The Problem & Strategy

Meta targeted significant headcount growth by the end of 2022. However, approximately 50% of people leaving the company never visited the internal Jobs Tool to consider other positions. Those who did visit faced difficulties at every phase of the experience due to underlying business processes and poor usability.

The deeper opportunity lay in understanding how people qualify opportunities, what is important to them and how they decide which roles to consider.

The Solution: Five Key Opportunity Areas

1. Awareness of Options

We aggregated job postings on high-intent surfaces like manager and team career profiles. We introduced "Future Positions," allowing employees to save incoming roles (up to 6 months in advance) and receive alerts when they open.

• Impact: 3x increase in open position views (6.4k to 19.2k/month); 14x increase in "regrettable exits" viewing positions before leaving.

2. Guidance & Education on Mobility Process

We integrated resources from a separate internal support site directly into the Jobs Tool.

• Impact: Support hours for internal recruiters were reduced by ~60% for common requests.

Contextual Interview Preparation Resources

Personalized Preparation Dashboard

3. Efficient Discovery & Search

We redesigned the landing experience with personalized recommendations based on the user's current role, location, and skills. We also consolidated role nomenclature (e.g., merging "Designer" vs. "Product Designer") and added a "guided search" for new seekers.

4. Qualification of Jobs and Teams (Signals/Insights)

We surfaced critical data points for qualification, dubbed "Signals," including:

• Motivations: Bucketed into 5 areas (Mission, Strengths, People, Learning, Ambition).
• Tenure & Experience: Average time at the company, time with manager, and career experience.
• Team Dynamics: Meeting hours per week (Avg. 24 hrs), busiest days (Tuesday), and PTO usage.
• Culture: Featured "Top Badges" (e.g., Engineering Excellence, Bootcamp Mentor) and "Popular Stickers" (team interests like food, movies, and boba).
• Impact: 2x increase in job applications (4.2k to 8.4k/month); 5x increase in employee sentiment toward the process.

5. Transparency in Interviewing & Transfers

Built a new candidate dashboard providing real-time transparency into process status and preparation guidance.

• Impact: 40% reduction in candidate drop-off; 15% increase in Candidate Satisfaction Scores (CSAT).

Conclusion & Success (2 Months Post-Release)