Role:
Lead UX/UI Designer
Lead UX/UI Designer
Timeline:
6 months
6 months
Team:
Reporting to Director of Marketing. Team of 2 designers and 6 other key stakeholders.
Reporting to Director of Marketing. Team of 2 designers and 6 other key stakeholders.
Tools:
Adobe Creative Suite, Figma, Framer, HTML/CSS, Optimizley
Adobe Creative Suite, Figma, Framer, HTML/CSS, Optimizley
the project
At Polygon Group, I led end-to-end design of our careers websites to enhance our employer branding and streamline the candidate experience. Now, after implementation of a pilot platform for the Swedish career site, it’s already generating more than 20 000 monthly site visits and hundreds of candidates every month.
At Polygon Group, I led end-to-end design of our careers websites to enhance our employer branding and streamline the candidate experience. Now, after implementation of a pilot platform for the Swedish career site, it’s already generating more than 20 000 monthly site visits and hundreds of candidates every month.
At Polygon Group, I led end-to-end design of our careers websites to enhance our employer branding and streamline the candidate experience. Now, after implementation of a pilot platform for the Swedish career site, it’s already generating more than 20 000 monthly site visits and hundreds of candidates every month.
At Polygon Group, I led end-to-end design of our careers websites to enhance our employer branding and streamline the candidate experience. Now, after implementation of a pilot platform for the Swedish career site, it’s already generating more than 20 000 monthly site visits and hundreds of candidates every month.
Starting point
When this project began, the Polygon Group faced a fragmented approach to presenting career opportunities across its global branches. Different countries and divisions maintained separate, inconsistent career pages, leading to a lack of cohesion in our employer branding.
When this project began, the Polygon Group faced a fragmented approach to presenting career opportunities across its global branches. Different countries and divisions maintained separate, inconsistent career pages, leading to a lack of cohesion in our employer branding.
See below two screenshots of the previous career and recruitment experience in Sweden and Germany.
See below two screenshots of the previous career and recruitment experience in Sweden and Germany.
process
To ensure the careers page redesign met the diverse needs of the Polygon Group, I collaborated closely with three key stakeholders representing different positions within the organization.
Together, through a series of workshops in a participatory design practice, we identified a relevant user journey, wireframes and user personas.
To ensure the careers page redesign met the diverse needs of the Polygon Group, I collaborated closely with three key stakeholders representing different positions within the organization.
Together, through a series of workshops in a participatory design practice, we identified a relevant user journey, wireframes and user personas.
By actively involving stakeholders throughout the process, I was able to balance strategic goals with an intuitive user experience. Below you can go through the user flow of the careers page that was created in collaboration with the key stakeholders.
By actively involving stakeholders throughout the process, I was able to balance strategic goals with an intuitive user experience. Below you can go through the user flow of the careers page that was created in collaboration with the key stakeholders.
Finished prototype
The iterative and collaborative process was the foundation which built this entire design.
The iterative and collaborative process was the foundation which built this entire design.
Check out my other projects!
Check out my other projects!
