Product Designer at Prohiring - an Applicant Tracking System for recruiters. Ask me anything!
Yana Berezniatska
8 replies
Hey Community 👋
My name is Yana, a product designer specializing in complex SaaS systems. When I’m not designing I’m running, preparing for a marathon 🏃♀️.
Together with the team, we’re building an application tracking system (ATS) for recruiters.
We're leveraging AI technology to automate the mundane tasks in the recruitment process, freeing up valuable time for what truly matters to recruiters - building strong partnerships with clients and candidates.
We're in the final stages of finishing our MVP and are gearing up for the launch ☄️💥
I'm here to discuss product design, and the recruiting process from both points of view: candidates and recruiters, AI, or even running! Let's get started 🚀
Replies
Andrei Tarasevich@atarasevich
Hi Yana, nice to meet you here!
In your opinion, what are the most pain points in recruiting novadays?
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@atarasevich Thank you for the question! For candidates, the frustration often comes when they don’t receive feedback, or if the feedback provided doesn’t include information on what they need to improve to have the opportunity to work at the company. For recruiters, mundane tasks consume a lot of time, preventing them from working with candidates and building partnerships.
Hey Yana. what were the biggest design challenges you faced when creating the ATS?
@dmowski The biggest challenge is finding the balance between customization and functionality. Designing the system for organizations with different recruitment processes requires significant flexibility. At the same time, it's crucial to include a wide range of features, from vacancy posting and candidate tracking at each step. Recruitment is a complicated process involving various stakeholders, each with different rights to sensitive information. This project is both challenging and interesting at the same time. Excited to hear what our first users say 🔥
Hi Yana, nice to meet you!
Could you share a few details.
What tasks are you planning to automate, and how should this impact the hiring process?
Based on the description, the main value is 'freeing up valuable time for what truly matters to recruiters - building strong partnerships with clients and candidates.' Does this mean that you expect recruiters to be your subscribers?
@hleb_haiduk Good questions, thank you.
With our Google extension, recruiters can quickly parse candidate information from LinkedIn into the system. This eliminates manual data entry or CV uploads, saving time. In the system, recruiters can invite hiring managers, allowing them to monitor and take part in the recruiting process. Now, recruiters can communicate directly with hiring managers within the system instead of using other messaging platforms. It saves time by eliminating the need to switch between different messaging platforms and informs hiring managers about the status.
We work with a B2B business model, our customers are recruitment agencies, in-house recruiting departments, and freelance recruiters. By saving recruiters time, we help to reduce hiring budgets and fill the vacancies faster.
Hello, Yana!
What is you regular workflow to discover new domain from scratch? Do you make real interviews with possible target audience of product?
@mikhail_zhuk First, I begin with desktop research, checking what the target audience is discussing on social media and what opinion leaders are saying. I analyze competitors, identifying their strengths and weaknesses. If the domain/product has different target audiences, I categorize them and then attempt to speak with representatives from these groups. A real interview or even a short talk always gives a lot of insight. In the product that we are building now, I can go to HR conferences and talk with the target audience informally. It helps me to understand if the audience has the problem, and how existing products are resolve this problem. Based on this it is much easy to design the product.