Book a UX hiring call

Calls with me are always free of charge and non-binding.

That applies to every call you schedule with me. Whether you want to get acquainted, hand over a vacancy, or spar about a UX hiring challenge, there are never any costs attached to calls with me.

You only pay when you hire through Found UX.

Due to competitive sensitivity, the terms are not publicly available. I’m happy to send them to you after our introduction.

You never need to prepare for a call with me.
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With recruiters you need to come well prepared, I understand that. With me you don't. You can, of course, but I don’t assume you will.

I never expect anything from you after a call.

But when you want to hand over a UX vacancy to me at some point in time, so you get more time and headspace to work on important things, this is more or less the process we'll follow:

1. Handover vacancy. In a separate 60-minute call, you hand the vacancy over to me. You don’t need to prepare anything, not even writing a job description. Beforehand, I’ll send you questions you can partly fill in yourself and partly have HR fill in. During the handover call, we’ll look at your team, your product, and the challenges, based on our shared experience as UX professionals.
2. Confirm assignment. I summarise the information from the vacancy handover in a recruitment assignment. I’ll send it to you for a final check. If you agree, I’ll offer it for signing to the people within your organisation who are responsible for it. This can be done via the signing tool that Found UX uses, or via the signing tool of the company you work for, what you prefer.
3. Work uninterrupted. While I write the vacancy, publish it (LinkedIn Jobs, the Found UX LinkedIn company page, my personal LinkedIn page, the Found UX “UX vacancy alert” mailing list, and the Found UX website), source candidates, screen applicants, and interview them, you keep working uninterrupted.
4. I present one excellent applicant. When I reach an applicant who, based on my contact with you, my 20 years of experience as a UX, UX/UI, and Product design professional, and my 6 years of experience in UX staffing, seems like an excellent match, you come back into the picture. I’ll introduce the applicant to you by email, and I'll notify you via Whatsapp. In one go, you’ll receive all the information you need, plus a rationale written by me.
5. You decide. Because of my years of experience and my unique approach, in practice it rarely happens that a candidate I propose isn’t invited for a first interview, but it does happen. So feel free to turn someone down. You decide.
6. I decline or set up the first call. If you don’t want to invite an applicant, I’ll decline them for you in a neat and responsible way. I aim for an optimal candidate journey. If you decide to invite the applicant, I’ll set up the first call for you.
7. First call, with you. I called it the first call, but if you work with me, for the candidate it emotionally feels like a second call. I’ve already spoken with the candidate, and fairly technically too. And you're most likely to fill your vacancy with one or two candidates. So a step with an in-house recruiter, to protect your time, has therefore become unnecessary. This step has even become a risk now, because speed is crucial when bringing in high performers.
8. Regular hiring process. After that, you go through your regular hiring process with the candidate. With one important difference compared to working with an in-house recruiter: you will most likely interview no more than 1 to 2 candidates. Because I don’t just source, but also take over the qualification step, the applicants I put forward are high quality. Even critical UX and Product managers tend to hire candidate 1 or 2.
9. Prevent last-minute exits. In the offer and negotiation phase, I play an advisory and actively mediating role, so you’re less likely to lose your favorite candidate at the last minute to another organisation.
10. Guarantees and assurances. In Found UX’s terms and conditions, I’ve included a number of guarantees and assurances. For example: there is no exclusivity, you’re free to hire candidates from other sources, we work on a no cure, no pay basis, there is a probation period when hiring permanent employees, and a one-month notice period in the case of interim workers. I’m happy to share the terms with you after an introduction.

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