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CASE STUDY

WhiteCrow is a Platform that Connects Talent to Opportunities. It supports Fortune 500 and large companies connecting with highly skilled, niche, and senior talent giving them better insights into available talent landscapes. These insights enable TA’s to make informed decisions while delivering more direct hires.

WhiteCrow Talent Management System

The team of recruiters and researchers at WhiteCrow works for employers across the globe to provide screened candidates or market research for specific and niche requirements. All teams work for different time zones and had their own way of delivering to clients. Most conversations with the employers and the candidates happened over emails or phone calls.

Objective

To revamp the existing internal tool (Talenton) with an effective and time-saving system, for the internal team, the
candidates and the employers ( keeping the system GDPR complaint ).

Challenges

  1. Outdated system

  2. Load time

  3. Double entry

  4. No standard process of delivery

Talent Management

In addition

The new system was also expected to cater to the sales department and the accounts department

Approach

Research

Shadowing
User interviews

Personas

Competitor analysis

Define

Flow

Card sorting Entities/modules

Key features

Ideate

Brainstormed Information architecture Wireframe

Prototype

High fidelity wireframes UI

AEGIS - TALENT MANAGEMENT PLATFORM

TALENT MANAGEMENT

Users

  • Operations (researchers, recruiters, account managers)

  • Sales

  • Accounts

  • Super Admin

Primary users are the operations team. Each team had a hierarchy of researcher/recruiter (L3) > Team lead (L2) > account manager (L1)

Manoj Sallian

Manoj Sallian

Account manager (L1)

Behavior

  • Has been hiring for the past 10 yrs.

  • Manages a team of 5 recruiters and 3 researchers.

  • Serves APAC region.

Current product interaction

  • Verifies the data to be sent to the employer

  • Onboards employers

  • Create mandates

  • Assigns team members to mandates

Needs and goals

  • Needs to send regular updates and reports to employers

  • Report generation

  • Overview team performance

  • Overview of mandate performance

Anthea C

Anthea C

Recruiter (L2)

Behavior

  • Has been hiring for the past 5 yrs.

  • Talk to employers and candidates regularly

  • Managers 2 recruiters

Current product interaction

  • Creates mandates

  • Assign team members to mandates

  • Creates candidates

  • Assign candidates to mandates

Needs and goals

  • •Needs to regularly update employees on the progress

  • Needs recommendation of suitable candidates against mandates

  • Need quick search methods

Mahendra Singh Researcher (L3)

Mahendra Singh

Behavior

  • Has been providing research and market intelligence for the past 2 yrs.

  • No interaction with candidates at all

Current product interaction

  • Creates candidates

  • Assign candidates to mandates

Needs and goals

  • Needs quicker search methods

  • Needs to know the status of candidate's application

Impact

  1. Candidate creation time went down from 25-30 mins to 5-10 mins

  2. Data now could be reused within various teams, with clarity on progress

  3. Team's performance and mandates health could be tracked

  4. Reports and analytics were system generated, no need to send reports from outside the system

  5. 80% of communications were through the platform, compared to the earlier process

  6. All teams now worked in a standardized flow

CANDIDATE PLATFORM

Candidate profile
Dashboard
Company details page

Challenges:

  1. All communications were through emails or calls

  2. No information on the progress of the application

  3. Candidates could not find jobs for themselves, they relied on recruiters to apply for jobs

  4. Company information was verbally communicated

What we introduced:

  1. Recommended jobs

  2. Rating the recruiter and the overall journey

  3. CV parsing and CV building

  4. Detailed company information

  5. Getting in touch with relevant people from the company

  6. Career path suggestions*

  7. Apply discreetly

Recommended jobs and job search
Job details page

Impact

  1. Transparent tracking of application

  2. The candidates got control over their profiles, so they started to update/edit profiles, saving recruiters time

  3. No of logins increased by 20% after introducing build your CV

EMPLOYER PLATFORM

Dashboard
Mandate listing
Mandate details
Viewing company structure

Challenges:

  1. All communications were through emails or calls

  2. No information on the progress and health of mandate

  3. Too many tools to be used for understanding the collaboration with WhiteCrow (Excels for reports, emails for mandates health, etc)

  4. Excels were exchanged for shortlisting candidates, that resulted in creation of many versions

What we introduced:

  1. Transparent view on the health of mandates

  2. Shortlisting and other communications through the platform

  3. Visual analysis of data

  4. Detailed candidate information

  5. Posting jobs discreetly

Candidate details

Impact

  1. We saw an increase in the number of team members involved every month

  2. Increase in time spent on the platform after reports and analysis were generated through the platform

  3. No of report and longlist downloads increased by 30%

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