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EOS: Effective Onboarding Solutions
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EOS:
Effective Onboarding Solutions
Creating a mobile onboarding experience for employers & employees.
4 Months
Product Designer
The biggest goal that we were trying solve was to create a way for employers to request task updates from their employers in an efficient manner.
Discovery & Definition
My team & I conducted extensive user research to determine specific opportunity gaps within the domain of hiring remotely. Here's what we learned:
  • Many Employers weren't suited for mobile onboarding
  • There was a lack of building up team comradery which hindered a sense of belonging.
  • Employees felt as though they had little to no guidance on what tasks need to be done or what documents they are missing.
  • The biggest discovery was learning that we shouldn't just focus on just the employees but also focus on the employer/HR side.
I had to combine several proposed features to create the 'employer' user flow and prioritizing what feature to control scope was not a easy task but we did so based on a lot of conversations amongst ourselves.
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Visual Designer
EOS: Effective Onboarding Solutions
Late 2022 • MICA
Creating a bridge for employers & employees to aid in onboarding remotely.
Leaning on Material Design
We decided to lean on Google's Material Design platform as our primary design system for this project because it allowed us to quickly iterate on existing designs whilst having the flexibility to create new components using existing UI.
Adding an GIF Tutorial
Once we had begun testing with some of our users, we quickly learned that some of our users weren't able to proceed with completing the task given. So we pinpointed where the most friction was at the flow & added a GIF tutorial to mitigate that conflict.
Multiple Entry Points
Having Multiple entry points allowed us to address the problem of our testers being stuck on the homepage for too long, leading to indecisiveness of action.
Filtering Out the Noise
Allowing filters be on a separate screen added for more hierarchy on the search page & let users not feel overwhelmed by the options presented.
Responsibilities
I was in charge of the visual design of EOS but also leading how specific interactions worked within the task flow. I was also in charge of how the information architecture was formed for the overall app.
Team
Carter Harvey • UXR | ID
Minh Nyguen • PM | WIR
Vesper Hill • PM | UXR
Goals
Task Flow Completion Rate Above 30% (min) per flow
Tools
Problem Diagnosis
When new employees get hired remotely, there is a lot of friction that in-person onboarding is able to mitigate. How might we be able to build a bridge for new employees and companies to do all of the aforementioned but remotely?
I led the effort of conceptualizing & design of creating EOS. To this end, Ifocused a lot of my attention on the 'Employer' flow specifically.
We utilizedlean UX& made it a priority to quickly adapt our designs to new insights.
Disclaimer
This is a condensed version of the entire process, not included are personas, priority matrixes, design system management & more. For the full version please contact me directly.
How did we begin?
Nudge Features
Social Media
Goal/Task Setting
Performance Tracking
We learned of the business requirements such as 4 mandated features & 2 additional
features of our choosing. How the feature set was implemented & presented were up
to our own discretion.
What did we do to Build a Foundation?
What were our Assumptions?
We had a lot of assumptions on what we could expect from our research & a big one was that we'd have multiple different employee personas regarding people's work environment (remote/hybrid/on-site).
A screenshot of how we came up with different ideas on how to create features through requirements
In order to test our assumptions, we conducted 14 user interviews. Interviews
were used as a way to discern who were the major user types we were building EOS for.
We utilized Dovetail to aid us in analyzing & synthesizing our user interviews. (It's such a good tool)
69.2%
Difficult Connections
Participants claimed that connecting with coworkers was more challenging remotely.
61.5%
No Instructions
Participants believed it was harder to get feedback on next steps during remote onboarding.
46.2%
No Software
Participants claimed they did not use any remote onboarding software in their careers.
Research & Synthesizing Insights
Employees felt they needed to finish onboarding quickly to get to work
Employers wanted more updates/transparency regarding their employees progress.
What Insight changed our Approach?
We learned a lot through our research but what we didn't realize prior was that our project needed to not only tackle remote onboarding for employees - but also the employer.
Behavioral Archetypes to Personas
Initially we created 4 behavioral archetypes that later on were consolidated into 2 main personas focusing on employers & new hires.

Between the 4, there wasn't enough differentiation for each archetype.
We learned that for employers & employees each of their specific painpoints are vastly different because of their respective roles & designing for both would require a lot of thought & discussion.
Feature Prioritization
Once we learned what our interviewees previous and current experiences were, we used our data as a way to propose various features in order to cut down our scope & understand how we can implement high priority features.
we utilized a feature prioritization matrix to assist in this regard.
Descoping Information Architecture
What we Mapped Out
We began to map out the information architecture of EOS to start building out the UI. The map served as a mental model for us whilst we constantly gathered research & feedback in each iteration.
We had a lot of ideas..
…But we had to descope a lot of our ideas due to time constraints, lack of resources, user needs and maintain priority for mandated features
What I Worked On
While I oversaw the entire project from it's conception, I primarily focused on the Employer flow, which consisted of the 'connect' & 'administration' feature-set respectively. These were both the initial features that I was tasked with to further integrate, evolve & design.
Admin Hub
The Administration hub was reworked into being apart of the Employer home screen but still remained a prime feature by integrating some aspects to a employee's profile.
Employee Directory
'Connect' was retroactively consolidated into the employee directory feature because the idea behind it was about connecting employers to their new-hire employees but we noticed the redundancy behind that & our directory feature.
The overall goal of the Employer flow was to allow Managers to request & send out updates to employees.
What was our Design Strategy & Why?
Our design strategy was based on reacting to new information that we learned from our own research. In order to maintain our 8-week deadline.
Using Google's Material Design System
We utilized Google's material 3 design systemto allow us to design quickly & efficiently
Correcting the Color Contrast
We had to change our initial color scheme because of accessibility concerns. As one of our testers claimed that our app 'looks like a purple crayon' & another reported that 'everything(UI) just blends in together'.
Explorations of UI
Home Page: Less is More
The original design (left) aimed to provide users with multiple key actions and a starting point. However,
it caused stress, anxiety, and cognitive overload due to too much information. The new design (right)
focused on guiding users with breadcrumbs, simplifying the UI and reducing information overload.
Directory: Filtering Out the Noise
A big point of emphasis was how the aesthetics of the the original(right) version seemed a bit dated with
the checkboxes & lack of 'breathing' room for the directory itself. I separated the directory & filter sections
which allowed me to do a few things. 1. Add additional functionality such as specific search options &
‍2. allow for a more modern aesthetic to give the directory screen more breathing room.
Employee Profile: The Overhaul
The initial design (left) received negative feedback from users due to its unchanged
color scheme, lack of relevant information from an employer perspective, and
confusion about user actions.

The redesign (right) addressed these issues by incorporating different interactions
and allowing for layout changes while scrolling. Multiple tabs were introduced to
switch between performance and general profile views. To reduce confusion, a
sticky button was added to guide users towards assigning new tasks. User testing
indicated that a helpful addition was a gif tutorial for users to view before
accessing the page.
Menus: If It Ain't Broke - Don't Fix It.
For the Menu explorations, I had advocated for a swipe menu(left) rather than the slide out
menu(right). The reason why we ultimately went for the slide out menu was because it
s a more familiar UI pattern that also fit the 'tone' of a mobile onboarding application
& because implementation time would be shorter compared to the swipe page.
Each of these feature explorations required a lot of communication between myself, the team & stakeholders in order to create a product that is aligned with business & client expectations while maintaining pace to reach the deadline.
Example of how Employers can send a notification using the action menu.
Multiple Entry-Points from the home screen into the Employee Directory screen.
Filters on the Employee Directory are now on a separate screen
What were some Challenges we Faced?
Lots of Conversations were Involved
Sometimes it was tough to because everyone had to compromise on something or for people to understand what we aligned upon. Everyone had different perspectives & we had to be mindful for that.
Deciding on a Color Pallet

We had to have a lot of conversations as a team to decide on the final pallet & I faced a lot of pushback regarding the direction but eventually I was able to win my team over.
The Menu Conversation
For defending my own design decisions, I was tasked with developing the main menu & I explored a lot of different menu types that we began testing with users.
Scott Hurff's research on screens sizes, helped me advocate for the menu type to be a downward swipe page, however through conversations with my team, we realized that for our audience & the tone we wanted EOS to be, it wouldn't be beneficial for us to implement this specific solution.
What were the Results?
The Chopping Block
While we were able to achieve a successful task completion rate, we had to deprioritize & descope a lot of our features in order to meet our deadline. With that said, early on, we had a lot of discussions & even some wireframes regarding gamification, expanding the Knowledge base, creating a public forum of questions for Help Desk, & reintegrating the Connect feature.
Client & Stakeholders Reactions
We presented our design solutions to the clients & stakeholders which resulted in mostly positive reactions. We learned that from previous iterations we were able to increase flow task completion by 50%(3/6 small sample size).
My own Learnings
The biggest that insight that I've gained throughout this project is more so relating to soft skills. A lot of my team's conversations varied from UI elements would function, to how users would react to the hierarchy of the components. With everyone's different insights, I was pushed to continually research and put thought into all of my design decisions.

I was able to work in a way that allowed me to visually showcase my own ideas and be critiqued through what worked and what did not in a productive manner. Good critique always had context & were based within our existing research, how would we adapt the design to it.

"When you hit your lowest point, you are open to the greatest change" - Avatar Aang