When hiring, mentoring, and planning careers, I use a simple framework: Mindset, Skillset, and Toolset. These three layers shape how a designer grows and performs, but not all carry the same weight.

Mindset is 60%, Skillset 30%, and Toolset 10%.

For a senior hire, I focus on skillset first. They already have experience and tool mastery. Mindset follows, once I know they can execute. For a junior designer, mindset is the priority. Skills and tools can be trained, but their approach to learning, ownership, and problem-solving determines how far they go.

Mindset builds foundations

Mindset is what drives long-term success. Skills and tools can be taught, but mindset is deeply internal and takes years to develop. When assessing mindset, I look for patterns, not just answers. A candidate might say they take ownership, but I dig deeper:

• When have they solved something outside their scope?
• How do they handle disagreement?
• What’s their instinct when things go wrong?

Their past behaviors reveal how they think, not just what they say.

A junior designer’s story

One designer I worked with struggled with launching a critical feature. Despite thorough planning, the release faced technical issues and user complaints. Instead of deflecting blame, he took ownership and focused on learning. He sought feedback, analyzed what went wrong, and collaborated with engineers to fix the gaps. Within weeks, he launched a revised version that users loved.

His resilience and willingness to improve turned failure into growth, demonstrating how mindset sets the foundation for long-term success.

Why mindset matters

Understanding how someone sees the world builds trust. Trust makes conversations honest, opening the door to insights they might not otherwise share.

The best designers have a growth mindset, a bias for action, and a sense of ownership. They push for clarity, challenge assumptions, and stay accountable. They care deeply about their work, their teams, and their users.

Skillset defines execution

Skills determine how well a designer executes, how fast they move, and how much impact they create. Strong UX, sharp interaction design, and visual craft separate good designers from great ones.

Skills at different career stages

As designers grow, the skills that matter evolve at every stage of their career:

• For junior designers, core UX skills like wireframing, user flows, and interaction design are crucial.
• At mid-level, the focus shifts to systems thinking—how parts of a product connect.
• For senior designers, strategic skills become vital: translating business goals into design outcomes, influencing stakeholders, and mentoring others.

Unlike mindset, which takes years to shift, skills can be leveled up in months. That’s why I focus on feedback loops, coaching, and exposure to high-impact work.

For senior designers, skillset plays a bigger role in hiring. If they’re already strong in execution, I focus more on how they approach problems, collaborate cross-functionally, and raise the bar for those around them.

Toolset is leverage

Designers make tools, not the other way around. Tools amplify great design thinking but can’t replace it.

Addressing common misconceptions

A common myth is that mastering specific tools makes someone a better designer. Tools are important but secondary. They amplify a designer’s impact but cannot replace strong foundational thinking. Mastering a tool is valuable, but the true differentiator is knowing when and how to use it.

That said, some tools create massive leverage. For example, AI-native tools like ChatGPT or MidJourney are reshaping workflows. Designers who use these tools effectively can generate ideas, refine concepts, and ship faster. But the key is this: Tools are only as powerful as the designer using them.

How these elements overlap

Mindset, skillset, and toolset don’t operate in isolation. They reinforce each other.

For instance, mindset drives how quickly someone learns new skills or adapts to tools. A designer with a growth mindset will seek feedback, absorb knowledge, and experiment with new workflows. Designers with less tool experience still can outperform others when they see every challenge as an opportunity to learn.

Conversely, even the most skilled designer will stagnate without the right mindset to evolve. This balance is what makes hiring and mentorship so nuanced. It’s about finding the right mix of all three.

What happens when one element is missing

When mindset, skillset, or toolset is missing, the gaps become clear.

• A designer with strong skills and tools but the wrong mindset might deliver on time but fail to collaborate or adapt.
• A designer with a great mindset but no skills will struggle to execute.
• A designer lacking the right tools will waste time on inefficiencies.

I’ve seen highly skilled designers fail because they refused feedback. Their designs stagnated, and their teams grew frustrated. Meanwhile, a designer with limited skills but a strong mindset quickly caught up, thriving through collaboration and continuous learning.

My hiring framework

When evaluating designers, I follow a structured process:

1. Initial Screen: Review portfolios to assess skillset and execution.
2. Behavioral Questions: Dig into mindset by asking about challenges, failures, and lessons learned. Examples: "Can you share a time when you stepped outside your role to solve a problem?" or "How do you handle situations where your design decisions are challenged?"
3. 15-Minute Design Challenge: Present a current problem we’re solving and watch how they approach it. This reveals their problem-solving process, collaboration style, and tool efficiency.
4. Team Fit: Evaluate how they collaborate with cross-functional teams, ensuring they bring not just talent but alignment with team culture.

This process ensures I assess all three layers in a balanced way.

Applying the framework to mentorship

This framework isn’t just for hiring. It’s also how I guide designers through career planning.

For instance, when mentoring a mid-level designer struggling with delegation, I focused on mindset first. We explored why they hesitated to trust others and reframed delegation as a skill that amplifies impact. Once they embraced the mindset, their ability to mentor juniors and lead projects naturally improved.

When applying this framework to mentorship, do not try to fix everything at once. The priority is to identify which layer needs attention first and address it.

Self-assessment for designers

For designers reading this, here’s a simple way to assess yourself:

1. Mindset: Ask yourself, “Am I open to feedback? Do I take ownership of challenges? How do I react to failure?”
2. Skillset: Identify gaps in your UX, interaction, or visual design skills. Seek feedback from peers or mentors to validate your self-assessment.
3. Toolset: Evaluate whether your tools are helping or hindering your workflow. Are there new tools worth exploring to enhance your efficiency?

People first, everything else aligns

At the end of the day, this framework isn’t just a way to evaluate designers. It’s how I build trust, foster growth, and create impact for people and teams I worked with. Mindset, skillset, and toolset, each playing a vital role. Mindset anchors everything, skillset sharpens execution, and toolset accelerates progress.

By centering on mindset first, we ensure the people part is right. When that foundation is solid, skills and tools naturally fall into place. Then we will have designers who not only deliver but evolve, teams that adapt and excel, and products that consistently exceed expectations.

I believe great design starts with great people. And great people thrive when mindset, skillset, and toolset are in harmony.