Career Profile Vision

At Meta, I led product design exploration and systems thinking for the long-term vision of Career Profile (CP) — a candidate-facing platform designed to guide people through every stage of the recruiting journey.

The challenge was not simply redesigning screens. Career Profile had evolved into a fragmented collection of tools, workflows, and informational pages built over several years. The experience lacked consistency, scalability, personalization, and a cohesive mental model for candidates navigating one of the most important moments of their careers.

This project explored how to transform CP into a modular platform capable of supporting millions of candidates across roles, regions, and recruiting stages — while enabling internal teams to build consistently on top of a shared foundation.

The problem

The existing experience had several systemic issues:

• Navigation did not scale and was difficult to orient around
• Candidate experiences felt administrative and transactional
• Generic content was shown regardless of candidate context
• Recruiters and candidates relied on disconnected workflows
• Multiple teams contributed features without a unified framework
• Existing design systems were fragmented or unsuitable for external candidate experiences

At the same time, the recruiting organization needed the platform to support multiple competing goals:

• Improve hiring quality
• Increase candidate preparedness
• Reduce recruiter operational overhead
• Scale globally across candidate types and workflows

My role

As Lead Product Designer, I drove the UX vision, systems thinking, information architecture, and interaction framework for the future-state platform experience.

My work included:

• Defining product and design principles
• Creating scalable UX frameworks
• Establishing content and interaction typologies
• Designing modular navigation and layout systems
• Exploring personalization models
• Aligning candidate and recruiter workflows
• Evaluating design system strategies
• Creating end-to-end prototypes across candidate journeys

This was highly strategic platform work that sat between product design, design systems, content architecture, and organizational scalability.

Design principles

One of the first steps was establishing a set of product and experience principles that could guide future decisions across many teams and surfaces. Several themes emerged repeatedly:

• Design for modularity. Treat Career Profile as a platform rather than a collection of isolated features.
• Design for transparency and orientation. Candidates should always understand where they are, what comes next, and what actions matter most.
• Proactively address user needs. Surface contextual information before candidates need to search for it.
• Advocate for the candidate. Reduce ambiguity, stress, and unnecessary friction throughout the recruiting journey.
• Build for scale and resiliency. Enable external teams to build consistently into the ecosystem without degrading UX quality.

These principles became the foundation for the rest of the system architecture.

Key insight — mental models matter

A major breakthrough in the work was recognizing that candidates interact with recruiting experiences through fundamentally different mental models depending on their goal.

I developed a typology framework that categorized experiences into three core modes:

Browse — “Help me understand where to go.”

Used for exploration, orientation, and discovery.

• Home
• Events
• Job search
• Meta Connections

Study — “Help me understand the material in front of me.”

Used for deep content consumption and learning.

• Interview prep
• Job details
• Offer education
• FAQ content

Work — “Help me solve a specific problem.”

Used for executional workflows.

• Scheduling
• Signing offers
• Completing onboarding tasks
• Messaging recruiters

This framework created a scalable foundation for page templates, layouts, content hierarchy, and future extensibility across the entire platform.

The timeline-centered experience

One of the core concepts I explored was shifting the platform around a dynamic recruiting timeline that acted as the primary anchor for the experience.

Instead of candidates navigating disconnected tools, the system adapted based on where they were in the recruiting lifecycle. The timeline became:

• A navigation system
• A status system
• A personalization engine
• A contextual content framework
• A recruiter coordination mechanism

As candidates progressed, the platform dynamically surfaced:

• Upcoming interviews
• Relevant prep materials
• Recruiter actions
• Offer details
• Onboarding tasks
• Communication touchpoints
• Educational resources

The experience evolved from static information architecture into a living system centered around candidate progression.

Personalization at scale

Another major focus was balancing personalization with operational scalability. Rather than redesigning the platform for every user type, the strategy focused on:

• Shared structural foundations
• Modular content systems
• Adaptive information density
• Candidate-specific curation

For example:

• Leadership candidates received simplified navigation and higher-touch experiences
• IC candidates received richer self-serve tooling and preparation resources
• Interview timelines adapted to the candidate's stage and role

This allowed the platform to feel tailored without creating separate products for every audience.

Systems thinking beyond the UI

Much of the work extended beyond interface design.

Design system strategy

Evaluating multiple internal Meta design systems and their suitability for external candidate-facing products.

Platform governance

Defining how external recruiting teams could safely build into the ecosystem while maintaining UX consistency.

Navigation and information architecture

Exploring logged-in vs logged-out content models, discoverability tradeoffs, and platform scalability.

Candidate lifecycle mapping

Designing for users across the full journey:

• Prospect
• Active candidate
• Offer stage
• New hire onboarding

This work required balancing business constraints, recruiting operations, platform scalability, and user experience simultaneously.

What I learned

This project fundamentally changed how I think about platform design.

Large-scale systems are not primarily UI problems. They are coordination problems.

The challenge is not creating beautiful screens. The challenge is creating frameworks that allow hundreds of people and teams to build coherently over time.

I also learned that personalization at enterprise scale cannot rely on bespoke experiences. It requires flexible systems, strong information architecture, modularity, and disciplined constraints.

Most importantly, I learned that candidate experience is not simply about efficiency. It is about trust. Recruiting is emotionally high stakes, and clarity, orientation, and transparency can meaningfully reduce anxiety during one of the most important transitions in someone's career.

Outcome

While this was long-term vision work, the project established foundational thinking around:

• Modular recruiting experiences
• Candidate-centered workflow architecture
• Personalized recruiting systems
• Scalable content frameworks
• Cross-team platform extensibility
• Timeline-driven interaction models

The concepts influenced future recruiting platform discussions and created a stronger strategic foundation for how candidate experiences could evolve at Meta.