When it comes to hiring, most people start with a checklist—skills, qualifications, years of experience, references. But I’ve always believed that looking for people to join a team should be more than just ticking boxes. Finding the right UX designer for our team is about aligning personality, adaptability, and vision. It is not simply about filling a role.
The Balance of Skills and Mindset
St. Croix just might be the literal definition of remote work, depending on who you ask. not a tech hot spot, yet. We’re on a rock in the ocean. Life moves at a different pace here. Problem-solving often means being resourceful, rather than relying on convenience. Hiring for this setting requires a completely different lens. The traditional hiring filters don’t apply here. In UX, empathy, user understanding, and problem-solving abilities are crucial. They are as important as proficiency in design tools or development skills.
What’s critical is the mindset. It’s about how a person tackles adversity and complexity. It involves handling limitations (and there are plenty on an island). They find creative solutions when Amazon same-day shipping isn’t an available choice. I’m looking for those who see constraints not as barriers, but as challenges that spur innovation.
The Realities of Island Life and Work
Living and working on St. Croix isn’t for everyone. That’s a reality I have to consider when hiring. The island’s natural beauty and relaxed lifestyle can be a perfect fit for some, but it’s not without its challenges. There are fewer conveniences. There is less access to the “latest and greatest” tools and resources. Sometimes things move at their own pace. Business hours are “loose”. Inconveniences are just a part of everyday life.
So, how does this impact hiring? It means looking beyond a resume and a portfolio. I’m not just looking at someone’s education history; I’m trying to understand their history, experience, character and resilience. I’m looking for those who can thrive in a non-traditional work setting. They should be capable of drawing inspiration from the environment. They should also find joy in the simplicity of island life. They need to be comfortable with ambiguity and confident in their ability to navigate it.
Hiring Strategies: Finding the Right Balance
When hiring, I’m mindful of balancing creative and technical skills with a solid grounding in adaptability and growth. I prefer to work with someone willing to learn. This is better than working with someone who thinks they know it all. I value someone who has less experience over someone with too much of the wrong experience. It can be harder to un-train someone with poor understanding or habits, than to train someone fresh. I’m seeking a rare combination of attributes that make someone a good fit for both the role and the island.
I focus on these strategies:
- Emphasizing Experience Over Credentials: There’s a big difference between remembering something because you read about it. It is another thing to know something because you’ve done it. I’m a big advocate for learning by doing. I prefer candidates who have a portfolio filled with real-world experience, even if it’s unconventional. This is more valuable to me than a long list of degrees and certificates. I want people who have built projects from scratch. They should have adapted to evolving business needs. I value those who found innovative ways to solve problems.
- Assessing Independence and Self-Reliance: On an island, everybody is looking but there’s no desire for hand-holding. The candidate needs to be a self-starter. They should work independently and make decisions confidently. They must solve problems without waiting for permission or direction. In my interviews, I spend time exploring scenarios where they were left to figure things out on their own. How did they manage? What did they learn? I want someone who can hold their ground, articulate their perspective, and still be open-minded enough to change when needed.
- Understanding the Level of Adaptability: Every hiring manager talks about adaptability, but on St. Croix, it’s more than a buzzword—it’s a survival skill. The person we hire needs to be able to pivot quickly. They must adapt to changing circumstances including emerging regulatory and technology changes and natural disasters. I look for a history of versatility in their work. I ask probing questions about how they’ve managed significant shifts in their career or personal life.
- Cultural Sensitivity and Collaboration: St. Croix is a melting pot of different cultures. We work cross-functionally with people of diverse backgrounds. The person we hire must navigate this diversity with respect. They should show empathy and a genuine interest in understanding others. I look for cultural sensitivity through behavioral questions and scenarios that reveal how they’ve worked in multicultural environments in the past.
Why This Approach Matters
Why does all this matter? Because hiring here is difficult and turnover is expensive. Hiring the wrong person can disrupt the workflow and throw off the dynamic and productivity of a team.
I’m not looking to just fill a position. I’m looking to find someone who sees things differently. This person should be excited to be part of something unique. They should also be ready to bring a fresh perspective to every project. It’s not just about UX, design, or even problem-solving. It’s about finding that rare individual. They not only love what they do but are also ready to embrace the island experience. They are ready for the UX challenges that come with it – like driving in the left lane, on the left side of the car. Think about it.
At the end of the day, St. Croix isn’t just where they’ll work—it’s where they’ll live. People we bring onto this team need to be prepared to live the life. They must embrace the culture and contribute in ways far beyond what any job description can capture.
This is why I’m selective. And why our team is stronger for it.
