Why is it so hard to hire good designers in India? And what you can actually do about it?

Hiring great designers in India often feels like chasing a mirage.

Every founder I meet says the same thing: “We want designers like the ones at Swiggy, CRED, Razorpay, UrbanCompany, or Groww.”

And yes, those companies do have some of the best design talent in the market. But here’s the thing most people miss, these designers didn’t just “show up” as unicorns. They became who they are because of strong culture, mentorship, and the right environment to grow.

Meanwhile, most companies keep struggling. They post JDs, screen hundreds of resumes, run never-ending interview rounds, and still complain: “We can’t find good designers.”

Why does this happen?

Because too often, companies misunderstand how design hiring actually works. They overcomplicate the wrong things, underestimate what truly matters, and fail to see hiring from a designer’s perspective.

After 7+ years of design recruitment, working with 100+ design led companies, startups and large teams across India, I’ve seen the same mistakes play out again and again.

Here are the most common reasons companies fail to hire good designers, and more importantly, what they can do about it.

1. “Unicorn Designer” obsession

Most companies want a “full-stack” designer, someone who’s equally good at research, UX, UI, visual design, copywriting, strategy, business knowledge and maybe even coding.

Here’s the reality: very few people are truly strong at everything. And those who are? Already happily employed.

👉 Better approach: Be clear about what’s most important for your product stage. Do you need strong visual craft right now? Or a deep thinker for UX flows? Prioritize must-haves and be flexible on the rest.

2. Wrong budget expectations

A very common issue: wanting the “best” designer in the market but setting a budget that doesn’t match reality.

If your pay scale is below market standards, you’ll lose candidates, plain and simple. Top designers know their worth, and they won’t settle.

👉 Better approach: Benchmark salaries honestly. If budget is limited, adjust expectations or hire for potential and invest in growth.

3. Slow design hiring process

Here’s a fact: good designers don’t stay on the market for long. Many get hired in 2–4 weeks. If your process takes months, you’ve already lost them.

👉 Better approach: If you find someone promising, move quickly. Prioritize them and try to close within 1–2 weeks.

4. Poor candidate communication

This is where many companies lose good designers. HR teams are often juggling multiple roles and don’t give design hiring the attention it needs. The result?

• No updates to candidates

• Long silences after interviews

• Generic, transactional messages

• No excitement about the role

And here’s the thing: designers live and breathe empathy and clear communication. If your process feels cold or careless, they’ll assume your culture is the same, and quietly walk away.

👉 Better approach: Be human. Show empathy. Even a thoughtful rejection email can leave a positive impression. In design, clarity and attention to detail matter more than you think, and that starts with how you communicate.

5. Not respecting candidates’ time

It might seem like a small thing, but it’s actually a big deal.
Too often, HRs or interviewers show up late, cancel at the very last minute, or don’t show up at all, without even informing the candidate.

For senior designers, this is an instant red flag. They see it as a reflection of your culture: “If they can’t respect my time during the hiring process, what will it be like if I join?”

And remember, strong designers usually have multiple opportunities in hand. The moment they sense disorganization or lack of respect, they quietly move on to teams that value their time.

👉 Courtesy is simple. If you’re running late, send a quick message. If you need to reschedule, give enough notice. Respect their time the way you’d expect them to respect yours. Small gestures like these can have a huge impact on how your company is perceived.

6. Over focusing on small details

Many companies get stuck on things like:

• Why is there a short job stint?

• Why is there a 2-month career gap?

• Why is the graduation year missing?

Sure, these questions are valid. But if you make them the main filter, you’ll miss out on great people. Hiring is a time game. By the time you get all your clarifications, the candidate has already joined somewhere else.

👉 Better approach: If a profile looks good, have an exploratory call. Build interest. Clarify the smaller details later.

7. Relying on job portals and Linkedin

Posting your job on LinkedIn or Naukri will bring in hundreds of resumes, but most of them will not be what you’re looking for. You’ll spend weeks filtering average profiles, hoping to find one gem.

Why? Because great designers usually don’t apply through job boards. They are either approached directly, or they move through referrals and networks.

👉 Better approach: Go outbound. Identify promising designers on LinkedIn, Behance, Dribbble, or through community events. Reach out directly. Or work with a recruitment agency that specializes in design roles.

8. Weak job descriptions

Most job descriptions are copy-paste templates. Full of vague buzzwords like “self-starter” and “team player.”

But for designers, a JD is like your company’s resume. If it looks boring and generic, they won’t be interested.

👉 Better approach: Write a JD that tells a story. Share why someone should join your team: the problems they’ll solve, the culture you’re building, the growth opportunities. Inspire them.

9. Bias for pedigree

Yes, IIT, NID, or a big-brand company on a CV looks great. But by only chasing pedigree, companies miss out on excellent designers who don’t come from these places but have just as much, if not more, talent and hunger.

👉 Better approach: Look at the work, not just the label. Great designers can come from unexpected places.

10. Design assignment problem

Many companies still ask for long take home design assignment. Designers hate this. They say, they already have portfolios. If you ask them to do more work, it signals either:

1. You didn’t have time, and didn’t look at their portfolio properly, or

2. You don’t trust their work.

Neither leaves a good impression.

👉 Better approach: If you must do a task, keep it small and relevant. Or better yet, discuss their portfolio deeply during interviews.

11. Forgetting that candidates interview you too

This is the biggest blind spot. Companies think, “We’re interviewing the candidate.”

But top designers are also interviewing you. They’re noticing:

• How prepared your team is

• How much energy and clarity your leaders show

• Whether they feel inspired after talking to you

If the vibe is bad, they quietly drop off. And you’re left thinking, “We rejected them.” The truth? They rejected you.

👉 Better approach: Treat interviews as two-way conversations. Share your vision, your culture, and why this role matters. Make them want to join.

Final thoughts

Hiring great designers is not just about salary, resumes, or fancy perks. It’s about the experience you create, in the hiring process and in your company.

If you’re struggling to hire, ask yourself:

• Are we clear on what we really need?

• Are we communicating with empathy?

• Are we moving with speed and intent?

• Are we building the kind of culture designers actually want?

Because in the end, great designers don’t just join companies. They join leaders, teams, and environments where they can grow.