Reduce interview-scheduling calls
Reduce the number of calls made by Talent Acquisition teams to coordinate and confirm interview schedules.
Recruitment SaaS · Driftin
Automates and streamlines the company's hiring process
A focused workspace for talent-acquisition teams to move from requisition intake to candidate decisions with clearer ownership, faster navigation, making recruitment more efficient and organized.
01 · Business metrics
Two business outcomes we wanted to improve.
We focused the design on reducing coordination effort and accelerating hiring decisions.
Speed up panel feedback
Make it easier for panelists to provide feedback, helping the organization move candidates through the hiring process faster.
02 · Problem
We were not redesigning an ATS—we were building one from a basic visitor-management starting point.
The original product mainly supported people arriving for interviews. The product challenge was to bring the wider hiring ecosystem into one system: recruiter/TA first, candidate alongside it, then panelists, engineering leadership, RPO and admin needs.
Fragmented status
Recruiters need a reliable view of where every candidate and requisition stands.
Too many hand-offs
Scheduling, feedback and approval activities create gaps between teams and decision makers.
Inconsistent patterns
A growing ATS needs reusable components and predictable behaviors across multiple personas.
03 · Product judgment
Build recruiter and candidate experiences side by side.
The business initially wanted to prioritise the TA persona. I argued that the candidate is the first touchpoint in the hiring experience, so designing only one side would create gaps in the workflow. We aligned on two parallel teams—one focused on TA/recruiter needs and one on the candidate journey.
Set context from day one
I led a five-designer team, delegated work, reviewed quality, mentored designers and facilitated workshops and brainstorming from the initial requirements onward.
Design the handshake, not isolated screens
Interview scheduling had to work for both panelist and candidate preferences: either side could offer slots, accept a proposed time, or provide custom availability.
Expand the persona model
Once the recruiter and candidate foundation was established, the product could extend to panelists, engineering leaders, RPO and administrators.
04 · Solution
A connected command center for the TA workflow.
The experience brings high-frequency tasks into one operating model and uses a shared design system to make complex recruitment journeys easier to learn and extend.
Work from priority
Surface the items, candidates and decisions that require recruiter attention.
Keep context visible
Connect pipeline status, activity and ownership without forcing repeated navigation.
Design for reuse
Apply consistent components and interaction patterns across the enterprise ATS.
05 · Experience
Explore the TA experience screen by screen.
Use the previous and next controls to navigate through the nine key recruitment screens.
05 · Product walkthrough
See the TA experience in motion.
Watch the complete Driftin walkthrough to understand how the experience supports recruitment tasks from setup through candidate progression.
Driftin · TA and candidate experience03:26 · Full-screen playback available
06 · Reflection