Talent profile building- To help scale Edge Marketplace
Edge Technologies and Automations
Y 2026
Team members
2x Designers , 1 Product Manager
My role: Lead Product Designer
Devices
Web
Mobile phone
Softwares
Impact and final outcome
A unified profile that allows talent to track their journey, progress, and growth throughout the Edge hiring and work lifecycle.
A unified profile that enables talent to track their journey, progress, and growth across the entire Edge hiring and work lifecycle.
This creates a strong foundation for talent to go beyond waiting for interviews by actively showcasing their skills and increasing their chances of getting hired.
The hiring process is lengthy and demanding. Providing complete clarity across each stage ensures talent stay fully informed throughout.
3000+
Talent profiles build so far.
300+
Profiles built in the first week
112
Reported issues relating to bugs
Context and current process
A Talent Journey blueprint : What stages do talent go through and how many processes are running in the backstage to make it happen.
Layout hierarchy for talent profile
Talent completes an Edge application before interviews. The information provided determines the client matches.
STEP 1 : SCREENING
This is key step to be inducted into Edge. As part of this process they have to fill in resume, record a video intro and take some assessments.
STEP 2: CERTIFICATIONS
If they pass screening, they will be provided a link to complete a 4-Week certification program that will make them job ready. Towards the end they will use the knowledge to create better resumes.
STEP 3: TALENT NETWORK
Once certifications pass they are placed on the talent network. This is where they will be shortlisted for interviews. Interview preps will happen at this point to gauge preparedness.
STEP 4: INTERVIEW
Customers interview three candidates in a one hour session and makes their decision either in the same session or later in the day.
STEP 6 : ONBOARDING
One out of 3 candidates are selected and are contract is shared with them.
Key insights
Identified use cases: Types of talent who will be using this new registration process
First time applicant
Controlled roll out to a few customers to understand how they interact with something more digital than what they are used to.
Applicant who is re-applying after failing an assessment
Get customer facing teams acquainted with this new process before we roll out to wider audience.
Talent who returns to marketplace after being placed with a customer
Replace current manual process with automated processes and reduce overhead cost.
Talent who is applying in a specific trole
Replace current manual process with automated processes and reduce overhead cost.
Key insights
Key problems with current process that we can resolve with this unified approach
Video recording and upload errors
Talent consistently had troubles with a web based application format where if there was an error with video recording, they will have to re-fill the entire application again.
Single resume that can be improved with time instead of creating multiple.
Talent creates two resumes. One at the time of screening and the next at the time they are on the talent network. Going forward they will only need one.
Step by step guide with the right nudges and email notifications to ensure talent can track things properly.
Right now talent jumps from one platform to another as they move across stages and that can lead to a lot of confusion throughout the process.
Talent on talent network are completely are in the dark about how their profile is doing.
Talent is waiting for customers to respond and chose them but they have no visibility of this process.
Brainstorming
How might we create a unified platform for talent where talent can improve their profile and increase their odds of getting hired.
STRENGTHEN AND COMPARE THE PROFILE
Edge’s Edu program not only delivers new courses but could also evolve into an assessment platform. By adding optional badges with the help of our Talent Development team, talent can showcase their skills and make their profiles more distinctive.”
TRACK UPCOMING INTERVIEWS AND THEIR OUTCOMES
An average talent at Edge will interview at the company atleast 3 times before they get placed. This is a result of a batch based interview process which leads to 33% acceptance rate per batch. Talent will need to see how they are doing in their interviews and how they can improve with each option.
SEE HOW THE PROFILE IS DOING IN THE TALENT MARKETPLACE
Feedback from interviews, profile views and time spent on sessions is all important and engaging data for talent to know where they lie in the competition.
TRACK ONBOARDING WITH THE CUSTOMER
Once all hiring steps are complete, our goal should be to enable onboarding directly on the platform. Talent can be prompted to upload any relevant documents required at the time of hire.
Brainstorming
Concept 1: Viability check for profile builder after the screening process is complete (reduced scope)
Feedback loops was something that the stakeholders specifically mentioned they will need to ensure quality profiles for customers.
Simpler profile builder without added steps like certifications, trainings and assessments to keep the scope simple and product easier to test
Talent on talent network are completely are in the dark about how their profile is doing.
Final outcome
What didn't work?
Talent still will have to create two resumes in the whole processes. This splits our data into two parts rather than in one unified database.
Without having the talent database working and current marketplace thoroughly accessed, we couldn't launch something that can ve very distruptive.
Brainstorming
Concept 2: Replace the entire screening stage with the new talent profile builder - A single resume approach
Key areas to work on
PROFILE CREATIONS & JOB PREFERENCES
Talent on talent network are completely are in the dark about how their profile is doing.
VIDEO INTRODUCTIONS
Feedback loops was something that the stakeholders specifically mentioned they will need to ensure quality profiles for customers.
FEEDBACK LOOPS FOR PROFILES
Simpler profile builder without added steps like certifications, trainings and assessments to keep the scope simple and product easier to test
Brainstorming
PROFILE AND JOB PREFERENCES
A clear sign up screen to check country eligibility
A step by step breakdown of what to expect
A form to ask for their job preferences and other plans.
Build the profile by adding skills, experience etc
Pop up to add any details they need to as part of their profiles
Final outcome
What worked?
STEP BY STEP GUIDE LED TO LESS TALENT COMPLAINTS ON EXPECTATIONS
A step by step guide shows up at the end of each step. This informs the talent of exactly where they are in the process and what to expect next.
JOB PREFERENCES
With an easy interface to add experience , education etc, talent feels more responsible on filling all these details accurately.
DESPITE INCREASED TIME TO CREATE PROFILE, TALENT TAKES MORE RESPONSIBILITY OF FILLING IT OUT ACCURATELY.
With an easy interface to add experience , education etc, talent feels more responsible on filling all these details accurately.
Brainstorming
VIDEO INTRODUCTION
Start the video recording journey with quick un-skippable video guide.
Read the prompt and prepare the notes before hitting record.
A count down to make them acquainted to the recording environment
Check how it looks and retry if needed.
The video keeps on recording in the background.
Final outcome
What worked?
ADDING A VIDEO GUIDE AT THE START
This improved the quality of the recorded videos and helped talent understand the type of video they were expected to create.
ENDLESS TRIES TO KEEP ON IMPROVING AND INCREASING CHANCES
Talent can now record multiple takes and update their video intro anytime if they feel they can do better. Many realize after completing trainings and certifications that they could improve their video, and we now give them the opportunity to do so.
THE LOADING OF THE VIDEO HAPPENS IN THE BACKGROUND PREVENTING DELAYS
Previously, we saw high drop-offs during video recording due to long loading times, which made talent think something was wrong. Now, loading occurs in the background, allowing talent to continue building their profiles uninterrupted.
Brainstorming
PROFILE FEEDBACK LOOP
This was a specific request from the stakeholder to ensure quality control over the talent and profiles being onboarded. Profiles that don’t meet the standards will either receive feedback or be rejected.
Final outcome
What worked?
QUALITY OF THE TALENT PROFILE IMPROVED
The feedback loop ensured that each profile that was moving to talent marketplace will be throughly vetted and quality is fully assured.
TALENT FEEDBACK FORMAT
Feedback can be shared section wise with complete breakdowns.
PROFILE VIEWS AND IMPRESSIONS
Review how your profiles are doing on the talent marketplace.
Brainstorming
Other aspects we worked on
EMAIL TRAILS
Email trails were maintained to ensure talent receive timely reminders and notifications, keeping them informed of all activity on their profiles.
STATES AND VARIATIONS IN THE SCREEN
Each screen presented unique Edge cases and state variations that needed to be addressed, all of which were tracked on the platform.
RECORDED AN IN HOUSE VIDEO GUIDE
The Edge product team internally handled the video guide storyboarding and shared it with the marketing team for execution.
USED AI FRIENDLY SHADCN LIBRARY
AI was leveraged wherever possible to accelerate delivery timelines. For this, we updated our design system to the more flexible, AI-friendly Shadcn library.
The tickets were constantly being monitored to identify any breakages or UI/UX related issues that can be resolved in next phases.
Final Outcomes
Future considerations
NOT ALL PERSONAS WERE CATERED TO IN THE FIRST VERSION
About 90% of Edge use cases were covered in the Phase 1 launch. Remaining cases—such as return talent, special jobs, and fast-tracking applications—were planned for the next phase.
SKILLS ADDED ON THE PROFILE CURRENTLY ARE NOT VETTED.
Skills added by talent during application don’t necessarily reflect their actual strengths. Introducing mechanisms like endorsements or skill assessments could help verify these skills and make profiles more authentic.
THE PROFILES TOWARD THE END LOOK TOO SIMILAR, WITH NO CLEAR DISTINCTIONS.
Elements like badges earned through assessments or other verifiable achievements can help make each profile stand out. We didn’t introduce this in Phase 1 to keep the scope manageable.
INTERVIEW FEEDBACK REPORT CARD FOR TALENT
Currently, talent can make any edits to their profiles, but these changes are often uninformed. Our goal is to provide feedback and report cards from interviews and mock sessions, enabling talent to improve consistently.”
