Job description

As a UX Design Manager on the Talent Solutions team, you lead a team of designers who own the experiences Amazon's candidates, recruiters and hiring managers use every day. You are accountable for the quality of what your team ships, the growth of the people on it, and the design bar across the products in your domain. This is a hands-on management role. You set direction, coach designers through hard problems, and hold the craft bar in reviews. You partner daily with product management, engineering and UX research, and you represent design in the forums where scope and sequence get decided. Where design has historically joined the conversation late, you move it earlier. To succeed, you need judgement about which problems deserve your team's time, the credibility to hold a design position with senior partners, and the discipline to build a team that raises its own bar. Our environment is ambiguous and fast-moving. It rewards people who take ownership before being asked. Key job responsibilities People Leadership and Team Building : ▪ Manage, coach and grow a team of designers across levels, with clear expectations and honest, specific feedback ▪ Own hiring for your team, from bar-raising loop participation through onboarding and ramp ▪ Build career paths that develop craft and leadership together, and give designers work that stretches them ▪ Create a team culture where designers critique each other's work directly and improve it Design Quality and Craft Bar : ▪ Hold the quality bar for everything your team ships, across interaction design, visual craft, content and accessibility ▪ Run design reviews that raise the work rather than approve it, and make the standard explicit enough that others can apply it ▪ Drive adoption of shared design system components and patterns so quality scales without your presence ▪ Partner with UX research so evidence, not preference, settles design debates Prioritisation and Capacity : ▪ Decide what your team takes on and what it declines, against the domain's roadmap and the team's declared investment split ▪ Size design effort early enough that it lands in product plans rather than arriving as a constraint ▪ Match the engagement model to the ask, whether embedded, allocated, advisory or small-fix, and make the choice visible to partners ▪ Keep the team's commitments, owners and dates current so capacity is legible to the wider organisation Partnership and Influence : ▪ Represent design in roadmap, intake and toll-gate forums, and hold a position when the evidence supports it ▪ Translate customer pain into a case senior partners act on, using the team's customer value and evidence framework ▪ Build the working relationships across product and engineering that let design shape decisions early ▪ Model behaviour that exemplifies Amazon Leadership Principles A day in the life Your day starts with your team. You spend it in design reviews and one-to-ones, unblocking designers on the problems that need a second pair of eyes and pushing on the ones that need a higher bar. You move between a small number of standing forums where the work actually gets shaped: a leadership sync where priorities get set, working sessions with product and engineering partners where scope and sequence get agreed, and an open session where anyone across the business can bring a design question. In between you are in the work itself, reviewing flows and prototypes, weighing accessibility and content alongside visual craft, and making sure the standards your team sets are written clearly enough for other people to apply them. You decide what your team takes on and what it declines, and you size design effort early enough that it lands in a plan rather than arriving as a constraint. Some days you spend more time defending a design position than producing one. Both matter. About the team The Talent Solutions team is made up of forward-thinking UX designers and researchers. It aims to revolutionize the hiring experience at Amazon. Our design work has a direct impact on the lives of millions of Amazonians and job seekers with the goal of hiring the highest quality candidates in the industry. We're also customer-obsessed, driving impact across the company by delivering on user-centered and business needs. We support Amazon's mission to become Earth's best employer through making it easier to acquire, train and retain employees. - 7+ years of design experience - 3+ years of leading design teams experience - Experience working cross-team and synthesize feedback and input from product management, engineering, testing, and marketing Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit amazon.jobs for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner. The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at amazon.jobs . USA, WA, Seattle - 151,600.00 - 205,000.00 USD annually

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Must-haves

Key job responsibilities
Manage, coach and grow a team of designers across levels, with clear expectations and honest, specific feedback
Own hiring for your team, from bar-raising loop participation through onboarding and ramp
Build career paths that develop craft and leadership together, and give designers work that stretches them
Create a team culture where designers critique each other's work directly and improve it
Hold the quality bar for everything your team ships, across interaction design, visual craft, content and accessibility
Run design reviews that raise the work rather than approve it, and make the standard explicit enough that others can apply it
Drive adoption of shared design system components and patterns so quality scales without your presence
Partner with UX research so evidence, not preference, settles design debates
Decide what your team takes on and what it declines, against the domain's roadmap and the team's declared investment split
Size design effort early enough that it lands in product plans rather than arriving as a constraint
Match the engagement model to the ask, whether embedded, allocated, advisory or small-fix, and make the choice visible to partners
Keep the team's commitments, owners and dates current so capacity is legible to the wider organisation
Represent design in roadmap, intake and toll-gate forums, and hold a position when the evidence supports it
Translate customer pain into a case senior partners act on, using the team's customer value and evidence framework
Build the working relationships across product and engineering that let design shape decisions early
Model behaviour that exemplifies Amazon Leadership Principles
A day in the life
About the team
7+ years of design experience
3+ years of leading design teams experience
Experience working cross-team and synthesize feedback and input from product management, engineering, testing, and marketing
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
USA, WA, Seattle - 151,600.00 - 205,000.00 USD annually

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Keywords to mirror

accessibilitydesign system

Platform: amazon
Effort: medium

Benefits

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Health Insurance

Dental

Vision

401(K)

Paid Time Off

Parental Leave