Tiffany Chang
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Twine

Twine: Internal Mobility & Recruitment

Overview

Large companies experience employee turnover for various reasons, one of which is because employees feel a lack of opportunities for growth within the current company. That may not always be true as large companies have international offices, many departments and roles, and therefore many opportunities for employees to be reallocated into better fit or desired roles. Twine aims to mitigate turnover and new hire costs, increase employee retention, and empower employees to grow with, and not out of, a company. 

Target Users

Twine consists of two products: the B2B platform is made for Hiring Managers and HR Recruiters, while the B2C platform engages the employees. 

My Role

I was the product designer focusing on the UI/UX of the B2B platform and the first version of the B2C platform. Occasionally, I worked on s0me marketing design.

Product

Enterprise: HR Managers & Recruiters

HR Managers and Recruiters use the dashboard for quick and comprehensive candidate review per each open requisition. Their inputs help determine the fit score which sorts and preferences specific candidates for the role. 

Dashboard:  left column provides constant role information, easy to compare to candidate information on right. Candidate panel rotates candidate information.  Colors  highlight important information pivotal to decision making and action items. 

Dashboard: left column provides constant role information, easy to compare to candidate information on right. Candidate panel rotates candidate information. Colors highlight important information pivotal to decision making and action items. 

Popup  collects further information on HR's rationale behind selection. This enables more intricate analysis and accurate fit score. Colors easily signify selection.

Popup collects further information on HR's rationale behind selection. This enables more intricate analysis and accurate fit score. Colors easily signify selection.

 
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Consumer: Employee

Employees are able to search and discover open roles that are fit for their interests. Consumer and Enterprise sides of the platform are linked. 

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  1. Hover Tags: e.g. "Saved job!" helps user get acclimated to the UI interpretations. These buttons and icons are consistent across the entire product.
  2. Insights Driven: Jobs displayed on the home dashboard are recommended based off fit between role qualifications, HR identification, and employee preferences. Containers highlight key information that are relevant to the employee's preferences. Colors and icons (like the up arrow) clearly signifies improvement. 
  3. Feedback Buttons: not only does it help the employee sort through jobs, it provides the backend algorithm a stronger understanding of the user's preferences and desired job. On the HR end, it creates a strong feedback collection point as they are able to see if a specific candidate has expressed interest for a job. If HR identifies the employee as a good fit and the employee has signified a job as preferable, we get a mutual match.
  4. Notifications: Notifications are sorted by type, indicated by the icon for streamlined review. 
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Simple filtering that sort cards containing job information. Cards highlight key details about the role, pivotal to user decision making. UI components are consistent across consumer and enterprise UI.

Looking Forward

The current product is an MVP and can be iterated upon gaining more critical insights on HR pain points and usage patterns. More importantly, it would be critical to see how these data points and methods of aggregating increase retention rates. Looking forward, I am curious to dive deeper into which metrics are the strongest for determining fit, match, and increasing retention and how the product can be better designed to collect those data points while maintaining the simplicity of usage.