HireSync was built to address the misalignment that often occurs between hiring managers and recruitment teams during high-volume scaling. In many organizations, candidate feedback is scattered across emails, chat apps, and meeting notes, leading to inconsistent hiring bars.
This project focused on creating a collaborative evaluation platform that centralizes feedback into data-driven candidate scores.
My role
UX Lead
Defined the collaborative evaluation framework and candidate scoring system, ensuring a seamless feedback loop between recruiters and hiring managers.
Project duration
5 months
Working team
2 frontend developers
1 full-stack engineer
1 product manager
1 UX researcher
2 content strategists
*close collaboration with talent acquisition and HR legal teams
Project highlights
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More hires
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Faster hiring
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Team alignment
Top Tier User Experience award
The Problem
Talent acquisition teams at global enterprise firms were struggling with "feedback fragmentation." While recruiters were finding qualified talent, the decision-making process was stalling because stakeholders were providing feedback in different formats and on different timelines.
This lack of a unified evaluation system led to significant "candidate ghosting" and a high rate of offer rejections. Because the hiring teams couldn't agree on a candidate's fit quickly enough, top-tier talent was often snatched up by competitors who had more streamlined, decisive processes.
The objective was to design a workspace that forced transparency and speed into the evaluation loop. We needed a solution that would allow a diverse hiring committee to reach a consensus based on objective criteria rather than subjective "gut feelings."
The Solution
We developed the "Sync Score," a weighted evaluation matrix that aggregates feedback from every interviewer into a single, real-time dashboard. This allowed the recruitment lead to see exactly where a candidate stood in the eyes of the entire team without waiting for a weekly sync meeting.
The platform was built with "Collaborative Review" at its core. We integrated threaded comments directly onto candidate profiles, allowing team members to challenge or support specific ratings in a transparent environment. This reduced the need for back-and-forth emails and kept the entire history of the hiring decision in one place.
The Vision
The long-term vision for HireSync was to eliminate the "bias gap" in professional recruitment. We aimed to create a system where data-driven insights could flag potential biases in real-time, ensuring that every candidate is evaluated purely on their merit and potential fit for the role.
By making the hiring process more collaborative and transparent, we wanted to help companies build stronger, more diverse teams. We envisioned a world where the "time-to-hire" metric is no longer a source of stress, but a competitive advantage that allows companies to secure the best talent the moment it becomes available.
Phase 1: Research & Discovery
I conducted a series of workshops with internal recruiters to map out the "decision journey" of a typical hire. The findings showed that the average candidate was discussed in at least four different software tools before an offer was made, confirming the need for a centralized "Single Source of Truth."
Phase 2: Execution & Prototyping
During this phase, we iterated on the "Candidate Scorecard." We moved away from simple "Pass/Fail" buttons and toward a nuanced rating system based on specific core competencies. I built high-fidelity prototypes in Framer to test how managers would interact with conflicting feedback from their peers.
Project Outcomes
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More hires
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Faster hiring
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Team alignment
Top Tier User Experience award
My Impact
As the Lead Product Designer, I was responsible for the end-to-end user experience, from initial stakeholder interviews to the final handoff of the React-based design system. I specifically focused on the "Automated Trigger" UI, ensuring that setting up complex API rules felt accessible even to non-technical users.
Learnings and challenges
What did we learn?
Objective criteria reduces decision fatigue
When we provided structured rubrics, interviewers felt more confident in their ratings and spent less time agonizing over the "final verdict" for a candidate.
Anonymous feedback leads to more honest alignment
We discovered that junior team members were often influenced by a senior leader's rating. Implementing an "Initial Blind Rating" feature ensured that every voice was heard without bias.
Challenges we faced
Aggregating subjective opinions into a mathematical score
It was a massive UX challenge to turn qualitative comments into a quantitative "Sync Score" without losing the nuance of the interviewer's perspective.
Integrating with legacy ATS systems
Many large firms use very old Applicant Tracking Systems. We had to build a complex data bridge to ensure HireSync could "read and write" to these systems without causing sync errors.
Designing for high-speed scanning
Recruiters often look at hundreds of profiles a day. We had to iterate on the information architecture dozens of times to find the perfect balance of "enough data" vs. "too much noise."
Conclusion
HireSync taught me that recruitment is a team sport, not a solo mission. By designing for the "Group Dynamic" rather than just the individual user, we were able to solve a problem that had been costing companies millions in lost productivity and missed talent opportunities.
