Stop Hunting Jobs. Start Solving Problems.
Why the best candidates don't chase opportunities—they become them
I've been sitting on interview panels recently for UX roles at our company. Something clicked during one of these conversations that completely changed how I think about job hunting.
Every candidate had a portfolio. Most knew their design principles and methodologies inside out.
But one candidate stood out—not because their work was the most polished, but because their case study actually lined up with what we needed.
When they presented, they casually mentioned similar situations they'd dealt with, touched on the political stuff (without making it weird), and shared solutions they'd actually implemented.
That's when it hit me.
The best candidates aren't hunting jobs—they're solving problems.
Here's what the research backs up: 94% of employers agree that skills-based hiring beats resumes for predicting success. Meanwhile, companies that actually care about cultural fit are 50% more likely to crush their competition.
But here's the thing—most hiring processes suck at both.
The Portfolio Theater Problem
Look, portfolios matter. But they've turned into performance art. People spend weeks crafting these perfect case study stories with neat little problem statements and tidy solutions that probably never existed in real life.
The actual work? It's a mess. It's political. It's walking into a meeting where engineering says your idea is impossible, business wants everything shipped yesterday, and the user research you need is from three months ago or missing entirely.
The people who actually succeed aren't the ones with the prettiest portfolios. They're the ones who can handle that chaos without losing their minds.
What Companies Actually Want
When a company posts “Senior UX Designer,” they're really saying: “Our users are confused, our stakeholders are frustrated, and our product isn't hitting business goals. Can you help us figure this out?”
But then the interview asks about Figma shortcuts and design system components.
It's like judging a doctor by how well they can name surgical instruments, instead of whether they can actually diagnose what's wrong with you. Sure, knowing the tools matters, but it's not enough.
Skills tell you if someone can do the job, but culture fit tells you if they'll actually work out. And this surprised me: 89% of hiring mistakes happen because people lack the soft skills, even when their technical stuff is solid.
The candidates who didn't work out weren't missing design chops. What I could spot in interviews were basic things: lack of attention to detail, unclear communication, and inability to simply say “I don't know, but I'll figure it out.” You can't tell any of that from a portfolio, but it matters way more than knowing the latest design trends.
Treating Job Hunting Like Actual UX Work
So how do you show these qualities that actually matter? You should start by treating job hunting like a UX project.
In UX, we don't jump straight to solutions. We figure out what the actual problem is first. We research. We dig into what users really need, not just what they think they want.
Same deal with job hunting, except most people skip right to polishing their resume without understanding what the company actually needs them to solve.
Research: Figure Out What They're Really Trying to Accomplish
Before you even think about applying, actually research the company. And I don't mean skimming their About page. I mean, you should be able to have a real conversation about their business if they ask.
Look at their recent launches. Read their engineering blog. Check out customer reviews. What's broken? What are they trying to fix?
When you see a job posting asking for someone to “improve user engagement,” dig deeper. Why is engagement low? Is it a product issue? Content problem? Technical debt eating them alive?
Reach out to people who work there. Be upfront that you're considering applying for a role, but explain that you want to understand what issues they face to gauge if there's a good match for your interests and capabilities.
Try something like: “I'm considering applying for the [role title] position and would love to understand what challenges your team is tackling. Would you mind sharing a few insights via message? Happy to jump on a quick call if that's easier.”
Most people appreciate the honest approach and are willing to help when you're clearly doing your homework.
Analysis: Be Real About Where You Stand
Time for some brutal honesty: Be realistic about your skills. Some jobs will be perfect for you. Others won't. Being truthful about this stuff always works better than faking it.
Ask yourself:
Do I actually care about this problem?
Can I picture myself doing well in this environment?
Am I being honest about what I can and can't do right now?
Don't try to fake your way in. The gaps show up fast when you actually have to deliver.
But here's the opportunity: Job hunting is actually the perfect time to level up. After researching a bunch of companies, you'll start seeing patterns in what they need.
Missing user research skills? Can't handle stakeholder management? Don't know advanced prototyping? That's not a dead end—that's your to-do list.
Use your job search to figure out what you should learn next. The patterns you see should guide where you spend your time.
Solution: Position Yourself as the Answer
This is where it gets interesting. Instead of being just another candidate, become the specific solution to their specific problem.
Your resume shouldn't list every project you've ever touched. It should make the case for why you're the person who can solve their biggest headaches.
Your portfolio shouldn't show off every skill you have. It should show how you tackle problems like theirs. If they're dealing with enterprise UX nightmares, lead with your B2B work. If they mentioned stakeholder alignment issues, include a project where you navigated organizational politics.
Your cover letter shouldn't repeat your resume. It should prove you understand their challenges and have actually dealt with similar situations. Don't just describe what you did—explain how you'd apply those lessons to their needs.
When you present your work, acknowledge that real work is messy. Mention similar situations you've handled. Touch on the organizational dynamics (diplomatically). Share what actually happened with your solution—did it work? What did you learn? What would you do differently?
What Happens When You Make This Shift
Here's what changes when you flip from job hunting to problem hunting:
You stop sending out a million applications. You start having fewer conversations, but they're way better quality.
You stop competing with hundreds of random people. You start positioning yourself as uniquely qualified for specific challenges.
You stop chasing jobs. You start noticing problems to solve.
When you consistently show that you understand specific problems and can thoughtfully approach solving them, you stand out from generic applicants. I've seen this firsthand—the candidates who approach interviews with genuine curiosity about our challenges, not just eagerness to showcase their work, are the ones who stand out.
The Bottom Line
The most memorable candidates I've interviewed didn't just present their work—they demonstrated they understood our problems and had thoughtful approaches to solving them.
The shift is simple: stop asking “How do I get hired?” Start asking “What problem am I uniquely positioned to solve?”
When you approach job hunting like a UX project—researching deeply, being honest about fit, and positioning yourself strategically—you're not just another applicant. You're someone who gets it.
And that makes all the difference.
What's been your experience with job hunting lately? I'd love to hear your thoughts in the comments below.