Job Descriptions vs. Real-World Talent
Most UX job postings start from a narrow assumption: that the perfect candidate fits a predefined role. Product designers must know Figma. Researchers must run surveys. UX writers must nail brand voice. The requirements list grows, and the hiring frame tightens around a very specific archetype.
That archetype is the T-shaped designer: deep expertise in one UX discipline plus working knowledge of adjacent areas, with maybe some business or operations awareness thrown in. It's a clean, understandable model. There's nothing inherently wrong with it. But it leaves little room for people whose value doesn't come from fitting into one of those rigorously defined boxes.
When Specialists Cross Boundaries
As Brad Frost has pointed out, people don't always sit cleanly inside a single discipline. Some designers are intentionally cross-disciplinary. Their depth isn't just vertical — it moves diagonally across specialties, connecting areas that conventionally stay separate. That's the “V”-shaped profile: strong expertise in one or more domains, combined with deep curiosity and real understanding of adjacent fields.
In practice, V-shaped designers excel at bridging gaps and connecting dots. They are the ones who push design KPIs into existence, drive accessibility efforts forward, streamline handoffs between teams, and scale design systems across an organization. They don't replace specialists — they rely on them. But they add a layer of connective tissue that purely T-shaped teams often lack.
Why Rigid Boxes Cost You Talent
The catch is that many companies don't actually know what expertise they need until the right person shows up with it. The job description said one thing; the candidate demonstrates another, more valuable thing. Too often, the process doesn't allow for that discovery. If the boxes aren't checked, the application doesn't move forward.
It's worth reconsidering that approach. Instead of locking candidates into confined roles, more companies should encourage people to shape their own boxes — unique ones, whatever form, color, or size suits them — as long as the deliverables benefit the wider team and build on existing work. For hiring managers, that can mean swapping the long requirements list for an open invitation to apply, even for candidates who don't match every line item. If the person believes they can do their best work for the job, that's worth hearing about.
The same logic applies from the other side. If you're looking for a challenge internally, don't let your current job title define your ceiling. Find where you can drive the most impact, define that role for yourself, and make the case for it. And if you're job hunting, don't get discouraged by a posting you don't perfectly match. Apply anyway — and explain, in concrete detail, what you actually bring to the table.
