Candidate sourcing redesign.

Design Lead

About Untapped

Untapped's mission is to make the world more equitable by broadening access to transformative careers. After updating Untapped analytics, I was tasked to redesign the sourcing experience.

Sourcing Problems

  • Recruiters are going through applicants manually and/or relying on hours of outbound sourcing to find the right candidates.

  • It’s very difficult to find the relevant information to go through each candidate and see if they’re a fit.

  • Tools don’t talk to each other, making it difficult to sync and streamline the workflow end-to-end.

  • It’s difficult to manage a high-volume pipeline.

Ranked Solutions

  1. Speed up recruiters’ process by providing a better way to showcase candidate details.

  2. Bulk skip in outbound.

  3. Bulk candidate tagging.

  4. Speed up recruiters’ process by making it easy to take action on an individual candidate profile.

⭐️ I started with showcasing candidate details.

Auditing

The initial approach provided a quick overview of information through images that didn’t help fully understand which candidates were qualified for the job.

Design Iterations

I spent some time refining and designing different versions, then constantly reviewing designs with the design and product teams during critiques.

Testing Plan

2 Versions of sourcing were tested.

The design team worked together to create a testing plan and distribute areas of ownership.

Research

The research was done using Maze. I creased polls, prototypes, and designed questions to validate the designs.

Synthesis and findings

I put together everything that I learned in a Google Doc which I shared with the team.

Content Ranking based on user research.

Immediate suggestions to improve the experience.

✏️ Language clean up:

Reducing the clutter by selecting the most important information from the candidate pipeline and providing context after recruiters have taken certain actions allows for a smooth flow.

🔎 Hide global search bar:

Sourcing had 2 visible search bars which were creating confusion and frustration. Most participants used the more prominent global search bar to find candidates for a specific job, this action didn’t align with their expectations.

ℹ️ Strategically group information:

Based on the level of importance, group information together and place the most critical data at the top of each candidate card.

🔁 Avoid repeating information:

Resumes and candidate profiles contain the same information most of the time, be sure to provide the most recent job history.

I also created a document with hypotheses and long-term solutions.

Getting ready to ship

I put together handoff specifications and logic documents for engineering.

Bug-bashing

Before shipping this feature, I worked with my team to organize a bug-bashing session. We also took this time to prioritize what we found and a final implementation review.

A cross-functional team effort

We made sure to include marketing once the feature was in a good state, emails were delivered to clients to inform them of this new update.

Results

Based on the success metrics defined during this project, we will know that this update is successful if the number of saved and skip candidates starts to increase.

*Results measured in Mode.