fasta

fasta

fasta

fasta

Changing how everyone, even those facing challenges, finds meaningful work. Redefining opportunities for a luckier future.

Story

Fasta's not just a job app—it's like a buddy looking out for everyone, students, parents, and folks facing challenges. We're here to shake up the job scene, making sure opportunities are up for grabs for everyone. Let's keep it real and make the job hunt a breeze together.

Role

Founder

Product Designer

Client

Fasta

Challenges

The whole case study is divided into several key challenges:

01

Personalized onboarding

02

Adverts

03

Communication

Personalized onboarding

01

Fasta is for all kinds of people, and it's important to make it special for each person. This means we want to give users information that matters to them and make the app feel like it's made just for them.

Even though it's a bit tricky to do this, we have a smart way. When you start using Fasta, we ask you about what you like and need. This helps us create a profile that is like your own personal resume. The goal is to make sure you have an app experience that is just right for you!

Let’s make an interview

To make the most of it, we needed to use empathy mapping as a research tool. For this method, I used real people - those with mental disabilities, physical disabilities, people on parental leave, and regular students. The result was several key points from which we synthesized the data.

Shape it up to flow

I’ve had some great interviews, but now it's time to turn that into something almost tangible - a user flow.

Thanks to these insights, we could create a user flow that should meet the needs of different groups. For this reason, the user flow includes steps that some types of individuals may not have.

Let’s put a face on it

The whole onboarding process is designed to never be overwhelming for users, always asking them only one question at a time.

The elements that are most important for users and that they should click on are highlighted so that they are always the first things they notice. To maximize success, I also use a stepper at the top, which supports the so-called Zeigarnik effect and informs users about how far they are in the entire process.

Proficiency

One of the biggest challenges in onboarding is setting the proficiency level for categories like driver's license, language, and similar steps.

For this, I opted for a two-step solution. The first step introduces the user to the issue and lets them decide whether they want to address this section or not. It's crucial to have clear wording that explains to the user that filling out this section will make them a better candidate.
The second step involves entering the information, where the user chooses the category they want to mention in their virtual CV. Here, the user will find a slider to set their level. Each level also comes with an explanation to help the user identify more with that level and say, "Yes, this is exactly me!"

Localization

It's important to mention that the application should be usable worldwide. Therefore, we need to consider that different nations and countries have different rules and laws. Primarily, there are two key aspects to consider – the legal working age and driver's licenses, which can vary depending on the country and culture.

Adverts

02

One of the most common criticisms of current job searching is that it can be incredibly overwhelming, requiring a lot of attention to avoid missing job postings.

I pondered over this point for quite a while and asked myself several questions. How can we help the user focus their attention? What principles can we use to make the interface so simple that anyone can navigate it? And then I realized one thing - there's one common factor among all groups. Almost everyone I interviewed uses Instagram or other social media where they engage with scrolling, and it's one of the simplest user interactions with a device.

Let’s take a step forward

I get the whole recruitment scene can be a bit tricky, you know? Dealing with budgets, capacity, and the whole management deal can be a headache. And let's face it, sometimes putting in all that effort might feel like a bit much, especially when folks are applying left and right.

But here's the twist: Forget what the company wants; let's focus on what the job seekers want. Those are the real MVPs. So, here's what I thought: What if job seekers could get a sneak peek into what the job's really about—like the work vibe and what they'll actually be doing?

I came up with this "For You" idea, where advertisers can dish out quick videos giving the lowdown on the job. You know, show the real deal. And for those camera-shy advertisers, no sweat; they can drop in a substitute image. Keeping it real for everyone in the job hunt game.

I pondered over this point for quite a while and asked myself several questions. How can we help the user focus their attention? What principles can we use to make the interface so simple that anyone can navigate it? And then I realized one thing - there's one common factor among all groups. Almost everyone I interviewed uses Instagram or other social media where they engage with scrolling, and it's one of the simplest user interactions with a device.

Match skills with a position

Every person looking for a job has skills in different industries. That's why it's necessary to show them only relevant job postings that somewhat match their profile. With this feature, the number of irrelevant ads from the user's perspective is minimized. They can focus only on those tailor-made for them.

Let's talk

03

Candidates also very often feel that their CVs are not even seen by recruiters, which can often lead to candidate frustration.

Again, we can acknowledge that hiring managers don't have time to respond to every CV or cover letter a user writes. But from the user's perspective, the situation where they receive no feedback can be frustrating. That's why I decided to minimize this frustration.

The user doesn't always need to know whether their CV is good or bad or the reasons why they are not considered a suitable candidate. The only feedback they need to see is whether the recruiter has seen their CV, whether it has been rejected, or whether the process is continuing through a chat.

So, I decided to divide this issue into two steps - feedback and communication.

Feedback & Communication

The user can track the status of their applications in the "Requests" section, where they see all their applications in four states – Submitted, Viewed, Rejected, or Accepted, along with further communication facilitated through chat.

Communication with the recruiter is facilitated through a chat, where the recruiter can directly interact with the applicant. Recruiters can also utilize integrations such as Calendly or Jotform to propose an ideal interview time.

Let’s draw

rectangles together.

me@guycalledkarel.com

© 2023 Karel Balej

Let’s draw

rectangles together.

© 2023 Karel Balej

me@guycalledkarel.com