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why’d I have to break what I love so much
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It sounds like you're already unfairly biased against the candidate due to your own ego and insecurities. Like, it's good that you recognize your own jealousy, but this would be a good subject to bring to a therapist because it doesn't sound like a healthy trait you want to carry forward in your own professional career. How can you ever mentor/manage others or lead a team if you're jealous of people who might be more talented than you?
Does she really not have enough experience, or are you afraid she'll be hired and outshine you?
Is there someone who can replace you on the interview loop who might be less biased?
Definitely I think you should ask the logical questions around the role. Don't try to stop someone else from getting what they deserve because of your insecurities.
If you're smart enough you will learn from her and also she might learn from you.
Not sure I understand the problem. You want the job instead?
I mean, that's not far off. I had a conversation with my boss about how growth is extremely important to me at this point in my career and we originally intended to hire mid-level. Due to some higher up decisions, it was switched to senior level. I was hopeful that we'd hire someone mid-level and that I could grow into someone that could help to lead that designer, and that goal was sort of flipped on its head.
I also generally am still struggling with hiring someone with 2 YOE at 1 company as senior level, when I was hired to a mid-level role that requested 5+ YOE in the job listing.
I think try to be open to the fact that different companies have different definitions of junior/mid/senior and perhaps they corrected that over time (so now they’re hiring someone with less YOE to be a senior). Or possibly they want to be open to not cutting people off who have less YOE on paper but more “valuable” experience. Say someone worked in an in house role where they were hired as a designer but they only worked on print design specifically vs an agency role where they work on a big range of projects. Personally I’d see their experience very differently, even if they had a gap in YOE. For designers I really think portfolio is much more important than YOE. You could sit in a role and basically slack off and still rack up YOE.
I’ve been in situations where I’ve “led” people who are more senior to me and it is stressful. Especially if you feel like they think you’re incapable etc. I think you could ask them what experience they have leading a team. Or what experience do you have working with difficult senior stakeholders? (See how they respond to authority/seniority) Have you mentored other designers before?
In the end, you are the one who will have to be working with them. You always have the option to leave and try to find a senior role if you feel strongly about it.
You can also just ask “why are you the best person for this job” and see what comes out of that… a “senior” title and what the responsibilities are varies between companies so it really depends what you’re looking for in this senior role
@OP, If you're mid-level, are you junior to the senior designer? I think that's what you meant, but it was unclear.
Correct! Still would be managed by the CD, but my CD has mentioned multiple times that she wants someone I can learn from.