The brief.
An Indian consulting firm helps startups raise money, and much of that work lands in a pitch deck: the slides a founder puts in front of investors, where a confusing chart or a crowded page can cost a meeting. The firm needed a full-time, remote presentation designer to build those decks for its startup clients, working directly with founders to match each startup's brand and message.
The role sat between design and business communication. The designer had to be skilled in Adobe Photoshop and Illustrator, typography, color and data visualization, and also understand what an investor needs to see. A strong visual portfolio was not enough on its own; the work had to make complex ideas simple.
- Proven pitch deck design experience
- Familiarity with startups and how investors read a deck
- Adobe Photoshop and Illustrator
- Typography, color theory, layout and data visualization
- Animation and template design
- Collaborating with founders and translating their message into slides
- Full-time, remote
The funnel.
Sources: withRemote internal database, LinkedIn, Indeed
The problem.
Presentation design attracts a wide field. Graphic designers, brand designers, marketers and slide-template sellers all apply, and many portfolios look impressive. Very few show decks that had to persuade someone: a fundraising story, a market-size slide that survives an investor's questions, data that reads in five seconds.
So the screen was less about whether a candidate could design and more about whether they could think like the founder in the room. Of 503 profiles, 138 had the technical skills and a relevant portfolio. Only 44 had portfolios built around pitch decks, reports or business presentations rather than social graphics and branding.
The firm also needed someone who could work with founders directly and turn loose input into a clear slide. That is a communication skill, and it does not show in a portfolio.
What we did.
We sourced 503 profiles from our database, LinkedIn and Indeed, and screened them on technical skill, portfolio quality and fit with the firm's work, which left 138. A closer portfolio review asked one question: had the candidate built decks that make complex ideas simple and persuasive? 44 had, and went through phone and video interviews.
Eight candidates reached the client as a curated list with portfolios and résumés. Each was assessed on design skill (Adobe tools, layout, animation), on collaboration (taking a client's requirements and turning them into designs), and on business understanding (how startups and investors use a deck). One stood out for creativity, technical range, and the habit of starting from the client's goal rather than the template.
We then handled document review, background verification and the offer letter, and supported the client through remote onboarding.
What changed.
The client hired an experienced presentation designer with a background in investor-facing reports and pitch decks, and skills across data visualization, animation, template design and visual storytelling. The search ran from brief to hire in under four weeks, within the client's budget and timeline.
The designer took over the decks the firm's startup clients take to investors, which is the firm's core deliverable. The client met eight candidates to make the hire; we screened the other 495.
What it was worth.
What the same engagement would mean for a team hiring a designer whose work has to persuade, not just look good.
From brief to accepted offer, for a role that sits between design and investor communication.
The client met eight pre-vetted candidates. We screened the other 495 on portfolio and fit.
The hire came in inside the client's budget and timeline.
Document review, background verification, the offer letter and remote onboarding support.
How we ran it.
Brief
Mapped the role to the firm's deliverable: investor-ready decks, built with founders, in the Adobe suite.
Source and screen
503 profiles to 138 on skills and portfolio, then 44 whose portfolios showed decks and business presentations.
Interviews
Phone and video interviews on design, collaboration and business understanding. Eight went to the client.
Hire and onboard
One standout candidate, verified and offered, and onboarded remotely in under four weeks from the brief.
What made this work.
For design roles, the portfolio review decides the search, and the question you ask of each portfolio matters more than how many you see. Asking "is this beautiful?" would have passed most of the 138. Asking "would this persuade an investor?" passed 44, and every one of the eight the client met could answer it.