Introduction: can you take the feedback?

We all know that handling criticism is a skill that requires constant work. Even when we explicitly ask for "honest feedback," are we truly ready to hear it?

Recruitment is no different. Recruiters understand the specific needs of the hiring company; they find candidates with a great fit, guide them on the necessary portfolio tweaks, and then—boom—those suggestions are ignored. In today’s article, we’ll explore why this happens and how to handle it.

Tailoring your profile to the role

It’s natural for UX/UI Designers to showcase their entire range of experience. Since you don’t always know who is looking at your portfolio, the logic is to show everything in the hope that something sticks. There is absolutely nothing wrong with that.

However, imagine a designer with a great profile applying for a Fintech role without having direct financial sector experience. While this doesn't disqualify them, it might put them a step behind "competitors" who do. What’s the move? Give up? Not a chance. The next step is to over-index on your other strengths to bridge that gap.

We call this "Role Alignment." When your interest in a position is genuine, every piece of feedback from a recruiter becomes a booster to help you get hired. Essential Guidance for the Selection Process:

1. Aligning expectations

If a recruiter reaches out to you for "Role X," there is already an initial interest in your profile. You now have an ally willing to walk alongside you toward that job offer. Every tip, critique, or bit of guidance they offer is in your favour. If you resist these points, it suggests a lack of genuine interest. It’s not about who is "right" or "wrong"—it’s about your suitability for this specific seat.

2. Curating your portfolio

Assuming you have a diverse body of work, the best approach is to reorder your case studies by relevance to the vacancy, even if the most relevant projects are older or under NDA. This prevents the hiring manager from getting distracted by unrelated work or massive projects where your specific contribution is hard to measure. Don't let a cluttered portfolio lead to a misunderstanding that costs you the job.

3. Avoiding "under" or "over" qualification

If a role requires an analytical mind, showing only "pretty pixels" won't help. The evaluator needs to see your thinking: how you gather info, balance hypotheses with facts, and build a case. Conversely, if a company is lower on the UX maturity scale, diving too deep into complex methodology might overwhelm them. Make sure the "object of analysis"—what the company actually needs—is the star of the show.

4. Refining your professional narrative

Sometimes, designers give more weight to personal preferences than professional competencies. Initially, an employer is looking for the professional "you." Personal fit comes into play as you advance through the stages. Furthermore, be clear about your definition: if the role is for a UX Designer and you have the skills, remove conflicting titles like "Digital Art Director" that might muddy the waters.

5. Be "rebellious," not arrogant

Your behaviour speaks volumes about your professional stance long before the interview begins. Companies look for behavioural patterns that might signal future risk. Remember, a job is an opportunity for self-valuation. Someone sees value in you and is opting to pay for your time and intelligence. In our sector, this isn't an imposed authority—it’s a mutual agreement where your effort is rewarded.

What are you willing to do to get the job?

You are perfectly entitled to disagree with recruitment processes or question leadership decisions. But remember: for a hire to happen, the company’s need for you must meet your interest in them.

As a good UX Designer, you should go deep. Research the context, understand the expectations, and act to ensure a conversion. A UX designer’s response to constructive criticism should be one of attention and interest. After all, a successful "conversion" is a win for everyone.

Conclusion

When applying for the roles you want, be prepared to be questioned and guided. Even if you don't get the job, there is always a lesson to be learned—after all, hiring managers are the "end users" of your professional presentation. Don't wait for the same critique to happen twice. Act fast, iterate on your approach, and keep moving toward the career growth you deserve.