Find designers by
what they can do
Stop guessing from portfolios alone. Browse designer profiles built from scenario-based competency assessments, run hiring campaigns with tailored modules, and manage candidates through your org dashboard.
Why competency signals matter
Portfolios show what designers have shipped. Competency signals show how they think.
Without competency signals
- —Portfolio quality varies — polished visuals don't reveal decision-making depth
- —Self-reported seniority is unreliable across companies and cultures
- —Interview performance doesn't always predict on-the-job capability
- —Screening takes hours per candidate with no structured comparison
With UX Rank signals
- See assessed competency across 8 design pillars — not just visual output
- Filter by verified strengths, work-fit tags, and capability levels
- Compare candidates on structured signals before investing in interviews
- Access contact info, portfolio links, and availability directly
Every profile gives you
Assessment-derived signals alongside contact info and self-reported context — always clearly separated and labeled.
Assessment-Derived (Verified)
Capability Level
A competency band from Emerging to Principal, derived from scenario-based responses across 8 pillars.
Strength Chips
Pillars where the designer exceeds the strength threshold. You can filter by these directly.
Work-Fit Tags
Startup-leaning, Scale-up, or Enterprise-heavy — derived from assessment patterns, not self-reported.
Earned Badges
Criteria-based badges across Competency, Context, and Experience categories. Earned through assessment performance.
Profile Info + Contact
Direct Contact
Reach out directly
Phone
Direct phone number
Portfolio
Up to 5 links
Location & Availability
Location
Timezone
Languages
Availability
Background Context
Self-reported — clearly labeled, no scoring impact.
Understanding capability levels
Levels are capability bands, not job titles. They reflect how a designer approaches problems across 8 competency pillars.
Emerging
Developing foundational skills. Follows established patterns and processes with guidance.
Independent
Works autonomously on well-scoped problems. Applies design thinking consistently across pillars.
Senior
Navigates ambiguity and trade-offs. Demonstrates depth across multiple pillars with evidence-based reasoning.
Lead
Shapes team direction and design strategy. Balances user needs, business goals, and technical constraints at scale.
Principal
Drives organizational design maturity. Demonstrates mastery across pillars with systems-level thinking and influence.
Levels are one signal among many. They complement — not replace — portfolio reviews, interviews, and references.
How discovery works
No account required. Filter, scan, and reach out — then evaluate deeper through portfolios and interviews.
Browse Profiles
All public designer profiles are freely browsable. No account, no login, no paywall.
Apply Filters
Filter by competency level, strengths, work-fit, location, timezone, availability, experience, and more.
Review Signals
Each profile clearly separates assessment-derived signals from self-reported context. No guessing.
Reach Out Directly
Contact designers via their email, phone, or portfolio links. No middleman, no messaging system.
Run assessment campaigns for your roles
Go beyond passive discovery. Create branded hiring campaigns with tailored assessment modules, share a link with candidates, and review structured results in your org dashboard.
Create a Campaign
Set up a branded assessment campaign for a specific role. Choose standard or org-specific modules, set candidate limits and expiry dates.
Share the Link
Send candidates a unique campaign link. They sign in, take the tailored assessment, and results flow directly to your dashboard.
Review Results
See each candidate’s competency level, pillar strengths, badges, and decision patterns in a structured comparison view.
Organize in Teams
Group candidates into teams for different roles or departments. Team dashboards give you focused views of the talent you’re evaluating.
Org Dashboard
A dedicated workspace for your organization with campaigns, teams, members, and candidate results — all in one place.
Custom Modules
Use standard assessment modules or assign org-specific modules tailored to your company’s design culture and requirements.
Separate from Public Profile
Campaign results are shared only with your hiring team. They don’t affect the candidate’s public profile or canonical assessment.
How the assessment works
Transparent methodology. No black boxes.
8 Competency Pillars
Strategy, Research, Flows, UI & Accessibility, Systems, Collaboration, Delivery, and Ethics. Each pillar is assessed independently.
Scenario-Based Questions
Real-world design scenarios with 4 options, each mapping to a maturity level (L1–L5). No trivia, no theory questions.
Tailored Modules
Assessment modules are dynamically selected based on the designer's experience level, work environment, and design focus.
Deterministic Scoring
Fixed, versioned rules. Same answers always produce the same results. No AI, no adaptive testing, no randomness.
Anti-Gaming Protections
Anti-spike caps prevent single answers from dominating. Gate logic requires consistent performance across multiple pillars for higher levels.
No Score Exposure
Employers see capability bands and thresholded signals — never raw scores, percentages, or individual question responses.
Designed with guardrails
We're explicit about what this platform can and cannot tell you.
No numeric scores exposed
You see bands and thresholded signals, never raw numbers or percentages.
No score-based sorting
Discovery ordering reflects match density + recency, not skill ranking.
Partial ≠ low performance
Incomplete profiles indicate missing assessment data, not low capability.
Context is not scored
Self-reported metadata (years, role, industry) is contextual only — no scoring impact.
Not a rank or leaderboard
Signals support triage and calibration before deeper evaluation through interviews and portfolio reviews.
Separated signal types
Assessment-derived and self-reported data are always clearly labeled so you know what's verified.
Frequently asked questions
How do I get access?
The discover page requires a password — contact us for credentials. For hiring campaigns and org dashboards, we set up your organization directly. Once onboarded, you can create campaigns, manage teams, and review candidate results.
How reliable are the competency signals?
All signals are derived from scenario-based assessments with deterministic, versioned scoring rules. There's no AI, no adaptive testing, and no randomness. Anti-spike protections and gate logic ensure that levels reflect consistent performance across multiple pillars, not lucky answers.
Can designers game the assessment?
The assessment uses anti-spike caps (preventing single answers from dominating), gate logic (requiring consistent performance across pillars for higher levels), and critical item gating. Scenarios are designed to test real decision-making patterns, not memorizable facts.
What's the difference between assessed and self-reported data?
Assessment-derived signals (level, strengths, badges, work-fit tags) come from the scored assessment and are clearly labeled. Self-reported data (years of experience, industry, location) is provided by the designer and labeled as contextual — it has no impact on scoring.
What do the levels mean?
Levels are capability bands, not job titles. Emerging = developing foundations. Independent = works autonomously. Senior = navigates ambiguity. Lead = shapes team direction. Principal = drives organizational maturity. They reflect design thinking patterns across 8 pillars.
How should I use these signals in hiring?
Use them for initial triage and calibration — not as a hiring decision. Signals help you quickly identify designers whose competency profile matches your needs, then evaluate deeper through portfolio reviews, interviews, and references.
What are hiring campaigns?
Campaigns let you create a branded assessment link for a specific role. Candidates receive the link, take a tailored assessment (with standard or org-specific modules), and their results appear in your org dashboard. Campaign results are private to your team and don’t affect the candidate’s public profile.
What’s included in the org dashboard?
Your org dashboard includes campaign management (create, edit, close campaigns), candidate results with structured competency signals, team views for organizing candidates by role or department, and member management with role-based access (Admin, Manager, Viewer).
Do I need to create an account?
For browsing the discover page, no — you just need the access password. For campaigns and org dashboards, we onboard your organization and add your team members with appropriate roles.
How do I contact a designer?
Every public profile includes the designer's contact email, phone number (if provided), and up to 5 portfolio/social links. Reach out directly — there's no messaging system or middleman.