Onefinnet
Talent
TEAM
Ishaan Gupta (that’s me!)
Ashritha Akula (Associate Product Manager)
Prakhar, Aamir & Yash (Frontend Developers & Interns)
Saurabh & Khushi (Backend Developers )
TIMELINE
1+ years
MY ROLE
System design alongside PM & Stakeholders, UI flows, copywriting,
prototyping, components & styles, Competitive landscape analysis
Problem - Hiring inefficiency
Startups often struggle to find and hire the right talent at the right time. Recruiters deal with too many applications, manual screening, and lack of coordination between hiring teams. This leads to delayed hiring, mismatched candidates, and lost productivity — all while startups are racing to scale fast.
Defining the gap
Communication gap
Hiring teams and recruiters often work in silos, leading to misalignment on job roles, feedback loops, and priorities.
Efficiency gap
Recruiters spend hours manually sourcing, shortlisting, and scheduling, slowing down the entire hiring process.
Insight gap
Most decisions are gut-based, not data-driven, resulting in poor fits and repeated hiring efforts.
Experience gap
Candidates face delays & lack of updates, leaving a negative impression of the company’s brand.
Going back to how it started…
Let's walk through and validate the reasoning behind some of these design decisions together.
Solve for unstructured hiring decisions
Every day without the right hire slows progress. Manual hiring drains time, effort, and focus from what matters most — building the product.
Scoping down to data-backed recruitment
Recruiters and founders spend:
Over 40% of their week on repetitive hiring tasks.
No feedback loops or real-time updates.
Over 70% of startups lose top candidates because of slow or disorganized hiring workflows.
Understanding the hiring ecosystem
We talked to 8 recruiters, 5 founders, and 10 candidates across early-stage startups to uncover what really happens behind every hiring challenge.
💬 Some questions about hiring that led us to build Onefinnet Talent.
Key takeaways from interviews
Hiring isn’t as easy as it looks
Modern recruitment is dependent on collaboration between founders, recruiters, and AI tools — all working in sync.
Misalignment at any stage leads to lost candidates and wasted time.
Tools that bridge clarity, collaboration, and speed redefine hiring success.
The emotional toll on recruiters
Recruiters often feel pressured from both sides — founders want speed, candidates want clarity.
They constantly juggle expectations, data, and deadlines.
What they really want? Control, visibility, and confidence in their decisions.
Who are we designing for?
Benchmarking the Best (and the Rest)
I studied platforms like Ashby, Workable, BambooHR and Lever to understand how they handle hiring workflows, data migration, and recruiter experience. The goal was to uncover usability gaps, workflow inefficiencies, and opportunities for Onefinnet Talent to introduce a more streamlined, AI-driven alternative
While some legacy platforms struggle to provide consistently, this becomes a key differentiating factor, especially for startups and fast-scaling teams that depend on speed, clarity, and automation
✨ Introducing Onefinnet Talent
A single platform to automate hiring from start to finish. An AI hiring assistant that works as hard as you do.
Onefinnet Talent simplifies recruitment with automated shortlisting, engagement tracking, and real-time insights — keeping every team member in sync and in control.
❋ LIFE AFTER WIZZ :) ❋
Recruiter’s Application
High level goal
AI that supports your instinct — not replaces it.
Our goal is to give recruiters the same clarity AI brings to every other business function — so hiring feels strategic, not stressful.
Reduce time-to-hire with smart automation.
Helping pediatricians prioritize counseling over consultations to build rapport
with parents & kids.
Adding Jobs to start hiring
Setting up jobs is one of the most crucial steps, as job descriptions serve as the core representation of what a role truly entails. It’s essential to have complete clarity on all requirements from the start — because, in many cases, the actual responsibilities extend far beyond what’s stated in the JD.
Adding Jobs to start hiring.. coz thats what everyone wants
Stages of Job creation flow
This flow isn’t just about user experience — it’s about business conversion and trust.
HRs already using other tools don’t want to learn something new — they want to do the same work faster and smarter.
Reduce friction (no long forms, familiar structure)
Build trust (AI assists but doesn’t control)
Show value instantly (context overview + automation)
Fit into existing habits (upload old JDs, save drafts, customizable settings)
This flow was then optimized to reduce friction, automate repetitive tasks, and deliver context-driven recommendations—ultimately shortening the turnaround time for job creation.
❋ job creation flow - FINAL DESIGN ❋
Enhancing AI Candidate Reports
Candidate results play the most crucial role in the hiring cycle — the clearer and more detailed the insights, the faster and smarter decisions recruiters can make to move candidates to the next stage.
Understanding the need
Clarity that drives action
Each report section was restructured to highlight the most relevant data first — reducing information overload and enabling recruiters to make faster, data-backed decisions.
Built for cognitive ease
Every visual and content block was designed to minimize cognitive load, ensuring that insights are absorbed effortlessly and recruiters can focus on evaluating talent rather than decoding reports
❋ Rejected due to multiple user-related issues identified during scheduled interviews
Categorizing and prioritizing information based on its relevance to HR and recruiters was missing. A significant amount of space was occupied by details that weren’t valuable to them, while the crucial, decision-driving insights were less prominent. So we had to go back to drawing board.
Putting things back together!
❋ After a lot of back-and-forth with PMs and stakeholders, and several whiteboarding sessions to bring clarity, we reached a solid direction.
Admin Control app
High Level Goals
Laying the foundation of the Admin Panel
Every complex product needs a defined control structure that shares information on a need-to-know basis. This led to the creation of the Onefinnet Admin Panel — a single space to manage people, roles, and access across the organization effortlessly.
Quick Highlights of Admin
With the Onefinnet Admin Control Panel, admins can:
Invite recruiters, hiring managers, and teammates, all from one dashboard.
Assign roles and permissions using Role-Based Access Control (RBAC) to ensure the right people have the right visibility.
Oversee organization-wide hiring activity, monitor performance, and maintain control — all in one secure space.
Manage payments and subscriptions — view invoices, update billing details, and track plan usage in one place.
Access help and support instantly — raise tickets, connect with support teams, or browse product guides without leaving the platform.
majority of the work comes under nda, would love to discuss more on it
Metrics to measure success
Decrease in Support Tickets
A significant drop in help and support tickets indicated higher user clarity and reduced confusion across key workflows.
Improved Trial-to-Paid Conversion
in span of last 6 months, the smooth UX experience made people to stick around and get converted to paid users for more focused support
Customer Satisfaction (CSAT) & NPS
These scores showed a clear upward trend, giving me confidence that we were moving in the right direction and motivating me to keep improving.
Finally, my top learnings
Designing for admins vs recruiters — We had to balance both ends of the spectrum: admins who focus on control, structure, and security, and recruiters who want speed and simplicity. Making both experiences equally efficient was one of our biggest design challenges.
Designing the data — Structuring candidate and hiring analytics wasn’t easy. We needed to present deep insights in a way that felt effortless and contextual. Inspiration came from analytics tools that made complex data look lightweight and actionable.
Importance of trust — Hiring data is sensitive. From resumes to performance reports, we had to ensure users trusted every number, every insight, and every automation — through transparency, feedback loops, and a clean audit trail.
Using AI responsibly — Our challenge was not to automate blindly but to assist intelligently — keeping humans in control while AI handled the heavy lifting
Designing for scale and change – As organizations grow, so do their teams, roles, and data. The Admin Panel had to be designed as a scalable system, not a static interface — one that could handle hundreds of recruiters and thousands of candidates while staying smooth, fast, and reliable.
Wrapping up, there is so much more to talk about
If you’re still here, then I know you have found something interesting, or everything
interesting maybe✨
fin.
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