01
Source candidates & companies
A top-of-the-funnel acquisition component that would source diverse job seekers from the following channels: LinkedIn, Slack, Reddit, DEI communities, and more. Our ops team of Heidi Tirkkonen, Lillie Leone, and Caroline O'Connell led this effort and managed the sourcing and all of the intake forms.
To find companies for our platform, we scoured various monthly and yearly DEI awards and recognitions. Then did additional research to view their blog posts, news articles, and metrics to ensure they match their claims.
02
Vet job seekers
Job seekers were then vetted based on the following criteria.
Requirements on the job postings we received from companies.
Capacity to learn and ability for growth. To determine this, our ops team looked for vectors like recent career-growth, educational certificates, and referrals.
A completion of our Therefore program. The program explained the benefits of networking, our platform, and how to best present themselves in a short blurb (Therefore Positioning Statement).
03
Match job seekers with companies
To match job seekers with companies, we used various criteria — the typical (job experience, skillset) and more holistic (in-app program completion, zoom calls, adjacent job backgrounds, leadership). We combined all of these metrics into a singular Retool dashboard. The Retool dashboard was originally built and designed by me, then maintained by our engineering team (Chuck Greb and Christian Yaglenski) who then developed it into a far more intricate and intelligent tool. In its final form, it all but auto-matched job seekers to companies by suggesting which matches to make.
04
Job seekers are allowed to accept
Every week, a job seekers was given 3 matches in the Therefore app. They can then choose to accept or deny. The job search is noisy and difficult to predict so we allowed our job seekers to deny 1 meeting a week (of the 3 we matched). If they denied more than 1, they would be on a probationary period of 2 weeks with no matches (unless they can provide extraordinary reasons).
05
Meet!
Before the call, job seekers and employees at companies were just given the basic information of each other (Name & Therefore Positioning Statement) to ensure there were no large biases.
The all was then administered through Google Meet (automated through Google API) which allowed any Therefore member to also join and moderate if there are any difficulties.
06
Gather feedback & improve
After the completion of a call, both job seekers and employees at companies were served with a research-backed survey. The survey allowed you to reflect on the call and action on what to happen next.
Part of the survey was meant for Therefore while the other shared with the other party. This helped job seekers continuously improve their pitch and employees at companies improve their ability to sell their mission.
07
Interview!
The information of the job seeker is shared with the companies and vice versa. If companies believed the convos went well, the job seekers are then put through the interview process.
And if it wasn't a good fit, both parties are still able to connect with each other and leverage each other's networks.
Outcome & reflection
At the peak of Therefore's operations, we had over 1400 Black & Latinx job seekers in our community. We had a weekly cadence of 30 meetings a week where job seekers they met with some of the best tech companies out there.
Skillsets used
Full product development — UX research, design, product specs, fit-n-finish and deployment
Iterating on design system to meet growing product requirements
I am actively looking for product design opportunities. If you are interested in hiring me or seeing more of my work in Figma, send me a message!