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 an exercise in aligning personality, adaptability, and vision, rather than simply 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, where life moves at a different pace and where 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—especially in UX, where empathy, user understanding, and problem-solving abilities matter as much as proficiency in design tools or development skills.
What’s critical is the mindset. It’s about how a person tackles adversity and complexity, how they handle limitations (and there are plenty on an island), and how they find creative solutions when Amazon same-day shipping isn’t an available option. 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 in 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, less access to the “latest and greatest” tools and resources, and sometimes things move at their own pace—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 work history; I’m trying to understand their character and resilience. I’m looking for those who can thrive in a non-traditional work setting, those who can draw inspiration from the environment and 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’d rather work with someone is is willing to learn, rather than someone who thinks they know it all; someone who has less experience than someone who has 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 knowing something because you read about it and knowing something because you’ve done it. I’m a big advocate for learning by doing, and I prefer candidates who have a portfolio filled with real-world experience, even if it’s unconventional, rather than a long list of degrees and certificates. I want people who have built projects from scratch, adapted to evolving business needs, and 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 who can work independently, make decisions confidently, and 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 have the ability to pivot quickly and adapt to changing circumstances, whether that’s a sudden business shift or an unexpected hurricane that disrupts operations. I look for a history of versatility in their work and 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, and the work we do at Cane Bay often involves people with diverse backgrounds, on cross-functional teams, with geographically organized skill-base. It’s crucial that the person we hire can navigate this diversity with respect, empathy, and a genuine interest in understanding others. I test for cultural sensitivity through behavioral questions and scenarios that reveal how they’ve worked in multicultural environments before.
Why This Approach Matters
Why does all this matter? Because hiring here is difficult and turnover is expensive. For a place like Cane Bay, hiring the wrong person can disrupt more than just the workflow—it can throw off the dynamic and productivity of our team.
I’m not looking to just fill a position. I’m looking to find someone who sees things differently, who’s excited to be part of something unique, and who’s 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 who not only loves what they do but who’s also ready to embrace the island experience and the challenges that come with it.
Because at the end of the day, St. Croix isn’t just where we work—it’s where we live. And the people we bring onto this team need to be prepared to live the life, embrace the culture, and contribute in ways that go far beyond what any job description can capture.
This is why I’m selective. And why our team is stronger for it.
