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Pro
How I’m feeling today..
Alas, I don't qualify.
Chief
This shouldn’t be news to people but it is.
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Skillset/portfolio work.
Pro
Portfolio.
I'd rather have a great creative for a year or two, than a mediocre one for 5.
I think skills and portfolio can be two different things. While a portfolio can and should be an indication of one’s skills, it’s not always the case.
Creatives put stuff in their book when all they did was banner ads or they were one of 10 creatives on a project. Then there are some who haven’t worked at big agencies or made revered work.
To hire someone based off their skill set reminds me of CP+B in their glory days when they’d hire t-shirt designers, sign painters, construction workers, etc. I think that contributed to their cool work, because those hires weren’t hardwired by the typical agency culture and those who made hiring decisions were able to see potential through one’s skill set.
Hiring someone off a book is seeing I have the Oreo Doomsday Vault in my book, and saying “So many awards! Much wow! Must hire.”
It takes a special kind of recruiter, Creative Director, or ECD to be like the former.
Portfolio. Only boomers care about longevity.
Unless they’re spending years at a top tier agency, I’d wonder why they’ve decided to stick around for ages at a shop that isn’t giving them anything for their folio. Not that there’s anything inherently wrong with that, but you have to be right with it.
Portfolio
Chief
Both, but I definitely consider the work first before I ever look at career history.
When I’m hiring for more senior roles, I look to see if someone has stayed longer than 2 years anywhere. If they havent, I usually ask a lot of follow up questions to see if theyve just left for good reasons or if theyre the type of creative that just resigns the second things get difficult.
Pro
Longevity like, time served per job, or experience in years total? Skillset and portfolio work I’m sure are going to win your poll (and I agree), but I also, personally, would be wary of hiring someone who had a bunch of 6 month non-freelance stints in a row. Hiring is a pain, and I wouldn’t want to have to fill the role again if they’re going to bail at the first sign of discomfort.
Pro
I don’t disagree with you. But my primary point is there are people who leave for legitimate reasons and there are people who find problems with every place they go and refuse to stick it out. I’m just wary of hiring the people for whom it seems to be a pattern. Like with relationships, when people always say it’s their exes fault, it’s often them that’s the problem.
Portfolio
Skill set and portfolio, for sure. Longevity is only an issue if you have been with one company for life, and interviewers might want to make sense of why you're angling to leave, or if you move every 12-18 months into lateral roles, and they might want to understand what's behind the jumps.