Please introduce yourself. What are your role and responsibilities?

My name is Anna Jarco, and I work as an HR manager at Timebook. My primary responsibility is to ensure that our company's employees are happy, engaged, and productive. I accomplish this through a range of tasks, including finding and screening candidates for required positions, onboarding new hires, managing benefits and compensation, and handling any HR-related issues that may arise.

One of my favorite aspects of my job is meeting with candidates to learn about their skills and experiences. Additionally, I enjoy creating training programs and other initiatives that help our employees grow and develop in their roles.

How would you describe your company in a few sentences?

Timebook is a company that develops and installs a work time tracking system. Basically, it's a way for companies to keep track of everyone's work hours and make sure people are getting paid for the time they put in.

We have a team of over 40 people, ranging from middle to senior-level positions. When it comes to hiring new specialists, the stakes are high because it's not easy to find someone who is both qualified and a good fit for the team.

What does the design team look like? How many members are here?

We don't have a big design team, it's just two super-talented designers holding down the fort. They do everything from UX research to UI design, making sure our products are top-notch. We love having them on our team.

How did you approach designer screening (or how do you assess designer skills) before Uxcel Screening?

Typically, the screening process begins with reviewing the designer's portfolio to gain an understanding of their design aesthetic and skill level. After that, we often give designers a design challenge or assignment to complete, which allows us to assess their problem-solving skills, creativity, and ability to work under pressure.

Overall, screening designers can be a complex and challenging process. However, it's critical to find the right person for the job. By evaluating a candidate's skills, experience, and cultural fit, we can ensure a successful hire who will make a positive impact on our company's design work.

What were your biggest challenges?

One of the biggest challenges in the screening process is evaluating the designer's soft skills, such as communication and collaboration. Designers are often part of a larger team, so it's important to ensure they can work effectively with others and communicate their ideas clearly.

Another challenge is assessing cultural fit. It's important to ensure the designer's values and work style align with the company's culture and values. This can be difficult to evaluate, but it's essential to ensure a good match between the designer and the company.

How did you first find Uxcel?

I discovered Uxcel through Instagram, where I initially viewed it as a great platform for finding design questions and challenges to include in my test tasks. Curious to learn more, I visited their website and learned that Uxcel also offers skill assessments for companies to evaluate candidates. What impressed me most was that these assessments are role-based and designed by experienced professionals in the field of design.

Why did you decide to introduce Uxcel Screening to your process?

So, I decided to give Uxcel Screening a shot during their free 14-day trial. I was already using their assessments and challenges to evaluate candidates, but Uxcel Screening took things to the next level. With role-based assessments and comparative reports, I was able to quickly weed out the less competitive candidates and save a ton of time on interviews. Plus, it gave me the confidence to choose the best possible fit for my team. Now, I only interview the best candidates, and it's made my life so much easier.

How hard was it to get started?

I was pleasantly surprised to see the results from the very beginning and immediately felt a sense of excitement at how much easier the hiring process was going to be. Plus, since our team doesn't have a lead designer with a lot of experience in skill evaluation, Uxcel was a lifesaver in terms of assessing a candidate's hard skills. Overall, I found the process to be simple and effective.


How would you summarise your experience with Uxcel Screening?

In summary, my experience with Uxcel Screen has been fantastic. It's an amazing tool for anyone in search of a designer, particularly in a competitive field like UX design, where skill and experience are highly valued. Uxcel's approach to screening candidates is both effective and innovative, testing not only hard skills but also soft skills, and providing a level playing field for all candidates.

Personally, I believe Uxcel's approach is an excellent way to identify top talent and make informed hiring decisions. It's a valuable tool that helps solve problems in the hiring process, and I highly recommend it to anyone looking to hire a designer.

In fact, we've even encouraged our own designers to use Uxcel for educational purposes because Uxcel offers a variety of comprehensive online design courses and lessons. I also take advantage of their skill assessments for annual evaluations of design team members.

What impact have you seen with Uxcel Screening?

Uxcel Screening has seriously made a huge difference in how I do my job. It's been a total lifesaver when it comes to sifting through candidates and making the hiring process way more efficient. Instead of wasting my time with interviews that don't go anywhere, I can focus on other important HR tasks.

Plus, the screening that Uxcel does is top-notch. Every candidate that's passed their assessments has been seriously impressive and some of the best we've seen. That means we only have to interview the most promising ones, which saves us so much time and hassle. Overall, Uxcel has made it way easier for us to identify the best candidates quickly and confidently, and I'm so grateful for that.