Case Study · Clovers · 2021 - 2024
Improving the Remote Hiring Experience
SUMMARY
At Clovers, I designed hiring collaboration tools that help HR teams recruit more efficiently, equitably, and with less bias. I led end-to-end design on One-Way Interviewing — letting hiring teams record questions once while candidates respond on their own time — plus live interview recording, guide templates, and inclusive language review.
DURATION
3 years
ROLE
Lead Product Designer
COMPANY TYPE
Start Up
SECTOR
HR Tech
01Context & Problem
We live in a highly connected world where teams can work together across continents, but hiring processes often remain outdated, siloed, manual and with a lot of room for bias. This came into stark relief in 2020 when the pandemic forced everyone into a remote setting, whether they were ready or not. At the same time, social and political movements brought workplace diversity, equity, and inclusion to the forefront, prompting organizations to re-examine how they attract, assess, and hire talent.
02The Solution
In 2021, Clovers was founded with the mission to make hiring more efficient, transparent, equitable and enjoyable. I worked with a small team of engineers, PMs and designers to develop a suite of collaboration tools for HR teams. For brevity, I’ll share a selection of those below and focus only on the in-depth process for the One-Way Interviewing tool.
Live Interview Recording & Collaboration
Using calendar integrations, the Clovers bot auto-joined scheduled interview video calls and recorded them, letting hiring managers focus on the conversation without the need to take notes. Once complete, the video would be uploaded to the platform where it would be transcribed and the hiring team could flag positive and negative moments, leave comments and rate the candidate based on predetermined skills and attributes.
One-Way Interviewing
Scheduling was one of the biggest pain points in our research of recruiters. The One-Way Interviewing feature on Clovers allowed hiring teams to record themselves asking questions, giving candidates a personal video interview experience while giving recruiters the ability to screen candidates without the scheduling hassle.
Interview Guide Generator
Busy hiring managers are often fitting interviews in to already packed schedules, meaning sometimes they show up unprepared and candidates end up getting very different questions and experiences. The Interview Guide Generator feature took this work off their plate by providing industry relevant interview guide templates that suggested questions, screened by IO experts to reduce bias. By using the same guide for each candidate, companies could provide a consistent experience and reduce bias in their hiring process.
Inclusive Language Helper
Clovers integrated a feature that helped hiring teams review all hiring documents, from emails to job descriptions, using an algorithm based in academically research to attract diverse candidates and reduce bias.
03Research
Along with market research and interviews with other clients, I flew to Tampa to sit with the Talent Acquisition experts at LivingHR to better understand their pain-points and workflows. Watching them go through their day, jump from call to call, get stood up by potential candidates more than once and try to keep track of it all while sharing key insights with their team helped me gather the information needed to concept the experience and share opinions on prioritization with the Clovers PM and engineering team. Less formally, I talked to friends and former coworkers who were on the job hunt to get their perspective on the interview process.
04Competitive Analysis
We completed an in-depth competitive analysis of existing one-way tools in the market, testing them, looking for gaps and how we could build a better experience. These screenshots show my deep-dive into one competitor, Willo. My cat Luna helped.
05Wireframes
Once we found the opportunities for improvement and settled on a set of features, I wireframed the experience to test our assumptions some existing clients and opened it up to feedback from internal stakeholders.
06High-Fidelity Designs
The core elements of the final design were simplicity and ease of use, allowing the hiring manager to set up their interview and record their questions quickly and for candidates to be able to record their responses and submit them easily.