Excerpt:“Stop applying into the void. You already have a ‘no,’ so why not reach out directly? A single human connection will always beat an algorithm.” This is the advice of Mrinali Kamath, former Product Design Director at Ford.

That was one of the many reality checks shared at UXDX USA 2025, during a candid panel on the future of hiring in design and product. Featuring Mrinali Kamath, Product Design Director at Ford; Ryan Leffel, Head of Design at Priceline; and Kelly Bowker, Head of Design at Honor Technology, the discussion cut straight through the frustrations of modern recruitment: broken applicant tracking systems (ATS), ghosting, endless interview loops, and portfolios that often fail to tell a designer’s real story.

Instead of rehearsed clichés, the panelists offered something fresher. Hard truths, lived experience, and practical ways to break the cycle. As AI and automation reshape hiring, this session became an example for building teams where people, not bots, make the difference.

The Broken State of Hiring

It didn’t take long for the panel to strike a nerve. When asked what frustrates candidates most, the live poll results flashed on screen:

• The Resume Black Hole
• Ghosting
• Endless Interview Loops
• AI Screeners

Candidates feel powerless, sending resumes into systems that reject them in minutes. Sometimes before a human has even looked. Hiring managers feel equally stuck, going through hundreds of applicants, many of whom aren’t legally eligible or relevant for the role.

Kelly Bowker summed it up bluntly: “Hiring is broken both from the candidate experience and the manager side. The way we’re finding candidates isn’t working.”

Portfolios: Beyond Pretty Pictures

One of the liveliest debates came when the conversation turned to portfolios. For some, portfolios are still the ultimate screening tool. For others, they’re overrated.

Mrinali Kamathl, who has hired for Amazon, broke it down into the “three-second, thirty-second, three-minute” test:

• In 3 seconds, does the portfolio grab attention?
• In 30 seconds, can you understand the candidate’s process?
• In 3 minutes, do you see impact, reflection, and growth?

Mrinali Kamath admitted she rarely looks at portfolios at all, except for junior roles. Instead, she focuses on emotional intelligence and communication. “You’re hiring the person, not the portfolio,” she explained.

The real takeaway? A portfolio should be more than a gallery of deliverables. It should tell your story, your thought process, and your impact. Otherwise, you’re just another case study in a sea of sameness.

Breaking the Algorithm

The conversation quickly shifted to AI-driven hiring. ATS systems, resume screeners, and automated filters may save recruiters time. But they don’t work for design.

Mrinali shared her own frustration: “ATS systems are not fit to evaluate design candidates. They’re built to match keywords on a resume, when what really matters is process, problem-solving, and collaboration.”

So what’s the solution? The panelists agreed:

• Yes, tailor your resume. Use AI tools to mirror keywords in the job description if you must.
• But don’t stop there. Reach out directly. Build relationships. Find a referral. Attend industry events.
• And be intentional. Apply only where your values, skills, and goals align.

As Kelly put it, “Technology makes it too easy to shotgun applications. But all that gets you is quick rejection emails and burnout. Stop applying into the void.”

The Soft Skills That Make or Break a Hire

While resumes and portfolios dominate candidate anxiety, the panelists were clear: soft skills decide the hire.

Ryan called it “the one-on-one test”: “Would I want to meet with this person every week? If the answer is no, it’s usually down to soft skills or emotional intelligence.”

Kelly emphasised the importance of conciseness and active listening. Too many candidates ramble or fail to answer the actual question. Practicing with a friend, preparing behavioural responses, and showing awareness of your communication style are what separate great candidates from forgettable ones.

Kellyi shared her “spicy question” for evaluating self-awareness: “Tell me about a peer you loved socially but hated working with.” The answer reveals how candidates perceive conflict, collaboration, and their own blind spots.

In a world where AI can write a flawless resume, emotional intelligence is the differentiator.

Design Challenges: Fair or Flawed?

No hiring conversation is complete without the dreaded design challenge. Opinions varied, but the consensus was clear: stop asking candidates for free work.

Mrinali advocated for either:

• In-session prompts like “Design a home on Mars” that test thinking, not deliverables.
• Paid take-home projects, compensating candidates fairly for their time.
  
  

Kelly added that challenges should measure collaboration, not just output: “Make them cross-functional. See how candidates work with engineering or business partners. It’s about communication, not perfection.”

The message was simple: hiring managers must respect candidates’ time, energy, and expertise.

Beating the Ghosting Epidemic

Few topics drew as many nods as ghosting. The all-too-common experience of hearing nothing after an interview.

Ryan challenged hiring managers directly: “If you’re ghosting candidates, step back. You’re creating a terrible candidate experience. And if this is how a company treats people before they’re hired, do you really want to work there?”

For candidates, the advice was equally clear: advocate for yourself. Follow up. Don’t be afraid to send multiple emails. Respectful persistence is often the only way to cut through.

Building Better Teams Beyond 2025

The future of hiring isn’t about tricking the bots. It’s about redefining what makes a great team. Mrinali argued that junior designers in particular need to rethink how they enter the industry in an AI-dominated era. Her advice:

1. Leverage AI to scale yourself. Use tools for production, but focus your energy on human skills.
2. Double down on knowing customers, real empathy can’t be automated.
3. Learn the business side. Designers who connect dots between users and strategy are indispensable.
   
   

Ryan echoed the point: “The technical skills will come. What I’m looking for is intent, communication, and someone who adds to the culture.”

Kelly reminded candidates that the best opportunities often come through people, not platforms: “You already have a ‘no.’ You might just get a yes. Go talk to someone.”

The Human Future of Hiring

If there was one thread running through the entire session, it was this: hiring is about people, not processes.

Algorithms can filter resumes, portfolios can showcase deliverables, AI can even draft your cover letter. What can’t be automated is the human spark that makes someone a fit for a team. The curiosity, empathy, and resilience that drive collaboration.

The panel ended with an invitation: keep asking hard questions, keep building networks, and keep challenging the status quo of hiring.

Because in the end, breaking the algorithm isn’t about beating the bots. It’s about reminding ourselves that the best teams are built on trust, story, and human connection.