High-volume hiring platforms

Both organisations hire at volume across many locations and business units. At the bank, candidates applied through a basic form with no status tracking while recruiters worked from spreadsheets and email. At the conglomerate, every business had its own job categories, approval chains and compliance rules — yet candidates met the same generic application.

Turn fragmented, rule-heavy hiring into simple, guided workflows — for candidates who apply once and recruiters who screen hundreds — without hiding the rules each business genuinely needs.

UX research through to frontend design: stakeholder interviews with HR teams across regions, parallel candidate and recruiter journeys, role-based information architecture, an AI-assisted job-description flow, English and Hindi layouts, and build-ready specs reviewed with Product and Engineering.

1. 01

   Decision

   Map both sides before any screen.

   Why it mattered

   Candidates and recruiters touch the same application from opposite ends. Mapping both journeys in parallel exposed the handoffs where applications stalled.

2. 02

   Decision

   One front door, entity rules behind it.

   Why it mattered

   Business-unit rules drive conditional form steps, so a candidate only sees what applies to the role they chose — one portal instead of one per business.

3. 03

   Decision

   Make status the product.

   Why it mattered

   A pipeline board for recruiters and a status timeline for candidates replaced email chasing with one shared source of truth.

• One portal

  ⇄

  Entity-specific rules

  Trade-off

  A single candidate experience, with conditional steps driven by each business unit’s rules instead of separate portals.

• Recruiter speed

  ⇄

  Candidate clarity

  Trade-off

  Bulk actions and pipeline views for recruiters; plain status and next steps for candidates — the same data at two levels of detail.

1. Journeys
2. Rules
3. Specs

I ran interviews with HR teams, reviewed workflows with HR staff before handoff, and worked with Product and Engineering to align screens with existing HRMS integrations — then delivered build-ready specs for desktop, tablet and mobile.

Hiring rules, two languages and two user types meant a lot of states to get right. AI widened what I could explore and check; I made every call.

• ChatGPT

  Used for

  Clustered stakeholder-interview notes and HR feedback into pain points and themes; drafted edge cases, error and empty states for multi-step applications.

  What it got us

  Pain points agreed sooner; broader edge-case coverage before design started.

• Figma AI

  Used for

  First Draft for recruiter dashboard and pipeline variations; realistic candidate test data and Hindi text to stress-test layouts.

  What it got us

  More directions compared early; bilingual layouts checked against real text lengths.

• Figma Make

  Used for

  Clickable application and screening flows to simulate micro-interactions and surface missing states.

  What it got us

  Flows reviewed with HR staff as working prototypes, before handoff.

• Claude

  Used for

  Reviewed form markup against WCAG 2.1 AA — labels, error messaging, keyboard order — and drafted handoff documentation.

  What it got us

  Accessibility issues caught before build; a cleaner handoff to Engineering.

Stays human — problem framing, which rules a candidate should see, and every design decision.

Complex rules don’t need complex screens. Most of the work was deciding which rules a candidate should never have to see.