I've seen more designers around me quietly opting out of the management track,not because they lack ambition, but because they want to stay close to the craft and outcomes. But without transparent IC levels or proper compensation parity, many feel like they’re stalling in place.
The burnout section also hit home. The “everyone is a designer” dynamic creates this odd tension where we’re expected to lead strategically but also defend our value constantly, especially when leadership sees AI as a cost-saving tool instead of a creative collaborator.
One thing I’d add: a lot of mid-career designers are also grappling with the lack of design literacy at the executive level. It’s not just about taste or outcomes, it’s about whether the org understands design as a long-term investment versus a tactical fix. That gap, more than tooling, is what’s making people question whether they’re in the right room.
I’ve noticed that even for mid-level roles, storytelling and communication often become key differentiator, particularly in the final rounds. It seems to be what shifts someone from being considered to a strong yes. I'm curious to hear if that aligns with what you’re seeing?
I've seen more designers around me quietly opting out of the management track,not because they lack ambition, but because they want to stay close to the craft and outcomes. But without transparent IC levels or proper compensation parity, many feel like they’re stalling in place.
The burnout section also hit home. The “everyone is a designer” dynamic creates this odd tension where we’re expected to lead strategically but also defend our value constantly, especially when leadership sees AI as a cost-saving tool instead of a creative collaborator.
One thing I’d add: a lot of mid-career designers are also grappling with the lack of design literacy at the executive level. It’s not just about taste or outcomes, it’s about whether the org understands design as a long-term investment versus a tactical fix. That gap, more than tooling, is what’s making people question whether they’re in the right room.
I’ve noticed that even for mid-level roles, storytelling and communication often become key differentiator, particularly in the final rounds. It seems to be what shifts someone from being considered to a strong yes. I'm curious to hear if that aligns with what you’re seeing?
Yes 100% across all levels