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How might we make the hiring process easier for recruiters and hiring managers?


Affinity mapping, Interviewing, Ethnographic research, User profile, Wire-framing, Site-mapping Low-fidelity design, High-fidelity prototyping


CrunchT uses A.I. to source candidates and organize hiring information in one place. 


While the site is up at the product is set to launch by Feb 2022.

My role.

During my internship with CrunchT, I worked on the employer side of the software. I collaborated with designers, data scientists, front and back end developers, and product managers 


Key Features :

Feature 1.


The dashboard organizes all relevant data about candidates and job postings in one place.

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Feature 2.


Users are able to post a job listing and monitor candidate pipeline on the same platform. 

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Feature 3.


CrunchT uses Artificial intelligence to parse resumes and suggest recommended candidates for specific job listings.

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- Starting Point -

  • Recruiting can be a time consuming process and an unfit candidate recommendation can often cause reputable damage. 

  • I interned with CrunchT, whose goal was to use Artificial intelligence to create a software to ease the hiring process for recruiters and hiring managers.

  • I began by conducting primary research to understand the problem in more detail and empathize with my users. 

  • I collaborated with product managers, designers, angular engineers, back end developers and data scientists to design the UI/UX of the software.

- Hypothesis -

Artificial Intelligence can be used to make the hiring process more efficient and less time consuming for recruiters and hiring managers. 

- Primary Research -

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Janine, Project Manager

"We don’t have too many problems getting candidates to the phone, it's more about after that. Since the start of the pandemic the market has been hot so organizing and tracking loads of data with teams becomes difficult" 

- Organizing data -

Based on the user research we compiled an affinity map to organize our qualitative data. I first jotted jotted down key words and phrases from the questionnaires and interview transcript, sorted them by users, and then proceeded to organize them into thematic clusters. 

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- Synthesizing Insights -


Collaborate + Communicate

The lack of a one stop platform made it difficult to manage and keep track of candidate and teammate communication.

Ideal candidate sourcing

Users had a hard time finding viable candidates that were fit for a particular role

One stop platform

Users used many softwares for candidate sourcing and applicant tracking. This lead to a lack of seamlessness between platforms and added confusion.

Simplified and intuitive

Users felt that existing ATS/ candidate sourcing softwares were unnecessarily complicated. They needed a simple/ easy to use platform.

More digestible Data

The data visualization available on certain platforms is too overwhelming whereas some platforms didn't provide much visual data.  

Less manual work 

With the lack of a one stop platform there is a lot manual data entry required to keep all platforms in sync. 

- User Profile -

We started our with a user persona, however since the recruiting process is so varied across different companies I suggested that we convert it to a user profile to avoid focusing on recruiters and hiring managers for specific firms/ roles. 

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- Redefined Problem -

How might we design an all in one, simple platform to help hiring managers and recruiters source and organize candidates and candidate information?

- Competitive Analysis -

We conducted a competitive analysis with all the competitors we identified in our research to identify features that were solving the user problems we were attempting to solve for. 

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- Brainstorming -

We created a table to brainstorm features for each user need. I empathized with our users along the way and listed all ideas without being held back by technical/ budget constraints. 

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- Feature Roadmap -

At this point I had an understanding of what features users prioritized. I created a roadmap based on the user needs and the ease of implementation by consulting with our front and back end team. Although the goal is to solve for all pain-points and develop a one stop-platform we also had to make sure the MVP is simple and intuitive and not cluttered with features. We were faced with a tight budget and technical constraints that we had to keep in mind while prioritizing these features. 

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- Wireframing -

Now that we had finalized features for the MVP, I moved on to wireframing.

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- Design System -

To ensure our designs were scalable and to reduce dev effort, I developed a design system. The visual design is inspired by competitors such as LinkedIn, while also adding more colors and a cleaner look to reduce the overwhelming emotions attached to recruiting processes. 

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- High Fidelity Design/ Site Map -​


- Test & Iterate -

I conducted usability tests over zoom with 4 potential users. We gave them a goal (ex. Post a job) and watched where the were facing difficulties. While they were able to navigate through, letting us know that the product was simple and intuitive, we were faced with some questions we had to iterate our designs to solve for. 

1) "How do I account for multiple round interviews and background checks in the pipeline"


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Although we used a very generic recruiting pipeline, we hadn't accounted for the different facets and nuances every pipeline might have. 

We added a feature where users are able to customize the default pipeline for each job by adding, rearranging and deleting pipeline stages. 

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2) "Let's say someone applied through LinkedIn and I add them into my CrunchT platform manually. How can I keep track of where they applied from initially?"

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Initially users could add candidates manually into the CrunchT pipeline if they had applied externally. However, this provided no insights and data on how they applied. This eliminates important data and could get confusing.

I added a field where users could input the platform through which candidates have applied. This information would then reflect on their application.

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3) "How would I know whether a majority of applications are actually through CrunchT vs. other recruiting platforms?"

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Initially I designed with the assumption that since this is a one stop platform, users wouldn't need to post listings on other websites. However, users felt hesitant about putting all their eggs in one basket with this platform and stressed the importance of knowing which platform was generating the most applicants.

I changed the line graph on the dashboard (which was earlier reflecting candidate pipeline info) to display quantitative candidate info across different platforms. The platforms will reflect the platforms inputted by the user when adding candidates manually (see above). 

- High Fidelity Prototype -


- Reflection -

Keeping a process journal was hugely beneficial: Although I tried to follow the double-diamond process for the most part, there were times when I went back and forth with the process. It was helpful to keep an account of my processes so I could organize it better when adding it to my portfolio. 

Working with business goals/ front-end issues:  As a start-up, there were budget constraints and limitations in terms of angular development that we had to keep in mind while balancing business goals with user needs. Unfortunately adding team members/ sharing data across workspaces is a feature that could not be included because of these limitations despite its high impact in solving a user need (collaboration + communication).

Working out of my comfort zoneAs a student I've only been on the other side of the recruiting process, empathizing with my users was a challenge. I also had no experience with softwares used by recruiters and had to invest a lot of time into competitive research. However, I feel I've learnt the most through this project and feel much more confident to take on a challenge I have less experience in.