Problem

Once recruiters receive applications, there was no structured way for them to view, chat with, and shortlist the applicants. This was making the process confusing and complicated for recruiters.

Recruiters on calls asked for a list of curated applicants for them to pick from.

Qualitative insights

• Recruiters were finding it extremely hard to judge quality by just looking at a candidate’s profile or messages
• Recruiters were complaining that quality of candidates is low - so we needed to improve the quality by
  1. Up-skilling candidates
  2. Showing more information about candidates to evaluate profile better
• Existing candidate profiles don’t have all elements that a recruiter wants to know about a candidate so recruiters are having to manually ask each applicant for some of the elements like proof of work (portfolio), assignment, communication (chat)
• We had 2 flows for recruiters to view applicants. The ideal flow was very hidden and not many recruiters used it.

Quantitative insights

• Probability of a recruiter viewing a profile was ~30%. That is very low given that a lot of the screening process can be done by looking at the profiles itself.

• Number of uninitiated chats was also too high ~66% - Recruiters weren’t initiating conversations because they weren’t confident about the profile

• Number of users uploading POW had crashed since we removed it as a necessity to apply. We have been doing a decent job at connecting recruiters to applicants, and we need to make it easier for recruiters to judge a candidate

Improving the MVP designs

In the MVP designs - the CTAs to go to the recruiter and applicant dashboard were kept on the header which wasn’t the best UX at all since there were too many things, each asking for priority attention. To solve that, as a quick fix we used tabs to show the applicant and recruiter dashboards