When it comes to building a strong component design team, there’s always a debate: is it better to hire someone inexperienced but with some formal training such as college or technical school, or someone with years of hands-on experience? The truth is, both matter—but not always in the way people think.
I’ve worked with designers who came straight out of school with impressive technical knowledge. They could quote code requirements, and had a solid grasp of structural principles. But when it came to applying that knowledge in the real world—understanding common framing practices in your area, working with production teams, understanding field conditions, or navigating the quirks of customer expectations—they were still green.
On the flip side, I’ve met designers who never had formal training but learned the ropes on the job. They could spot a framing issue at a glance, and had a sixth sense for what would work and what wouldn’t. But sometimes, they struggled with the technical side—especially when codes changed or software updates introduced new features.
So what really makes a great designer? In my experience, it’s not one or the other—it’s a blend. And more importantly, it’s a mindset.
The Value of Training
Formal training gives designers a strong foundation. It teaches them the “why” behind the “what.” Why certain loads matter. What works in the shop, or on the site.
Training also helps standardize knowledge. When you bring someone in who’s been through a structured program, you know they’ve been exposed to the basics. That’s a huge advantage—especially when you’re trying to build consistency across your team.
But training alone isn’t enough. Without real-world context, even the best-trained designer can struggle to make decisions that work in the field.
The Power of Experience
Experience teaches nuance. It’s the difference between knowing how to design a truss and knowing how to design one that won’t drive your shop foreman crazy. It’s understanding that a layout might look perfect on paper but still cause headaches on-site because of how the building is framed.
Experienced designers often have a deep understanding of what works in practice. They’ve seen mistakes play out. They’ve had to fix things under pressure. They’ve learned from conversations with production crews, salespeople, and builders.
That kind of insight is hard to teach—but it’s invaluable.
Bridging the Gap
The best component design teams find ways to combine training and experience. That might mean pairing new hires with seasoned mentors. It might mean sending inexperienced designers to the shop or job site to see how their work plays out in the real world. It might mean encouraging experienced designers to take refresher courses or dive deeper into the technical side.
Whatever the approach, the goal should be the same: help designers grow in both directions.
I’ve seen junior designers flourish when they’re given the chance to learn from veterans. And I’ve seen experienced designers sharpen their skills when they’re exposed to new tools and ideas. The key is creating an environment where both types of growth are encouraged—and where asking questions is seen as a strength, not a weakness.
Final Thoughts
So, what builds a great designer? It’s not just training. It’s not just experience. It’s curiosity, humility, and a willingness to learn—no matter how long you’ve been in the business.
I’d love to hear your thoughts. What’s helped you grow as a designer? What kind of training or experience made the biggest difference in your career? Drop me a line—I’m always interested in how we build better teams in this industry.