Beyond the job board
A company's career site is often one of the first places candidates visit to learn about the organization, explore opportunities, and understand its culture.
Customer interviews and support tickets revealed that recruiters wanted more than a list of job openings. They wanted career sites that showcased their company and encouraged candidates to apply, but creating and updating them often meant relying on designers and developers.
We built a no-code career site builder to give recruiters more control over their candidate experience. In the pilot, career site usage grew from 300 to 800, while reliance on design and development teams decreased.
My role
Product Designer
Team
1 Product Designer
1 Product Manager
4 Engineers
Timeline
About 3 months
01
The Challenge
Career sites needed to do more than list jobs, but recruiters couldn't change them on their own
For many of our SME customers, career sites were little more than job listings. Yet, a career site is more than a place to find openings. It's an opportunity to sell the company to potential candidates, showcase its culture, and give them reasons to apply without leaving the page to research the company elsewhere.
But creating a richer experience or making even small updates required design and development support, costing recruiters time and effort. They also lacked visibility into how candidates moved from visiting the site to viewing jobs and completing applications, making drop-offs harder to identify.
The challenge was to give recruiters the freedom to build and update their career sites independently, create a compelling candidate experience, and understand how effectively it turns visitors into applicants.
02
How & what I found
It started with a conversation.
While speaking with recruiters, I wanted to understand how they used their career sites and what they wished they could do differently.
One recurring request stood out: they wanted more than just a list of job openings. They wanted a space to showcase their company and give candidates a better reason to apply.
Was this a one-off request? No!
To understand whether this was a recurring problem, I went through customer support tickets and found similar requests.
Some wanted to change the embedded job listing's colors and background to match their company website. Others wanted more flexibility to add content and make updates without depending on design or development teams.
40+
Support tickets in a year
03
What I designed and why
Giving recruiters control over their career sites
Recruiters needed more than a list of jobs. They needed the flexibility to shape their company's brand, manage content, and publish updates without relying on design and development teams. Here's what the experience needed to support.
No coding required
Recruiters needed to create and manage their career sites without technical expertise.
Brand consistency
Career sites needed to reflect each company's visual identity, from colors and logos to typography.
Flexible content
Recruiters needed to add, edit, and remove sections based on their hiring needs.
Easy to maintain
Making small updates shouldn't require a developer or designer every time.
Candidate experience
The site needed to showcase the company and encourage candidates to explore and apply for jobs.
Site traffic
Recruiters needed to understand how candidates interacted with the career site and where they dropped off.
A simple publishing flow
Going live needed to be straightforward, without unnecessary technical steps.
Built for SME teams
The experience needed to give smaller recruiting teams more independence despite limited design and development resources.
Mapping the flow first
Before designing screens, I mapped the feature end to end
Old flow
A basic setup with limited customization
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Add brand color and logo
Apply basic branding using the company's logo and brand color.
Publish site
Publish the career site with the available customization options.
New flow
A more flexible experience that gives recruiters greater control over branding and content.
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Configure the site
Customize the site's visual identity, from brand colors and logo to typography.
Add and customize sections
Choose relevant sections and tailor the content to showcase the company and its opportunities.
Publish site
Publish the customized career site and share the company's story with potential candidates.
04
Final output
A guided start to building a career site
I designed an onboarding experience to help recruiters get started with creating their career site and understand how to move through the setup process.
Carry the company's identity
into the career site
A career site should feel like a natural extension of the company's main website, not a separate experience. Recruiters needed a way to maintain a consistent brand identity across both.
A closer look at the
available sections
The site was made up of individual sections that could be added and managed based on each company's needs, giving recruiters more flexibility than a page limited to job listings.
Give recruiters more control
over the final look
I designed style customization controls that let them adjust the appearance of individual sections without writing code. This helped make the experience more flexible while keeping website customization accessible to non-technical users.
Keep the site relevant as
hiring needs change
I included the ability to delete sections so recruiters could keep their career sites focused and up to date without needing technical support for routine content changes.
From customization to a
live career site
After configuring the site's branding and arranging its content, recruiters could publish the finished career site without depending on developers to take it live.
This completed the end-to-end experience, giving recruiters a way to create, customize, and publish their career sites independently.
05
The impact
300 → 800
Career site usage
Fewer dependencies
Recruiters could make changes independently.
2×
Faster site creation & changes
2×
Candidate retention