What is TalentIQ?
AI-driven HR portal (SaaS) designed to streamline the recruitment process for organizations of all sizes.
Overview
The platform empowers HR professionals to post job openings, automatically match candidate resumes using AI, and schedule interviews efficiently. Additionally, TalentIQ provides detailed reporting and dashboard views, allowing HR teams to track hiring progress, candidate quality, and interviewer feedback, all in one place.
Goal
To design an AI-powered recruitment platform that streamlines job postings, automates candidate matching, simplifies interview scheduling, and ensures timely feedback - giving HR teams visibility, reducing manual effort, and improving the overall hiring experience for both recruiters and candidates.
Problem statement
Hiring in growing organizations is often chaotic. HR Managers struggle with visibility across the pipeline and lack actionable insights to track efficiency. HR Leads spend hours screening resumes and chasing interview feedback, slowing down the process. Interviewers, already overloaded with their primary responsibilities, often face scheduling conflicts and delays in submitting evaluations. Together, these challenges result in long time-to-hire, poor candidate experience, and missed opportunities to secure the best talent.
My role
User Interviews & Surveys
Key Objective
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Identify pain points in resume screening and candidate tracking.
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Understand existing tools and processes used by HR teams.
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Validate the need for an AI-driven solution.
Challenge
“Screening resumes manually is exhausting, we miss good candidates because of volume.”
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- Recruiter, IT Company
Challenge
“Scheduling across multiple calendars is a nightmare, and candidates often miss updates.”
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– HR Manager, Startup
Challenge
“We track candidates in spreadsheets, which gets messy when multiple people are hiring.”
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-Talent Acquisition Lead
Survey Highlights:
Respondents said they spend more than 10 hours per week on manual resume screening.
Reported difficulties managing interview schedules across teams.
Expressed the need for a central dashboard to monitor candidate progress.
Persona 1
Mid-level Recruiter
HR Manager
What i do?
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Job Postings & Campaign Management
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Resume Screening & Shortlisting
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Interview Scheduling
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Applicant Tracking
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Collaboration with Hiring Teams
Common Pain Points
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Overwhelmed with managing a large number of job applications manually.
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Difficulty in identifying the most relevant resumes among a sea of applications.
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Time-consuming to track each candidate's status in the hiring pipeline.
User Needs
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Automated tools to shortlist resumes based on job descriptions.
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Easy communication with applicants and scheduling interviews.
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Insights into the progress of hiring campaigns and candidate quality.
Key use-cases
Creating Job Postings
The HR Manager can easily create and publish job listings to multiple platforms from a centralized location. They can customize job descriptions and requirements to ensure accurate communication of job roles to potential candidates.
AI-Powered Resume Screening
HR Managers can utilize AI algorithms to filter resumes based on specific job criteria, automatically shortlisting the best-fit candidates. This significantly reduces manual effort and ensures higher accuracy in identifying qualified applicants.
Interview Scheduling and Coordination
The platform offers tools to schedule interviews seamlessly, syncing with calendars of both candidates and interviewers. HR Managers can avoid scheduling conflicts and send automated reminders to all participants.
Tracking Candidate Progress
A built-in applicant tracking system (ATS) allows HR Managers to monitor the progress of each candidate across various stages, from application to interview and offer. They can also generate reports to analyze the efficiency of the recruitment pipeline.
Persona 2
Senior-level
HR Lead
What i do?
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Team Oversight
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Performance Monitoring
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Strategy Development
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Stakeholder Communication
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Compliance & Policy Implementation
Common Pain Points
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Lack of centralized reporting to track recruitment performance.
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Difficulty managing the coordination between HR team members and hiring managers.
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Inconsistent candidate evaluation processes across different interviewers.
User Needs
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A clear, centralized dashboard that tracks all recruitment activities across departments.
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Tools to assign tasks to recruiters and ensure candidate evaluation is standardized.
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The ability to generate reports on time-to-hire, cost-per-hire, and overall recruitment efficiency.
Key use-cases
Overseeing Recruitment Team Performance
The HR Lead can monitor the recruitment team’s activities, ensuring all roles are being filled efficiently. They use the platform’s analytics to track KPIs like time-to-hire and quality of hire, making data-driven decisions to improve team performance.
Strategy Development and Alignment with Business Goals
The HR Lead creates recruitment strategies aligned with the company’s business objectives. They can track the recruitment pipeline, assess current talent pools, and adjust strategies in real-time based on hiring needs and organizational priorities.
Compliance Management
Ensuring that the recruitment process adheres to local employment laws, diversity policies, and internal HR standards is critical. The HR Lead uses the platform’s built-in compliance tools to monitor each step of the hiring process, reducing legal and regulatory risks.
Resource Allocation and Budget Management
The HR Lead allocates budgets and resources across the recruitment process efficiently. By using the platform’s cost-per-hire metrics and candidate sourcing channels, they can ensure optimal use of the recruitment budget and adjust spending as needed.
Persona 3
Employee
Interviewer
What i do?
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Interview Preparation
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Conducting Interviews
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Providing Feedback
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Collaborating with HR
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Scheduling Availability
Common Pain Points
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Lack of visibility into candidate backgrounds before interviews.
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Difficulty in managing multiple interviews and giving feedback quickly.
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The interview process is often unstructured and unclear.
User Needs
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Easy access to candidate profiles, including resumes, skillsets, and past experiences.
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A streamlined process to provide interview feedback right after the meeting.
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A clear schedule for upcoming interviews and real-time updates on the recruitment status.
Key use-cases
Pre-Interview Preparation
Interviewers can access detailed candidate profiles and AI-generated summaries before conducting interviews. This helps them prepare for the interview by reviewing resumes, previous communications, and relevant skill assessments.
Structured Interviewing and Evaluation
The interviewer conducts structured interviews using standardized templates and provides post-interview evaluations through the platform. This ensures that all candidates are assessed fairly and consistently, enhancing the quality of hiring decisions.
Collaborating with HR on Candidate Feedback
Interviewers can submit feedback in real-time through the platform, making it easier to communicate with HR about candidates. This collaborative approach helps in refining the candidate pool and quickly moving the best candidates through the process.
Managing Interview Schedules
Interviewers can manage their interview schedules within the platform, syncing with their personal calendars. This avoids scheduling conflicts and ensures that the interview process remains streamlined and on track.
Empathy Map
Say
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I need to fill this role fast.
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There are too many resumes to go through.
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Interviewers never update feedback on time.
Feel
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Stressed by hiring targets.
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Frustrated when candidates drop out.
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Pressured by managers.
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Relieved when good candidates accept offers.
Think
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Are we attracting the right talent?
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If I don’t close positions quickly, management won’t be happy.
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Wish I had AI tools to do initial screening.
Do
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Post jobs on multiple portals.
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Manually shortlist resumes.
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Follow up with interviewers for feedback.
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Maintain spreadsheets to track hiring progress.
Anjali Sharma
Recruiter
Say
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I don’t have time for so many interviews.
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Some resumes don’t even match the role.
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I’ll give feedback later… I’m too busy now.
Feel
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Overloaded with interview schedules.
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Irritated by repetitive, low-quality interviews.
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Responsible for making the right hiring decision.
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Satisfied when a candidate is truly a great fit.
Think
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Why am I interviewing irrelevant candidates?
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Recruiters should pre-screen better.
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I wish feedback could be shared in a quick, structured way.
Do
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Conducts multiple interviews daily.
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Gives feedback late or in scattered formats (email, chat).
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Relies on recruiter updates for candidate pipeline.
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Sometimes skips adding notes due to time pressure.
Rajiv Menon
Sr. Manager
Notes
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AI Resume Matching (reduces interviewer overload).
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Feedback Dashboards (streamlines interviewer input).
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Pipeline Visibility (keeps recruiter + interviewer aligned).
Card sorting
To understand how recruiters and interviewers naturally group filters and data attributes, so the system’s navigation, filter panel, and candidate/job tables match their mental model.
User flow
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Wireframe
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Prototype
Prototype coming soon