What do you look for in a designer?: Paul Budnitz, founder, Kidrobot
Enter a caption (optional)Paul Budnitz is the founder of Kidrobot, makers and retailers of limited-edition toys and apparel. Fusing graffiti, fine art, industrial design, graphic design, illustration and music, Budnitz has turned his obsessions into an art, with three stores/galleries and numerous collaborations with artists of all disciplines. The designer-as-entrepreneur reflects both the enterprising nature of designers looking toward the future and society's ever-increasing fascination with play.
1. What do you look for when hiring a designer?
Everybody who works at this company needs to function part time either as a designer, or at the very least as a critic that can help us to make creative decisions. Part of our creative process includes grabbing people who come from different places and figuring out whether or not a new design is undeniably excellent. My job is knowing who is needed for each project. I hire people that have passion for creating beautiful things, that are willing to be flexible and get themselves and their own egos out of the way when necessary. And that have a sense that Kidrobot is all about collaboration and making many decisions very fast under pressure. I have a tendency to kill projects that just aren't working, and that can happen after a lot of time and energy has been invested in them. We don't have time for people that are putting themselves first.
2. Is there a particular "tell" that signals a good or bad fit?
Some people have no common sense--you can send them out to buy a tube of toothpaste and they'll make a mess out of it. Others you can just say, "our t-shirts aren't working, the colors are too dull," and they'll come back with a dozen options, half of which are useful.
Near as I can figure common sense is something that you either have, or don't. I don't have the experience of people developing common sense over time.
I have no patience for people who attach their egos to everything they do; those people tend not to be creative thinkers. I'd rather hire someone with little experience, but with talent, energy, and an open mind than a veteran who can't get out of the box.
3. What is your best interview "horror story"?
I don't have any horror stories, because if an interview isn't working after about 5 minutes I politely thank the candidate for taking the time to meet with me, and just tell them that it isn't going to work and move on.
I come to interviews with a sense of gratitude--this person is taking their time to talk to me. From that position it is easy to get out of the room quickly if that is what is needed.
4. What is the single most valuable piece of advice you could give to those on the hunt?
I had a candidate come to me, and she said, "I have been bussing tables for the past 12 months because I was waiting for the perfect job. I'm here because I want to work for you more than anything and if I don't work for you, I'd rather go back to work at the restaurant until something else comes up that's worth my time." I hired her almost three years ago and she's worked her way pretty high up in our company now.
My advice is, show up and be genuinely passionate about the job if it's one you really want. If you're ambivalent, and you can afford to, wait for the right thing to come along.
The best simple advice I can give is, SHOW UP EARLY. I never consider a candidate that is even five minutes late.
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