sharon dayoung lee
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LinkedIn Design Challlenge

LinkedIn design exercise as the part of the summer internship interview process.


LinkedIn Design Challenge
Bridging the communication gap within the hiring team

UX Design, user research

This design challenge was completed in 7 days as a part of LinkedIn's hiring process. The design challenge was accepted and landed me an onsite interview at the LinkedIn Headquarter.


Prompt —

Design an improved job posting experience for recruiters or hiring managers, that helps them attract and recruit relevant candidates for the position. Read detailed process here.


Defining the Problem —

I first had to use their tool to understand the problem and identify design opportunity. Therefore, I started by taking a look at the job posting experience. Navigating through the job posting experience was difficult because first, it did not provide many cues for recruiters especially in the job description and the budget section; second, With these opportunities in mind, I moved on to conduct an in depth research.


Recruiter Interview

I decided to conduct an interview with one of the LinkedIn recruiters to validate my research findings and to get a better sense of what happens in the industry. From a interview with a senior recruiter, I was able to figure out that the recruiters are often challenged with communicating with hiring managers. Through additional research, I was also able to identify the struggles of a new recruiter.


Insights from Recruiter Interviews

Through the process, I identified the stakeholders of the hiring process.  I created a stakeholder map to better understand their influence and contribution to the hiring process.

In order to have a better understanding of the job posting process, I came up with a general timeline of the hiring process. For the purpose of the project, I will be focusing on the beginning phase of the hiring process from step 1 to 4.


Candidate Interview

Recruiting and hiring process is something that I am not familiar with. Instead, what I was familiar with was the job seeker’s perspective. As an active candidate, I had a sense of what general job-seeking experience is like but I also wanted to hear what other applicants thought about the process. I believe understanding the job-seeker’s perspective would be crucial to creating an effective and competitive job post on the recruiter’s side.

“Well, yes I want to apply for UX designer roles but it’s often not clear what kind of project, product, service, I will be working on...”

“The job descriptions are really lengthy. I would want to see a clear description with the materials I need to apply in a clear way.”



The applicants struggle with abstract job descriptions and lack of transparency in the application process, which is caused by a problem in the flow in the hiring side (which is also a result of high competition in the market). Therefore, and improved experience for the recruiters will be able to improve the experience of the applicants as well.

From the interviews of both sides of the problem, I was able to identify 3 pain points.

  1. Confusion within the hiring team on what they are looking to hire.

  2. Job postings are too general.

  3. Lack of transparency in the application process.


Brainstorming and Prototyping

My goals for the design challenge will be focusing on bridging the communication gap within the hiring team, as well as helping the new recruiters throughout the job posting experience.



If I had a chance to re-do this one week challenge, I would spend more time on design iterations. I struggled to find the right balance between the time I spend on research versus design iterations.

Overall, this design exercise really challenged me to think and act fast. After all, design is really all about the execution of great ideas.