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TALENTSEER
Presented by Kellie Sun
“Each design is a proposed business
solution — a hypothesis. Your goal is to
validate the proposed solution as efficiently
as possible by using customer feedback.” 
― Jeff Gothelf
MANIFESTO
Feb 2016 Jun 2017Jun 2016 Jan 2017
PRODUCT
DESIGN
INTERN
PRODUCT
DESIGNER
PRODUCT
OWNER
- Worked with PM
to improve the
experience of the
product
- Created digital
and print contents
for marketing
- Prototyped multiple
MVPs to find our niche
market
- Interviewed with 10+
recruiters to
understand the market
and potential users
- Managed product team
to deliver Talentseer 2.0,
including prioritize
features, roadmaps and
task management
- Led the end-to-end
research and design
process and coded the
front-end as well
- Created style guide and
build the css library
ROLE & TIMELINE
TALENTSEER 2.0
A SaaS product for helping staffing agency
to increase sourcing productivity
PRODUCT INTRODUCTION
PROBLEM STATEMENT
• Providing the organization a structured and
usable talent database.
• Allow the organization to collaborate around
data during the whole process.
• Automate sourcing and recruiting process.
DESIGN PROCESS
Competitive Research


I investigated similar products – Greenhouse, Jobvite,
Level, Workable, Hiretual, etc – to identify painpoints and
where TalentSeer can be unqiue.
Foundational Research


I started with understanding our target users -
recruiters. I recruited and led 13 user interviews
and gathered insights.
DESIGN PROCESS
Design Sprint


Led sessions with PM, Eng, Design, Marketing
and Ops to analysis and define the users and
goals of the product.
DESIGN PROCESS
Onsite Interview


I conducted onsite user research with different
concept mocks to validate the product direction.
DESIGN PROCESS
User Story


I created multiple user stories to communicate
with peers about user flows.

DESIGN PROCESS
Informational Architecture
I created low fidelity flows to illustrate the
experience at a high level.







DESIGN PROCESS
Design Iterations using the
Lean UX methodology

I created interactive wireframes to test the
flows and iterated on them.
DESIGN PROCESS
High Fidelity Mocks & Code


I created final mocks in Sketch and InVision. I helped
my engineers code HTML/CSS of the product.
DESIGN PROCESS
Design Iterations


After launching, we continued to test and ideate
on new features.



STYLE GUIDE
We started by looking
at the Material design
guidelines and other
template published
online, gradually
created our own style
guide with CSS-library.
AI powered
Activity Tracking
System
FOCUS AREAS
We build a light-weighted
ATS to help you view and
manage their pipeline.
Internal Talent
Database
FOCUS AREAS
We make everyone you
viewed on LinkedIn become
part of your own resources.
Not only yours, the talent
database is shared within the
organization.
Chrome Extension
on LinkedIn
FOCUS AREAS
We created this chrome
extension to bring seamless
sourcing experience between
our ATS and other sourcing
platform, like LinkedIn.
Onboarding
Experience
FOCUS AREAS
It is never an easy work to
use a new system. As a
startup, we delivers an
easy way to onboard.
Bring your colleagues.
FOCUS AREAS
Users / Settings /
Team Management
We provide different
control system for admin
and recruiters.
Internal Talent Database
PROBLEM STATEMENT
Provide the organization a structured and
shared internal talent database for
recruiters to search and maintain.
ONSITE FEEDBACKS
A
B
C
D
E
F
G
H
A: Most of users does not click into to view
details.
B: Lack of information that recruiters care, like
contact info, social media…
C: It is convenient to click skills to start
search. However, most users did not notice
this function.
D: No one uses tag function. The assumption
of this is to provide users a flexible way to
organize their talents.
E: Nobody uses the note function. The
purpose of notes is to make collaboration
easily to view other recruiter’s notes for a
candidate.
F: In most cases, this top area is blank.
G: Users complains the plain text of the
summary section and job details section.
H: Contact information is the most important
section for recruiters. However, the editing
process is way more complicated.
MAIN PAIN POINTS
Lack of
Information
No motivation
for recruiters
to maintain
Searching
experience is
too complex
ONSITE FEEDBACKS
How easy and intuitive to search through the talent pool?
(On a scale from 1 to 10, how many people rate over 7?)
How easy and intuitive to edit talents’ data?
(On a scale from 1 to 10, how many people rate over 7?)
21%
6%
USER STORY - INFORMATION
What is the top three information sourcers
care?
Contact Information AvailabilityCurrent title & Company
87%92% 64%
USER STORY - MAINTAIN
What things can motivate sourcers to
maintain candidate’s information?
Money Bonus Peer Pressure
92% 75%
USER STORY - SEARCH
Type search
strings in the
search bar
Use filter to
narrow down
the results
Open Profile
Add as
prospect
Easy Hard
Recruiters use filter different based on
the difficulty of searching
Active Looking
Location
Expertise
Years of Experience
Expertise
Years of Experience
Contact Info
USER FLOW
TALENT POOL
Hi, XiaojianJobs Talent Pool Manage Team
Personal Talent Pool (399)Talent Pool Shared Talent Pool (5,799)
Search People and Tags…
…
Alan Fletcher
Product Manager at TalentSeer
Softrware Engineer | Prospect"
…
Gertrude Henry
Product Manager at TalentSeer
Softrware Engineer | Interview"
…
Minnie Rivera
Product Manager at TalentSeer
Softrware Engineer | Prospect"
…
Mary Townsend
Product Manager at TalentSeer
2 Positions"
Millie Reid
Product Manager at TalentSeer
…
John Martin
Product Manager at TalentSeer
Softrware Engineer | Prospect"
…
Milton Burton
Product Manager at TalentSeer
Softrware Engineer | Prospect"
Donald Holmes
Product Manager at TalentSeer
Softrware Engineer | Prospect"
…
Estelle Gomez
Product Manager at TalentSeer
Softrware Engineer | Prospect"
…
Dennis Rowe
Product Manager at TalentSeer
Softrware Engineer | Prospect"
…
Sean Park
Product Manager at TalentSeer
Softrware Engineer | Prospect"
…
Connor Dunn
Product Manager at TalentSeer
Softrware Engineer | Prospect"
…
Sophia Ray
Product Manager at TalentSeer
Softrware Engineer | Prospect"
…
Benjamin Sullivan
Product Manager at TalentSeer
Softrware Engineer | Prospect"
85% Match with Product Manager
BY JOB
BY STAGE
BY STATUS
FILTER
#
APPLIED FILTER
#
#
BY RATING #
All
Open to Market
All
All
All
Viewed
Interviewed
Offered
$
15
33
1
15
$
clear all
35 Match
Open to Market %
v1.1 v1.2
Contact Information is not
obvious enough.
Users likes this version of filter
which has a more clear visual
hierarchy.
Users prefer to view contact
info directly. However, 5
candidates on one page is not
efficient way to review
candidates.
TALENT POOL
v2.1 v2.2
Skills is not the thing
recruiters will view at the
beginning.
The ownership of the
candidate motivates users to
contribute on talent database.
TALENT POOL - FINAL SOLUTION
SEARCH RESULTS
v1.1 v1.2
v1.3
Sort by relevance, no highlight
Highlight everything which
contains the keyword
Highlight only skills contains
the keyword
SEARCH RESULTS - FINAL SOLUTION
PROFILE
v1.1 v1.2
Easy Navigate within Talent
Database. Technical Constrains.
Information layout in this version
is easier to navigate by users
PROFILE
v2.1 v2.2
The navigation of this
layout is not flexible
The profile complete bar
motivates users to fill
more information
PROFILE - FINAL SOLUTION
IMPACTS AND FUTURE
How easy and intuitive to search through the talent pool?
(On a scale from 1 to 10, how many people rate over 7?)
How easy and intuitive to edit talents’ data?
(On a scale from 1 to 10, how many people rate over 7?)
21%
6%
76%
89%

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Portfolio_TS

  • 2. “Each design is a proposed business solution — a hypothesis. Your goal is to validate the proposed solution as efficiently as possible by using customer feedback.”  ― Jeff Gothelf MANIFESTO
  • 3. Feb 2016 Jun 2017Jun 2016 Jan 2017 PRODUCT DESIGN INTERN PRODUCT DESIGNER PRODUCT OWNER - Worked with PM to improve the experience of the product - Created digital and print contents for marketing - Prototyped multiple MVPs to find our niche market - Interviewed with 10+ recruiters to understand the market and potential users - Managed product team to deliver Talentseer 2.0, including prioritize features, roadmaps and task management - Led the end-to-end research and design process and coded the front-end as well - Created style guide and build the css library ROLE & TIMELINE
  • 4. TALENTSEER 2.0 A SaaS product for helping staffing agency to increase sourcing productivity PRODUCT INTRODUCTION
  • 5. PROBLEM STATEMENT • Providing the organization a structured and usable talent database. • Allow the organization to collaborate around data during the whole process. • Automate sourcing and recruiting process.
  • 6. DESIGN PROCESS Competitive Research 
 I investigated similar products – Greenhouse, Jobvite, Level, Workable, Hiretual, etc – to identify painpoints and where TalentSeer can be unqiue. Foundational Research 
 I started with understanding our target users - recruiters. I recruited and led 13 user interviews and gathered insights.
  • 7. DESIGN PROCESS Design Sprint 
 Led sessions with PM, Eng, Design, Marketing and Ops to analysis and define the users and goals of the product.
  • 8. DESIGN PROCESS Onsite Interview 
 I conducted onsite user research with different concept mocks to validate the product direction.
  • 9. DESIGN PROCESS User Story 
 I created multiple user stories to communicate with peers about user flows.

  • 10. DESIGN PROCESS Informational Architecture I created low fidelity flows to illustrate the experience at a high level.
 
 
 

  • 11. DESIGN PROCESS Design Iterations using the Lean UX methodology
 I created interactive wireframes to test the flows and iterated on them.
  • 12. DESIGN PROCESS High Fidelity Mocks & Code 
 I created final mocks in Sketch and InVision. I helped my engineers code HTML/CSS of the product.
  • 13. DESIGN PROCESS Design Iterations 
 After launching, we continued to test and ideate on new features.
 

  • 14. STYLE GUIDE We started by looking at the Material design guidelines and other template published online, gradually created our own style guide with CSS-library.
  • 15. AI powered Activity Tracking System FOCUS AREAS We build a light-weighted ATS to help you view and manage their pipeline.
  • 16. Internal Talent Database FOCUS AREAS We make everyone you viewed on LinkedIn become part of your own resources. Not only yours, the talent database is shared within the organization.
  • 17. Chrome Extension on LinkedIn FOCUS AREAS We created this chrome extension to bring seamless sourcing experience between our ATS and other sourcing platform, like LinkedIn.
  • 18. Onboarding Experience FOCUS AREAS It is never an easy work to use a new system. As a startup, we delivers an easy way to onboard. Bring your colleagues.
  • 19. FOCUS AREAS Users / Settings / Team Management We provide different control system for admin and recruiters.
  • 21. PROBLEM STATEMENT Provide the organization a structured and shared internal talent database for recruiters to search and maintain.
  • 22. ONSITE FEEDBACKS A B C D E F G H A: Most of users does not click into to view details. B: Lack of information that recruiters care, like contact info, social media… C: It is convenient to click skills to start search. However, most users did not notice this function. D: No one uses tag function. The assumption of this is to provide users a flexible way to organize their talents. E: Nobody uses the note function. The purpose of notes is to make collaboration easily to view other recruiter’s notes for a candidate. F: In most cases, this top area is blank. G: Users complains the plain text of the summary section and job details section. H: Contact information is the most important section for recruiters. However, the editing process is way more complicated.
  • 23. MAIN PAIN POINTS Lack of Information No motivation for recruiters to maintain Searching experience is too complex
  • 24. ONSITE FEEDBACKS How easy and intuitive to search through the talent pool? (On a scale from 1 to 10, how many people rate over 7?) How easy and intuitive to edit talents’ data? (On a scale from 1 to 10, how many people rate over 7?) 21% 6%
  • 25. USER STORY - INFORMATION What is the top three information sourcers care? Contact Information AvailabilityCurrent title & Company 87%92% 64%
  • 26. USER STORY - MAINTAIN What things can motivate sourcers to maintain candidate’s information? Money Bonus Peer Pressure 92% 75%
  • 27. USER STORY - SEARCH Type search strings in the search bar Use filter to narrow down the results Open Profile Add as prospect Easy Hard Recruiters use filter different based on the difficulty of searching Active Looking Location Expertise Years of Experience Expertise Years of Experience Contact Info
  • 29. TALENT POOL Hi, XiaojianJobs Talent Pool Manage Team Personal Talent Pool (399)Talent Pool Shared Talent Pool (5,799) Search People and Tags… … Alan Fletcher Product Manager at TalentSeer Softrware Engineer | Prospect" … Gertrude Henry Product Manager at TalentSeer Softrware Engineer | Interview" … Minnie Rivera Product Manager at TalentSeer Softrware Engineer | Prospect" … Mary Townsend Product Manager at TalentSeer 2 Positions" Millie Reid Product Manager at TalentSeer … John Martin Product Manager at TalentSeer Softrware Engineer | Prospect" … Milton Burton Product Manager at TalentSeer Softrware Engineer | Prospect" Donald Holmes Product Manager at TalentSeer Softrware Engineer | Prospect" … Estelle Gomez Product Manager at TalentSeer Softrware Engineer | Prospect" … Dennis Rowe Product Manager at TalentSeer Softrware Engineer | Prospect" … Sean Park Product Manager at TalentSeer Softrware Engineer | Prospect" … Connor Dunn Product Manager at TalentSeer Softrware Engineer | Prospect" … Sophia Ray Product Manager at TalentSeer Softrware Engineer | Prospect" … Benjamin Sullivan Product Manager at TalentSeer Softrware Engineer | Prospect" 85% Match with Product Manager BY JOB BY STAGE BY STATUS FILTER # APPLIED FILTER # # BY RATING # All Open to Market All All All Viewed Interviewed Offered $ 15 33 1 15 $ clear all 35 Match Open to Market % v1.1 v1.2 Contact Information is not obvious enough. Users likes this version of filter which has a more clear visual hierarchy. Users prefer to view contact info directly. However, 5 candidates on one page is not efficient way to review candidates.
  • 30. TALENT POOL v2.1 v2.2 Skills is not the thing recruiters will view at the beginning. The ownership of the candidate motivates users to contribute on talent database.
  • 31. TALENT POOL - FINAL SOLUTION
  • 32. SEARCH RESULTS v1.1 v1.2 v1.3 Sort by relevance, no highlight Highlight everything which contains the keyword Highlight only skills contains the keyword
  • 33. SEARCH RESULTS - FINAL SOLUTION
  • 34. PROFILE v1.1 v1.2 Easy Navigate within Talent Database. Technical Constrains. Information layout in this version is easier to navigate by users
  • 35. PROFILE v2.1 v2.2 The navigation of this layout is not flexible The profile complete bar motivates users to fill more information
  • 36. PROFILE - FINAL SOLUTION
  • 37. IMPACTS AND FUTURE How easy and intuitive to search through the talent pool? (On a scale from 1 to 10, how many people rate over 7?) How easy and intuitive to edit talents’ data? (On a scale from 1 to 10, how many people rate over 7?) 21% 6% 76% 89%