Elliot Peng

"Any tips for presenting design case studies in an interview?" a friend recently asked. Most certainly. ✦ Don't bury the outcome with a big reveal. Many times I've watched patiently as designers wait until the end to share the final outcome of their labors, first sharing their process (which is typically the same as every other candidate), sketches, post-its, and so forth. INSTEAD: Lead with a few screens that best represent the outcome. You can do this in 10 seconds. And then avoid the next mistake... ✦ Don't jump straight into your process. See note above. Your process is probably identical to every other candidate. This does little to set you apart. INSTEAD: State the problem clearly you were trying to solve. Clarity about the problem is a designer after my own heart. It shows clear intention to solve user/business needs. ✦ Don't show me personas. Some will disagree with this advice. But as a seasoned design leader, few things leave me more concerned about the inputs to your design work than fictitious avatars, names, and bios. INSTEAD: State the target audience you were designing for. If necessary describe the inputs to identifying this audience. Then follow up with how your work met or exceeded the needs of this audience. (Even better, stop using personas altogether and use archetypes or JTBDs instead.) BONUS TIPS ✨ ✦ If multiple designers worked on the same screen, be upfront about this and clarify what your role was. Personally I find it to be a bit of a letdown when something looks/functions great, only to find out later in our discussion that another designer did part of the work. ✦ Proactively share what you would have done differently if given the chance to do this work all over again. No work is ever perfect. But if you *could* get one step closer to perfection, what would it be. This shows me you're capable of critiquing yourself, which honestly not all designers are adept at. ✦ Provide me with a link to what you're presenting (slide deck, figma). I may want to jump around while you're presenting to find areas that are most likely to help me — and therefore you — discuss the right things relevant to this role. I realize this may be problematic to grant me access, so make a copy and then delete the copy after our interview. Hope this helps.

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Since I heard there would be more #Cisco #layoffs I have been on an emotional roller coaster. Will my friends and former team be impacted? If not, how are they coping? I'm told news is being delivered today. If you get, give, or witness colleagues getting unfortunate termination news: YOUR WORTHINESS IS NOT YOUR EMPLOYMENT STATUS I don't want to write this, out of fear of it coming across as "about me". I need to write this to reach out to those affected. You are not alone. This is not about you. You are bigger, better, and stronger than the circumstances you are facing. Some context (what I hope is the only about-me portion). I spent ~two years with Cisco from June 2022 - April 2024. During that time I hired 7+ ICs, witnessed 3 rounds of layoffs, before being impacted. What I write comes from personal experience. If you are impacted: The Cisco alumni network (and those not impacted) are your strongest asset. I credit this network as a key factor that brought me back into the workforce. Use us. Lean on us. Take the time to organize your files, your resume, and your plan. Don't rush into a job search. Cisco has given you some runway. It's OK to sit idle with the engines running before trying to take off. Gather yourself. If you are still employed: Notice I didn't say "not impacted". Layoffs. Impact. Everyone. It's OK to mourn the loss of your teammates. It's OK to mourn the loss of some job security, thinking "will I be next?". It's OK to take time for your own emotional stability. Be kind to yourself. Be kind to those impacted. Don't treat those impacted as lepers. Reach out. Check in on them. Don't lose your humanity. (I say this having seen some folks reach out a LOT during my time impacted and others disappear. Be the former). I always knew there'd be more layoffs in Cisco's future. That's not a knock. That's an objective observation. What I didn't expect was how deeply it would stir some emotions, some positive, some more raw. So I'll add a third group of people I'm writing this to: those who have been impacted in the past. Be the outreach you had, that you want to emulate. Be the outreach you wish you had. It's OK to be vulnerable. It's OK to put yourself out there. It's also OK to close out the noise if you need to, if the feelings are still raw. We are not identified by our employment status. We are not our jobs. I wish everyone the best of luck on your journey.

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As a design leader, I'm always looking for 'leadership' portfolio inspiration. There's plenty of awesome inspiration for mid-career IC designers, but it's much harder to find out how design leaders are telling their story in a portfolio format. Needless to say I was excited when I came across Loe Lee's portfolio the other day she's a director of product design (growth) at Zillow. Her portfolio is an elegant guide to her leadership style. She includes product work (behind a password), but also a list of values in addition to longer articles she's written about leading design teams. It's a tough ask to make someone read a longer piece at the stage where they're looking at a portfolio. On the other hand, even after interviews, longer writings can give the hiring manger a window into how a candidate for an important leadership role frames and approaches their work. And, how else can you tell the story of what leadership looks like? Not rhetorical, if you have suggestions I'd love to hear them. Anyways, I thought I'd share. #designleader #portfolio #uxleader #directorofdesign https://lnkd.in/gKTkypUn

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Companies are finally seeing the value of super-senior ICs! But career ladders and expectations for staff+ designers are often unclear, leaving lots of people who reach this level feeling unsupported. To help, I took my own 14+ years of experience as an individual contributor in high-impact roles at tech companies of varying sizes and made a highly interactive course. Join us starting Feb 3: https://lnkd.in/eqg4e2vx We’ll cover: 💡 Common expectations of the staff+ designer role 💡 Effective communication with senior leaders and executives 💡 How to set and uphold boundaries to focus on high-impact work 💡 Techniques to manage up and show impact Over the span of three weeks, you'll build a network of super-senior peers and acquire tactics from me: a designer who's been through these exact challenges. Grab your spot now! P.S. Thanks, Adekunle Oduye, for the kind words!

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“Where am I?” As our design system matures, things move around. We’re trying to invest in ways that allow feature designers and engineers to locate where they are within a design system, and where to find what they need. → Multiple design libraries can be hard to track and become confusing when designers and engineers aren’t aware of what does and doesn’t exist in each library. → Every component and pattern has a varying degree of specificity from generic to a specific business context or content pattern and deciding what goes where is confusing. → Theming in Figma is great, but... the current nature of variables can make managing multiple modes across multiple brands challenging. Here’s how we’ve been trying to get our head around reducing complexity for our team and consumers 🏗 Figma file architecture - Having a clear plan for structuring your design system libraries is critical for folks to find stuff. Our early attempts at a highly modular system with numerous smaller libraries were too unwieldy. We’ve landed into a Tokens, Components, Patterns, and Features structure that streamlines the process for everyone. It was super cool to stumble on these Figma docs that deep dive into various strategies for organizing your files https://lnkd.in/dGyN-SQw 🚦 Wayfinding elements - Once designers and engineers are in the files themselves, it's still easy to get lost. We’ve implemented consistent color-coded “file covers” distinguishing design system files from feature files, “getting started” pages outlining file dependencies, and consistent page naming conventions indicating iterations from elements that are ready for development. Thanks to Vitaly Friedman for the reference to Saurav Rastogi's post on Figma file organization which is packed with insights. https://lnkd.in/giBs_Jgn 🎨 Multi-brand variables - Our team has worked hard to figure out the most intuitive way to allow for white-labeling our design system for custom theming. We currently leverage modes at multiple layers of the design system based on their specificity from global to semantic to component to pattern. Romina Kavcic has endless resources for teams who are looking to build out their token strategy. https://lnkd.in/deiMGCe9 💎 Wayfinding within design systems is hard but a couple of things that help folks understand where they are and what they can do → Partner with engineers on an architecture that maps somewhat to their mental model making things more intuitive → Setup wayfinding documentation within your Figma files that orient users to where they are within the system → Map your tokens and variables across your system so that it is clear how to layer modes to achieve custom themes #designsystems #figma #uidesign #tokens #components #patterns

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I’ve expanded on my earlier post with examples and deeper insights in a new Medium article. 🚀 In this extended version, I dive deeper into balancing autonomy with strategic alignment, guiding teams like a fleet of ships, and setting the stage for cross-functional success. If these leadership themes resonate with you, I’d love for you to explore the full article here : https://lnkd.in/g_q2Yxfk Let me know your thoughts!

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I really enjoyed this conversation with Alex Smith from Fuego UX on value of designers learning to code, team collaboration, culture, and thoughts for new designers entering the market in the age of AI. Plus, it's short and sweet - just under 12 mins! If anything peeks your interest that you'd like to hear more on, let me know as I may be able to go deeper in future talks or blog posts :)

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I have a question for the designers in my network. I hear that many designers have strong opinions/fears about reporting into Product, rather than Design. As a product leader hiring a designer, I'd like to better understand these concerns. Folks who prefer to report into Design: what are the drawbacks of reporting into Product? Designers who have chosen to report into Product: what helped you make that decision? Happy to talk outside of this comment thread too.

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Many designers still confuse a component library for a design system, but understanding the difference is critical for creating scalable, cohesive products. In this gabble of words I've explored how major companies like Airbnb and IBM do it right? 🧐 #UXDesign #DesignSystems #ComponentLibrary #ProductDesign #DesignVsDevelopment #Collaboration #Figma #DigitalProductDesign #TechDebate #DesignThinking https://lnkd.in/gGmxyKED

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This is a great post for designers moving into management/leadership roles. The nature of your job changes dramatically and it's important to figure out the most effective ways to help your team and the company. As noted in the article, it's very easy to have your time consumed by managerial tasks (operational work). Being deliberate about how you want to spend your time, focusing on the change you want to bring about and working consistently towards that end are critical skills to learn. #UX #Design #DesignLeadership https://lnkd.in/e_g4TRJx

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I'm hearing a lot of pain and confusion from a lot of designers and technologists and other folks trying to navigate jobs in these times. You as an individual worker (or as a customer or user of the products of design and technology) will never be valued for your own sake by an organization striving to maximize shareholder value. Collective action is the only way to counter this mandate and increase the cost of unethical, inhumane, or otherwise unreasonable practices. Sometimes this means working together more or less formally to influence policy and regulation, sometimes this means unionization. Asking nicely isn't going to do it. Nor is throwing your peers under the bus. If you need a pep talk (only $9):

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Patterns for implementing human-centric design thinking and UX to GenAI #GenAI #UX #AI

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There’s a subtle difference between “educating” stakeholders and making the impact of your work visible. One of these can help you win promotions, autonomy, and co-conspirators. The other can distract you from your craft at best… or devalue your work at worst. Thought-provoking article from Sara Wachter-Boettcher on how designers can reframe “advocating for design” in a way that avoids burnout and sidesteps the gaslighting.

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Hiring for design system roles differs from hiring for other design or engineering roles. Clarifying what makes the roles unique is essential for screening candidates. Here are some nuances that I've found to be helpful. When asking for a presentation, stop using the word "portfolio" and start using "case studies." They tell similar stories but change the expectations from traditional visual portfolios. Include clear bullet points about expected responsibilities; don't just copy and paste requirements from other similar, existing roles. Just because they have the word "designer" or "engineer" in the title doesn't mean the job is the same. If your org still insists on doing a design exercise, tailor it to reflect what you expect from a design system practitioner. The day-to-day is unique, so don't waste time on an exercise that provides no value for you and sets the candidate up for failure. If hiring a design system team manager, you're not hiring an independent contributor and vice versa. Managing and building design systems is a lot of work. One person can't do both roles well simultaneously, so pick one and focus the interview questions on the expected role. What did I miss?

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I’ve had the privilege of working with designers and engineers so deeply committed to creating exceptional user experiences that they go beyond their defined roles, stretching the boundaries of design and engineering alike. Designers start coding to bring interactions to life exactly as they envision—something hard to achieve with design tools alone. Engineers move beyond just “making it work” to crafting every detail, caring about the nuances that make an experience delightful. In previous roles, to support and amplify these talents, I’ve set up "design prototyping" or "design technology" teams that bridge engineering, product, and design. These teams help close gaps, allowing designers and engineers to collaborate seamlessly and push their boundaries. At Slack, we’ve established the Design Engineering function—a role critical to our mission of elevating craft, accelerating prototyping, and strengthening design-engineering collaboration. This function came to life through an ongoing journey of learning and adapting how best to align design and engineering to unlock product innovation, led by Chris Delbuck. Big thanks to Ethan Eismann for the support. Transformations like this happen only with passionate leaders and doers like Chris, Gleb Denisov, and Naman Kedia, work together to unlock their skills and people superpowers. Their dedication and example drive change. Chris and Naman have documented this journey in a blog post, where they also lay out the career paths and foundational blueprint for Design Engineers. Their insights can serve as a guide for others setting up design engineering teams for success. 🔗 Check it out here:

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❓ I have a question for product designers ❓ How do you understand that you’ve reached a certain grade or level in your career, such as transitioning to a senior role? Do you rely solely on performance reviews, or are there other ways you evaluate your growth? And what if there’s no formal performance review process? I’m asking because I often get questions about assessing one’s grade or level. So, I’m curious — do you have a similar need or interest in this topic? Let me know your thoughts!

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Federated design systems are great. In theory. But reality is a little more complicated. There are challenges associated with quality, consistency and follow through. In our latest episode, Davy Fung and I discuss the highs and lows of federated design systems. What's worked, what hasn't and how to come out the other side in one piece. Listen here: https://lnkd.in/g4W3SYqR #designsystems #podcast

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Empathy in Application Design: Why Great Leaders Foster Great Teams As leaders in product design, empathy isn’t just a tool; it’s a necessity. Empathy fuels the connection between design vision and human need, but it also creates an environment where designers can bring their full selves and creativity to the table. In my experience, fostering a culture of empathy has fundamentally improved team dynamics and the quality of our work. Here’s how I see it in action: ↳ Open Communication: Empathy encourages active listening, where team members feel truly heard. This creates space for honest feedback and innovation because designers feel safe to express ideas and iterate openly. ↳ User-Centric Vision: When we prioritize empathy, we keep our users front and center. Our product decisions are made with their experiences in mind, ensuring we’re solving real problems in meaningful ways. ↳ Empowered Teams: By showing empathy toward our teams, we support their growth and confidence, which in turn fuels their passion and productivity. A team that feels valued is a team that strives for excellence. → True Story... sharing insights from what it's like to be on a great team: In a project designing a web app for elderly users, our team faced a common challenge: most of us were young and didn’t fully understand the tech limitations older adults might face. To bridge this empathy gap, we held “empathy workshops” where each team member simulated age-related challenges—using gloves to limit dexterity, applying screen filters to mimic vision impairments, and adjusting text sizes to the maximum. A few product team members quickly realized the frustration of navigating with shaky hands and commented, “We had no idea how challenging even simple actions could be.” This experience reshaped our design & development process: we made buttons larger, simplified navigation, and enhanced contrast. By stepping into our users’ shoes, our deliverables went beyond meeting requirements—they genuinely addressed user needs, making the app truly intuitive. With empathy as a foundation, we didn’t just deliver a product; we delivered a meaningful, user-centered experience. Empathy-driven leadership isn’t a buzzword; it’s a pathway to building cohesive, high-performing teams. Leaders who prioritize empathy create an environment where collaboration thrives, communication flows, and great design flourishes. #Leadership #ProductDesign #Empathy #Teamwork #UXDesign #LeadershipInAction

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So immensely proud of such an amazing group of people who've been working so hard on this big set of launches at Figma for #Config2024. ICYMI what we launched today, this blog post recap covers it well: https://lnkd.in/gX3KSWj3 I wanted to share a couple fun tweets from a few of the fantastic designers/leaders that worked on some of the things you may have seen in our keynote this morning. * This is not even close to an exhaustive list of those who worked on today's launches, but just a quick lil glimpse showcasing a few who happened to post about them today (also linkedin obscures the links for some reason, but they're all just fun behind the scenes tweets not shady sites I promise lol): Figma Slides - Keeyen Y.: https://lnkd.in/gmxBH3wq - Mihika Kapoor: https://lnkd.in/gr54Upnu - Natasha T. / Ryan Reid: https://lnkd.in/gd-v9gE3 Redesigned Figma (UI3) - Ryhan Hassan: https://lnkd.in/g868XAze (can't wait to watch the behind the scenes talk with him and Joel Miller and KC Oh as well as Wayne Sun's when they come online later) - Tim Van Damme: https://lnkd.in/gQyvqzYr - Nikolas Klein: https://lnkd.in/ge_kKyvD Figma AI - Jordan Singer: https://lnkd.in/gXmFeXTM - Oscar Dumlao: https://lnkd.in/gkACVY_c - Marco Cornacchia: https://lnkd.in/gMt3BvVY - Vincent van der Meulen: https://lnkd.in/gCrHvcVu - Jediah Katz: https://lnkd.in/gMxEu7i8 - Giorgio Caviglia: https://lnkd.in/gCNVQrKC And more: - Jenny Wen (pages design by rocky chen ✌️): https://lnkd.in/gd_6RHAv - Soundharya Muthukrishnan: https://lnkd.in/gsnibt-j - Daniel Destefanis: https://lnkd.in/gu6mYBe6 - Becca Ramos: https://lnkd.in/gqM7RGKQ We hope you enjoy these updates, and excited to meet more of the amazing community at Config for Day 2 tomorrow! I'm particularly excited for Marcin Wichary's talk tomorrow at 3:40 https://lnkd.in/gvJNNerg

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