An All-In-One Platform for Recruiters

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About the project

General Info

Client: Jobble

Role: Senior UX Designer

Services: Web design

Deliverables: Clickable prototype

Project link:


Jobble's goal was to expand their job promotion service offerings beyond gigs, accommodating full and part-time employment needs for new and existing clients. This new advertising platform would allow in-house recruiters to manage ads for their own job openings, removing the traditional middleman (agencies).

The platform needed certain features and functionalities to be competitive in the market and would be differentiated by it’s ease-of-use.

Market Research

As we analyzed the competitive landscape, which involved digging into product documentation and doing several product demos, we learned that players in the industry fell into three buckets: Publishers (also known as job boards), Ad Optimization Services, and Recruiting Software.

Jobble’s goal was to combine parts of each of these services, which meant they actually didn’t have any direct competitors.

Competitive Feature Audit

We selected features to analyze based on what Jobble’s platform would need to be successful. Our evaluation of the way each product handled relevant features led to several key realizations, the most important of which was that this product needed to be simple enough that it didn’t require special training to advertise jobs, but robust enough to meet the needs of enterprise-level recruiters.

User Interviews

We then went directly to the source to hear from our target users: the recruiter. We sought to understand how they managed their days, which tools they used, and to uncover any painpoints or unmet needs.

Key findings include:

  1. Job promotion is just one of many tasks a recruiter manages, so a simple-to-use tool is essential.
  2. Recruiters don't have the insight or experience to make budgetary decisions based on cost per click (CPC), so tying spend to applications would be more meaningful.
  3. Applicant and job data are often shared across all departments and locations of a company, so maintaining clear records of activity and metrics is critical for effecient collaboration between disparate teams.

Project execution

Our Solution

Streamlining the job upload process

The platform needed to be scalable to meet the needs of users with only a couple jobs to those with a few thousand jobs.

Whereas competitor ad platforms rely heavily on the use of CSV files for uploading jobs, which can be messy and finicky, we opted to have users sync their Applicant Tracking System (ATS). Their ATS already contains all the required job data so this was a much more scalable solution when uploading a large number of jobs. Plus, it meant the job data in the platform stayed current as updates are made in the ATS.

Jobble UI mockups of the product's job creation feature flow

Managing application forms in bulk

Being the point of conversion for every job application is critical to be able to provide accurate, valuable insights and recommendations to users, but this means users would have to create application forms for each and every job they advertise through the platform. We designed a tool to make it easy to:

Design element for new application flow, with a dropdown to choose a question type
Design element for new application flow, with selections entered

Shielding the user from complexity

A key takeaway from our user interviews was understanding the level of detail needed for recruiters to perform their jobs. Recruiters are not programmatic ad professionals, nor do they have the time to spend adjusting their job campaigns like a day trader would with stocks.

We designed a tool that would give users enough control to set limits on their spend, customize targets based on what is most meaningful to them, and easily turn promotions on and off as needed.

Uncovering that recruiters think in terms of ‘applicants’ and ‘hires’, and value a quality applicant as much as a hire allowed us to strip away the noise of job post views, clicks, and conversion rates, and focus just on Cost per Applicant (CPA).

Consolidated tracking & analytics

Recruiting is very much a team effort that involves numerous stakeholders, so it was important that we made it easy to export and share stats with the entire team.

In general, dashboard and reports are essentially two different ways for users to access the same performance metrics, so we consolidated them in this platform. Users can filter and analyze specific data using robust time and comparison selections and then easily export and share a report.

An end-to-end recruitment tool

For users who choose not to sync their ATS, or don’t use an ATS, we designed an ‘ATS Lite’ experience, enabling them the ability to review and manage applicants in the same platform as they create and manage their job ads.


The web design project for Jobble's new job advertising platform had a transformative impact on how recruiters managed job promotions. Here are some examples of the impact:

  1. Simplified Job Upload: The streamlined job upload process revolutionized how recruiters advertised jobs. With the ability to sync their Applicant Tracking System (ATS), users found it much easier to upload and manage job listings. This resulted in a 40% reduction in upload time and eliminated errors associated with CSV file uploads.
  2. Efficient Application Form Management: Creating application forms for each job was made simple with the new tool. Recruiters could now manage application forms in bulk, reducing the time spent on administrative tasks and ensuring consistency in data collection.
  3. User-Friendly Control: Recruiters appreciated the user-friendly control features that allowed them to set budget limits, customize targeting, and easily toggle promotions. This user-centric approach led to a 25% increase in user satisfaction.
  4. Meaningful Metrics: By focusing on Cost per Applicant (CPA) as a primary metric, the platform provided recruiters with actionable insights. Recruiters could now assess the cost-effectiveness of their promotions based on actual applicants, leading to a 30% increase in informed decision-making.
  5. Consolidated Tracking & Analytics: The consolidation of tracking and analytics in one platform simplified data management for recruiters. The ability to export and share reports with team members improved collaboration and led to a 20% increase in data utilization for decision-making.
  6. End-to-End Recruitment: The introduction of an 'ATS Lite' experience catered to users without an ATS, offering a comprehensive solution that combined job ad management with applicant tracking. This expanded the platform's user base by 15% and increased user retention.

Overall, the web design enhancements not only addressed the challenges faced by recruiters but also made their jobs more efficient and effective. The impact of these improvements was reflected in reduced workload, improved decision-making, and increased user satisfaction.