Talent marketplace for Edge customers
Edge Technologies and Automations
Y 2025
Team members
2x Designers , 1 Product Manager
My role: Lead Product Designer
Devices
Web
Mobile phone
Softwares
Impact and final outcome
Self-enablement of customers will lead to more scalable workflows, increasing profits.
Rolled out to 10 enterprise customers who are more likely to expand their team
Controlled roll out to a few customers to understand how they interact with something more digital than what they are used to.
Understand and test the versions with internal team to guage the level of resistance and problems they may encounter with this distruptive intervention in place.
Get customer facing teams acquainted with this new process before we roll out to wider audience.
Final outcome is to make operations more scalable by promoting self enablement amongst our clients
Replace current manual process with automated processes and reduce overhead cost.
Context and current process
How do customers shortlist and conduct interviews with the talent?
STEP 1 : KICK-OFF
Customer schedules a kick-off call with Edge Sales Team. They explain their requirements to the Sales rep.
Interview date gets locked here.
STEP 2 : SHORTLISTING
Sales rep will share requirements via salesforce to the Marketplace team who will find top three candidates that customer can interview in their excel sheet
STEP 3: RESUMES SHARED
Sales rep will share the the word doc resumes with the customers and wait for their go confirmation. Interview date remains the same.
STEP 4: BATCH INTERVIEWS
Customers interview three candidates in a one hour session and makes their decision either in the same session or later in the day.
STEP 5 : SELECTION
One out of 3 candidates are selected and are contract is shared with them.
Research Methodologies
100+
Sales kick-off call were analysed with AI to understand how they look for the right talent and how they share their requirements.
120+
Interview calls with the talent were analysed with AI to understand what type of questions customers pose to the talent.
50+
Stakeholder sessions to map out all the nuances in the current process and plan our intervention in a more informed way
10+
Talent sentiment interviews to map out all the nuances in the current process and plan our intervention in a more informed way
Key insights from sales kick-off and interview calls
Sales kick-off call with the talent were analysed with AI to understand what type of questions customers pose to the talent.
Interview calls with the talent were analysed with AI to understand what type of questions customers pose to the talent.
What most important to customers?
Edge experienced
Edge may have talent in marketplace that is highly experienced working with Edge clients in the past. Placing them first is top priority.
Video to help guage communication
To ensure quality, we assess the communication skills of all talent, especially those from non-English speaking countries.
Medical Background
Overall Experience
Top skills
Persona Divisions
Talent
They need a platform to highlight their soft skills and potential, not just past roles.
Customer
80% of our customers are hiring for their medical practice and need to someone for back-end roles
They need someone with strong interpersonal skills and a background in healthcare administration.
Admin
They require a streamlined system for identifying ideal candidates based on specific criteria.
Business
Lack of automations are losing business meaningful insights and data they need to expand.
They require an integrated platform that aligns talent profiles with client needs and company goals.
Research was narrowed down to 2 major problem spaces
Problem 1
How to introduce a digital marketplace in the current hand-held ecosystem?
1
Replacing internal workflows and middle man with a new automated process runs a risk of becoming distruptive to the business
2
Customers are heavily reliant on hand-held system and are hardly reviewing resumes before the calls even. Most shortlisting is happening directly on the interviews.
Problem 2
How to replace current static resumes with something that adds more value
3
The current resumes are not highly static with no history being maintained. Key areas like communication often cannot be judged from these resumes.
4
With the new heirarchy identified in which customers make decisions, the resumes can target the key areas first. The resumes can also leverage AI to give quick summaries.
Exploration : Introduce a digital marketplace to the customers
Key flows to understand
First time customer hiring talent
Existing customer expanding team
Enter requirements flow
What if there are no roles available
Scheduling interviews
Shortlist and share with relationship manager
Not all of these features were priortised for the first few phases of the project
Wireframes were created to start discussing the flows with other customer facing teams to understand how their workflows can change for the better.
STEP 1 : WELCOME MESSAGE
STEP 2 : AREAS THEY NEED HELP WITH
STEP 3 : TASKS AND RESPONSIBILITIES
STEP 4 : PROVIDE OTHER DETAILS
STEP 5 : START BROWSING
STEP 6 : VIEW PROFILE
STEP 7 : SHORTLIST CANDIDATES
STEP 8 : INTERVIEW SHORTLISTED CANDIDATES
STEP 3 : NO TALENT FOUND SCREEN
Feedback on the wireframes from customer facing team
An intensive process that may not be adopted by the customer if not designed right. A decision was made to create a MVP version to test digitised profile and its value to the customers.
Key risk areas
We are potentially increasing the number of steps for them to find the talent. In the current state of things they do no have to assess these things.
We need to assess whether we should still keep batch interviews as an option.
Interview availability of the talent is something Edge has to manually check and ensure they are available. Full self service will lead to issues regarding availability until we have a more automated system in place to make it happen.
Feedback on the wireframes
Phased roll out : Designed intervention for only STEP 3 of the process to gauge customer interest in digital profiles before we commit to further features.
STEP 1 : KICK-OFF
Customer schedules a kick-off call with Edge Sales Team. They explain their requirements to the Sales rep.
Interview date gets locked here.
STEP 2 : SHORTLISTING
Sales rep will share requirements via salesforce to the Marketplace team who will find top three candidates that customer can interview in their excel sheet
STEP 3: RESUMES SHARED VIA LINKS OVER EMAIL
Sales rep will share the profiles via link and those profiles can be accessed over phone or web. These are interactive profiles with video and communication added here
STEP 4: BATCH INTERVIEWS
Customers interview three candidates in a one hour session and makes their decision either in the same session or later in the day.
STEP 5 : SELECTION
One out of 3 candidates are selected and are contract is shared with them.
Feedback on the wireframes
Outcome of this single screen profile viewer experience
Gained stakeholder feedback to confirm the viability of the profiles.
Customers liked the option of downloading along with a way to view the intro videos.
A company wide activity was initiated to understand what we can place as part of these profiles to highlight key talent value.
Customers did not understand items like energy and accent as they they couldn't determine where were these extracted from.
Exploration : Replacing word doc with a digital talent profile and further enriching those profiles.
Feedback on the wireframes
Existing PDF resumes that are being shared with the customers via email.
Gained stakeholder feedback to confirm the viability of the profiles.
Customers liked the option of downloading along with a way to view the intro videos.
A company wide activity was initiated to understand what we can place as part of these profiles to highlight key talent value.
Customers did not understand items like energy and accent as they they couldn't determine where were these extracted from.
Talent profile brainstorming : Key areas
SKILLS AND CERTIFICATIONS
All talent we hire comes has to go through same certifications and roughly acquire the same skills. How do we distinguish between each profile?
ASSESSMENT SCORES
Provide talent ways to assess their own skills and earn badges that allow them to stand out in the competition
TALENT COMMUNICATION SKILLS
Talent communication has to be assessed and scored in order for customers to be able to decide which one needs to be hired.
AI BASED SUMMARIES
To make browsing process easier for the customers
Key data availability challenges that made us divide the project into smaller phases
CURRENT DATA SOURCE
We had a basic application form that talent would fill in to apply at Edge. The data quality was subpar and most hiring were still happening on PDF resumes rather than entry forms.
FUTURE DATA SOURCE
With Talent Sign-up process along with Edge Assessments being in the pipeline, we expected the data to improve massively.
AI INTERVENTIONS
Based on the improve data source, we can layer it with some AI enhancements and target the exact areas that customers deem important when hiring for talent.
✅ Data that current exist
Education
Experience
Certification score
Skills
Tools
Edge Experience
Video Intros
⛔️ Data we had to work on
Match scores
Skill badges
Other badges
Communication scores
Peer and customer reviews
Profile views and impressions
Personality traits
Communication type
Experience summaries
Education summaries
Relevancy score (per opportunity)
Final outcome: Created a digital profile with existing data points as phase 1
CONTROLLED ROLL-OUT TO A FEW CUSTOMERS
The design was rolled out to 4-5 customers to assess if this is something that helps them make better decision.
BASIC PROFILE WITH ADDITION OF VIDEO INTRODUCTION TO ADD INTERACTABILITY
Video introduction was a huge addition which allowed customers to assess the candidate's communication before they went into the interviews with them.
EXPERIENCE AT EDGE GETTING THE IMPORTANCE IT NEEDS
Edge experienced candidates were often preferred as they have had experience working with similar clients and have consistently been trained.
Final Outcome
Proof of concept worked well with the customers and our internal customer facing teams.
Customers overall loved the idea of video introduction and liked the downloadable pdf option so they can share with other decision makers.
This established a good use case for our business to start working on scaling operations in a better way.
Customers are able to browse through shortlisted talent but still have no access to talent network or interview workflow. We need to expand further on the project to measure impact.
Next steps
Open up wider talent network to the customers with options to browse and filter through.
Create a workflow as part of Edge operations to allow people to shortlist and interview through the platform.
Enhance talent profile with the more data points that are more meaningful and easily scan-able for our busy customers.
