Problem
The platform had already scaled to a large applicant base (100k–200k+), but recruiters struggled with:
- Identifying high-quality and recently active candidates
- Outdated or incomplete applicant profiles
- Low completion rates during the application process
- No efficient way to highlight and track standout candidates
Despite high volume, candidate relevance, completion, and discoverability were limiting hiring efficiency.
Solution
I enhanced the platform to focus on data freshness, candidate quality, and recruiter usability, while improving conversion across the application funnel.
- Automated Profile Completion Email Sequence (Day 1–4) Triggered progressive nudges and guidance for incomplete profiles, improving completion and conversion rates.
- "5-Star Profiles" (Starring Workflow) Enabled recruiters to tag and prioritize standout candidates for easier tracking across the recruitment pipeline.
- Improved Candidate Data Freshness Encouraged applicants to regularly update profiles, resumes, and key details.
- Streamlined Application Experience (SPA) Reduced friction and improved submission quality.
Result
- Scaled a qualified candidate pool beyond the 1,000 target benchmark
- Improved profile completion and applicant conversion through automated follow-ups
- Enabled recruiters to quickly identify and prioritize high-quality candidates via starred profiles
- Increased usability of a 100k+ applicant database for sourcing teams
- Reduced friction in transitioning candidates into internal hiring systems