate about positively contributing to the growth of the people they work with and aren't afraid of challenges.

I look for candidates who can demonstrate their understanding of the importance in building trusted relationships and partnerships with not only a client, but also their own team.

When architecting a solution, I want to understand what the candidate considers as important, giving me a feel on their experience, maturity, slant, emphasis, etc. I then use that response to learn why they think something is more or less important and see how they respond.

The best interviews are always with those who show a true willingness and desire to learn new things and dig deeper than the surface. I’m always able to see this with people who have a clear passion for design and can articulate their design processes and preferences. We are consultants, so effective communication is really important. People who are great communicators really have a leg up in the interview process.

Be confident about your UX knowledge and skills, and be personable and positive to show how you would work with teammates and clients. Be honest if you don't know an answer, but show willingness to learn new concepts and trends.

To determine whether the candidate and Levvel are a good ‘fit’ for each other, I try to make the interview more of a directed conversation. I encourage them to speak candidly and thoroughly, especially with disagreement and mentoring questions. I want to hear the candidate acknowledge that disagreements happen and that they have a mature way of handling it. I also want to hear that the candidate enjoys helping others.

What stands out the most to me is when a candidate is able to relate their prior project or work experience to questions asked during the interview process. In order to meet the needs of our clients, it’s important to truly understand why a particular technology is used and what problem it solves. By having the confidence to relate technical concepts to real-world applications, I believe it naturally opens the door to deeper understanding and our core value of Collaborative Growth.

I look for candidates to have a sense of presence by demonstrating their self confidence, professionalism, and communication skills. This allows me to determine how the individual will interact with our clients and with our team. I listen for how quickly candidates can think on their feet when responding to questions and how they deliver their responses. Are their responses clear, concise, and to the point containing valid information? This allows me to determine if the candidate is able to articulate their knowledge effectively.

The ability to think broader than a tactical question or goal is important, as is maintaining a view at 30k feet while still understanding the implications at 5k feet. Being able to guide and grow a conversation—allowing it to meander when needed and not getting too focused, but also directing it to the right questions, right problems, and right concerns. I also look for the ability to see the root question and problem through the mess.

A good consultant can adapt to whatever environment the client is operating in, so showing you have flexibility in terms of role, industry and/or company is something I've seen in successful candidates.

While asking difficult technical questions, I am not looking for a technical answer, I am observing the behavior of the candidate and how they navigate through a delicate or uncomfortable situation. When asking questions, I am looking for logical-reasoning of the candidate and not the knowledge of the subject. My philosophy: if you don’t know something, you can always learn it. As for logic, you either have it or you don’t.

I look for people who are creative and don’t easily accept dead ends. There isn’t a one-size-fits-all approach to every research project, and success usually depends on using several different methodologies that change from project to project. I think a good research analyst is someone who starts out assuming they know nothing and has the ingenuity and humility to find the answers.

I’m always impressed by people with a curiosity of how the broader marketing organization works and the ambition to solve problems beyond the scope of their role. People with a team-first mentality and the hunger to grow always stand out.

I focus less on "have you done the actual thing" and more on the core competencies that make that role successful. I'm less concerned about your current state of knowledge and more concerned about your ability, desire, and self motivation to learn.

Intellectual curiosity. At first glance, T&L may not seem like the most glamorous industry—but it's really interesting, and when you spend even a small amount of time thinking about it, there are endless intersections with our everyday lives.