Your Last Product Designer Quit Six Weeks Ago (You’re Not Telling Me Why)
Got a call last week. Startup, Series A, looking to hire a product designer.
“Our product designer had to leave suddenly. We need someone to pick up where they left off. Everything’s documented. Figma files are clean. Should be straightforward.”
I asked: “Why did they leave?”
Long pause.
“It just wasn’t the right fit. Culture thing.”
“How long were they with you?”
“Eight months.”
“And they left suddenly?”
“Had to. Personal reasons.”
I’ve heard this pitch about a dozen times this year. Different companies. Same script. The product designer leaves “suddenly” after 6-9 months. “Personal reasons.” Files are ready. Just need someone to execute.
Here’s what they’re not telling you: the last product designer didn’t leave because everything was fine.
The Pattern You’re Supposed to Miss
When a company is urgently hiring a product designer to “pick up where the last person left off,” they’re not hiring you to do product design. They’re hiring you to inherit a situation that already broke one person.
The previous product designer left because:
Option 1: The client is impossible
Seventeen stakeholders. Every decision requires three meetings and a Slack thread. The CEO’s opinion changes based on what competitor they looked at that morning. “Quick feedback” means rewriting the entire approach.
Your predecessor spent eight months in revision hell. Designed the same onboarding flow four times. Never shipped anything. Got blamed for “not moving fast enough.”
They didn’t quit. They escaped.
Option 2: The team is broken
PM doesn’t involve product design until implementation. Dev built half the features without designs. The “design system” is 47 random components with no logic. Three different navigation patterns across the product.
Your predecessor tried to fix it. Got told “we don’t have time for that right now.” Watched the product get messier. Realized nobody actually wanted product design—they wanted production.
They left before it destroyed their portfolio.
Option 3: The expectations are fantasy
They wanted a senior product designer who could “own the entire product experience” for $80K and 20 hours a week. No team. No research budget. No time for discovery. Just “make it better.”
Your predecessor did heroic work for six months. Burned out. Realized the company wanted $200K of output for freelance budget.
They quit before the resentment became permanent.
Option 4: Something genuinely awful happened
Maybe the founder is abusive. Maybe they don’t pay on time. Maybe they promised equity that never materialized. Maybe the “personal reasons” are real but the company created them.
Your predecessor won’t tell you because they signed an NDA or they’re just done talking about it.
You won’t find out until you’re in it.
What “Personal Reasons” Actually Means
When hiring a product designer becomes urgent, “personal reasons” is code for:
- “We can’t say why they left without looking bad”
- “They threatened to leave unless things changed, we didn’t change, they left”
- “We fired them but don’t want to say fired”
- “They quit mid-project and we’re in crisis mode”
- “The real reason makes us look incompetent”
Personal reasons exist. People have life situations. Family emergencies. Health issues. Relocations.
But when a company is desperately hiring product design help six weeks after someone left “suddenly,” and they get vague about why, it’s not personal reasons. It’s political reasons.
This is the same pattern I see when companies try to avoid fixing their actual business problems with design work.
The Discovery Call Red Flags
Here’s how you know you’re about to inherit a disaster when hiring a product designer:
Red Flag 1: “Everything’s documented, you can start immediately”
Translation: They’re so desperate they’ve skipped the part where they figure out if you’re a good fit. They just need a body in the seat.
If everything was actually fine, they wouldn’t need someone “immediately.” They’d take time to hire well.
Red Flag 2: “The Figma files are clean and ready”
If the files were clean and the product design was solid, why did the last product designer leave?
Either: the files aren’t actually clean, OR the problem isn’t the files—it’s the team, the process, or the client.
Red Flag 3: “We just need someone to execute, the strategy is set”
You’re not being hired as a product designer. You’re being hired as a production vendor to implement decisions someone else made.
When that strategy fails (it will), you’ll be blamed for “not executing well” even though you had zero input on the strategy.
Red Flag 4: “Our last designer was great, we’re still friends”
If you’re still friends and they were great, why aren’t they finishing the project? Why the urgency?
This line is meant to reassure you that they’re not the problem. But if the product designer was great and left anyway, that’s worse. It means something about the situation was intolerable even for someone good.
Red Flag 5: “You’ll have total creative freedom”
No, you won’t. The last product designer probably heard this too.
What it actually means: “You have freedom until we disagree with you, then the CEO decides.”
Why This Keeps Happening
Companies burn through product designers and don’t learn because:
They blame the person, not the situation
“The last designer just wasn’t senior enough” / “didn’t understand our space” / “wasn’t the right culture fit”
Translation: The last product designer correctly identified that we don’t actually want product design, we want validation of decisions we already made.
This is the core issue in most design outsourcing relationships—companies hire designers thinking they want strategic thinking, then get frustrated when designers question their assumptions.
They hire urgently instead of well
When someone quits and projects are on fire, hiring becomes panic-driven. They skip discovery. Lower standards. Just need someone to put out fires.
You become firefighter #2. When you burn out and quit, they’ll hire firefighter #3.
They don’t fix the thing that broke the last person
The process that made the previous product designer miserable is still the process. The stakeholder who vetoed everything still vetoes everything. The roadmap that deprioritized product design improvements still deprioritizes them.
New person, same disaster, same outcome.
What I Ask Now (Before Agreeing to Anything)
If a company is hiring a product designer to replace someone who left recently, I ask:
“Why did your last product designer leave?”
If they won’t tell me, I decline. If they say “personal reasons” with no detail, I decline. If they say “culture fit,” I ask what specifically didn’t fit. Vague answers = hidden problems.
“What would they say was the hardest part of working with you?”
This forces honesty. If they say “I don’t know,” they weren’t paying attention. If they list things that sound reasonable, we can talk. If they say “nothing, everything was great,” they’re lying.
“What did they try to change that you didn’t let them change?”
Every product designer pushes back on something. Process, priorities, approach. If they didn’t push back, they weren’t doing their job. If the company won’t admit they overruled the product designer on anything, they’re rewriting history.
This question reveals the real power dynamics. Most companies want designers who execute their vision, not designers who challenge it.
“Can I talk to them?”
If the parting was actually amicable, they’ll connect us. If they hesitate or say “they’re not available,” I know something’s off. Most people will be honest if you ask them directly: “What went wrong?”
“Show me what they delivered.”
Not just Figma files. Show me what shipped. What got implemented. What actually made it to production. If the answer is “nothing shipped yet,” that’s the problem. The product designer wasn’t failing. The company was failing to ship.
When It’s Actually Fine
Sometimes a product designer leaves for legitimate reasons and it’s not a red flag:
- They got a full-time offer they couldn’t refuse
- They moved cities/countries for family
- Health reasons that genuinely required stepping back
- The project scope genuinely ended (rare, but happens)
You can tell it’s legitimate because:
The company isn’t panicking
They’re taking time to hire well. Not rushing. Not desperate.
They’re transparent about what happened
“They accepted a full-time role at [Company]. We’re happy for them. Here’s where we’re at.”
No weird vagueness. No hedging. Just facts.
The previous product designer is willing to talk
They’ll do a handoff call. Answer questions. Recommend what to prioritize.
If they ghost you or refuse to engage, that’s a sign something was wrong.
The work actually shipped
The product shows evidence of real product design decisions. Not just mockups in Figma. Actual implemented improvements.
If nothing shipped in 6-9 months, the problem wasn’t the product designer. This is how you separate UX debt that’s being addressed from UX debt that’s being ignored while designers burn out.
What I Do Now
I stopped taking projects where the previous product designer left “suddenly” and the company won’t explain why.
Not because I’m picky. Because I’ve seen this pattern too many times. The company that burned through one product designer will burn through another unless something fundamentally changes.
And nothing fundamentally changes just because they hire someone new.
The stakeholder who made the last product designer miserable? Still there.
The process that prevented anything from shipping? Still there.
The roadmap that deprioritized design improvements? Still there.
Same situation. Different person. Same outcome.
If a company is serious about hiring product design help after someone left, they need to answer: “What are we changing so the next person doesn’t leave for the same reasons?”
If they can’t answer that, they’re not ready to hire. They’re just looking for the next person to blame when the product doesn’t improve. Understanding how to work with design partners means understanding what makes designers leave—and fixing those things before hiring the replacement.
When a product designer quits suddenly and a company is urgently hiring a replacement, there’s always a reason they’re not telling you.
Sometimes it’s embarrassing. Sometimes it’s legally complicated. Sometimes they genuinely don’t understand why the person left.
But if they can’t or won’t explain what went wrong, you’re walking into the same situation that broke the previous person.
The files might be clean. The brief might sound clear. The timeline might seem reasonable.
But the thing that made the last product designer quit? That’s still there.
And it’s going to break you too.
Your call.