onboarding design

Envisioning future of jobs on Indeed

  • Vision work
  • Desktop
  • Stakeholder interview
  • Concept testing

Problem: Jobs experience on Indeed was traditionally designed with small and medium businesses in mind. Those experiences did not accommodate complex needs of Enterprise employers.

Solution: We've created experience that was easy to use yet had layers of complex functionality available if needed. It gave employers tools to efficiently manage a large number of jobs and make changes to get the number and quality of candidates required.

Impact: "This will change my life! I will no longer be dreading logging-in to Indeed."

My role: UX Designer in collaboration with UX Designer, Sr. UX Researcher, Content Designer, Product Managers, Engineers, and stakeholders.

More on ProcessMore on final result


Complexity is the norm

During research rollup, we've learned that complexity is the norm for enterprise employers. Some recruiting teams have up to 20 team members, each managing up to 100 jobs at a time. All those jobs go into the same jobs list. Therefore, efficiency and organization are critical. The existing experience did not accommodate those needs. As a result, it was challenging and time-consuming to navigate and manage those jobs.

We've also learned that the hiring process in large organizations is a team effort. There were different people involved, but our existing job experience was not accommodating for those collaboration needs.

team structure

""Thank you. This makes things easier" to start hearing those sentiments coming back would be fantastic. It would let us know that we're on the right path in terms of actually making a difference."Sophie Parker, Product Director on Enterprise

Key goals

After stakeholder interviews and initial research, we've realized that there were many problems to solve. To avoid trying to boil an ocean, we prioritized key areas based on potential impact and effort as well as the feedback from customer success representatives:

  • Create a organization system for navigating and managing a large number of jobs efficiently
  • Provide decision-making guidance based on the data we had
  • Give employers better tools for collaborating

Next, we've defined Jobs to be Done so we can understand what was important for users. We tested them with users to make sure our scenarios were realistic.

Jobs to Be Done

As a recruiter, when a role opens unexpectedly and I'm feeling stressed and under pressure, I need to find a way to fill that position quickly with a qualified person, so that we can continue running a profitable business smoothly.

As a recruiter, when I'm just getting my day going unsure what to work on that day, I need to know what needs my attention, so that I can efficiently achieve my hiring goals.


Brainstorming ideas

During research roll-up, we've defined How Might We's that we later used in the brainstorming session. The brainstorming session included key stakeholders and cross-functional partners. Together, we came up with ideas that could help us solve the key problems that we identified. Some of them were:

  • Ability to filter all jobs to only the ones assigned to them
  • Ability to mark important jobs for easy access
  • Ability to quickly access a particular group of jobs
  • Show how jobs are performing and suggest improvements based on the data we had

Concept testing

We wanted to test some of the more innovative ideas on the conceptual level first to see what users think about them. In the process, some concepts changed based on the feedback, and some got eliminated. For example, the first concept was around collaboration. It gave a recruiter ability to send the job description to their colleagues for review. After they received the changes, they were ready to finalize the job post. During the research, we've learned that recruiters typically don't collaborate on writing job descriptions. Instead, they needed to explain why a particular job description decision was made and support their decision with data.

  • concept 1
  • concept 2

Low-fidelity testing and RITE study

After the concept testing, we created low-fidelity mock-ups. We tested them with users to get feedback on how those experiences worked. Then, we did a few rounds of testing that helped to identify and eliminate any usability issues. We iterated a lot and quickly and eventually got to the point where designs were intuitive and useful.

Create a job organization system

To help recruiters navigate their jobs efficiently, we've introduced saved searches as an easy way to recall and focus on a specific group of jobs.

We also introduced a concept of an assigned recruiter. That gave a manager a way to see who is working on a particular job. Recruiters could now quickly filter a long list of all job openings to only the ones they are working on.

  • Finalized Design


Signal performance and suggest improvements

To help recruiters quickly identify what jobs need their attention, we've introduced the concept of an applicant flow. It allows recruiters to see which jobs are lacking candidates and which ones have too many. By tapping the label, they can see a suggestion on what to do to improve the applicant flow.

Accelerate job management with automation

Job can fluctuate day to day. Adding rules can help employers manage this dynamic list at scale. For example, they can automatically assign all new jobs in Austin, Texas to a specific recruiter.


More information about this project and final mock ups are coming soon.