Team page design: what belongs beside a portrait?
A company’s team page contains twelve portraits and twelve job titles. A visitor still cannot tell who would coordinate their project. The issue is less about photography than the question each card answers. A useful team page explains the working relationship without trying to make the company appear larger. The cards in this article are original planning examples, not real employee records or recruitment announcements.
Start with the reason a visitor looks at the team
Someone reviewing an architecture practice may want to understand its design approach. A manufacturing buyer may need to know who handles technical discussions. A studio client may be interested in creative responsibility. Write the card around that question. If an internal title is unfamiliar to outsiders, explain the responsibility in a short sentence instead of inventing distinctions between people doing similar work.
For example, under “Project coordination”, the sentence “Coordinates project communication from the first meeting to handover review” may be more useful than an abstract leadership adjective. It should still describe the real working arrangement. Do not add responsibilities someone does not hold merely to fill space or make a biography sound impressive.
Build each card from verifiable information
Beside the name and role, include a concise responsibility, relevant experience and, where useful, a project link. Experience does not have to be presented as a year count or an awards list. An approved description of someone’s contribution can be enough. Check the scope and currency of any credential; a shared badge should not imply that every person holds it.
For a solo business, a founder-and-working-method page may be more natural. Do not represent occasional photography, development or writing support as permanent employees. If collaborators need to be introduced, describe the relationship accurately. A clear account of responsibility helps the visitor assess the work more than an inflated headcount does.
Give portraits a consistent frame and an honest context
Similar crops, dimensions and lighting can make the page coherent. Do not substitute stock or generated faces for actual employees. Agree the use of the photograph and biography with the person before publication. On a phone, check that the face remains visible and the name is still clearly associated with the image.
W3C’s image guidance says a text alternative should convey the information an image contributes in context. Naming the person can be useful for a portrait; if adjacent text already provides the same information, consider whether repeating it adds value. Avoid keyword lists and unnecessary descriptions of appearance. The image’s purpose in that particular card should guide the choice.
Inspect a sample role card
Decide contact and maintenance together
A personal phone number does not have to appear on every card. One business enquiry route may be easier to manage if it reaches the appropriate person. Add verified information that supports the decision, such as languages available for project discussions. Assign responsibility for updating names, roles and links when they change.
Before launch, ask someone to find who they would contact about a new project and how. If the answer cannot be found on the page, improve the content first. Our guide to evidence-based customer stories explains how to connect claims to real work. The project archive and website design service provide starting points for discussing that structure, without presenting anyone else’s achievements as team experience.
Frequently asked questions
Is it a disadvantage to show a small team?
The page need not be a size contest. Clear responsibilities, working capacity and contact arrangements help a visitor assess the relationship.
Does every person need a separate page?
Short cards are sufficient when there is little distinct information. Avoid generating several almost identical biographies by changing only the names.