Understanding how creativity is recognized and rewarded in organizations is central to fostering innovation and performance. Although prior research has illuminated numerous workplace antecedents of creativity, far less is known about how nonwork behaviors shape perceptions of who is seen as creative at work. Building on theories of job engagement and domain spillover, I propose that high-engagement hobbies, defined as activities involving sustained effort, absorption, and personal investment, serve as heuristic signals of employee creativity and that this occurs because perceivers infer a positive relationship between high-engagement hobbies and in-role job engagement. Across two studies, I test the hypotheses that individuals with highly engaging hobbies are perceived as more creative and that this occurs because observers infer that they are more engaged in their work. Study 1 (N = 551) experimentally manipulated hobby type and found that perceived hobby engagement increased attributions of job engagement and, in turn, perceived workplace creativity. Mediation analyses confirmed that perceived job engagement explained this relationship. Study 2 (N = 165) extended these findings in a field context, demonstrating that engaging hobbies predicted higher perceived creativity among project team members, but these hobbies did not predict actual creativity. Together, these results reveal how outside of work activities spill over into organizational judgments, highlighting the processes through which engagement signals shape creativity evaluations.