Deel | 2023
The first global workforce management platform
Description
How we shifted the payroll-focused product to became a fully global HRIS solution.
Role
Lead Product Designer
Problem
From global payroll to the global platform for all people operations.
Companies used Deel to hire anyone, anywhere; but then were left managing their global team across scattered spreadsheets and systems. We began building the all-in-one platform to manage their entire global workforce.
User research
I interviewed 12 Key Account's HR managers to understand their needs, how they hire local employees x remote employees, what were the main pain points with current HR processes and tools.
Behavioral Archetypes
Based on the research, we identified three core behavioral archetypes, each defined by their company size and HR maturity level:
The Early HR
(1-30 people)
Founders overwhelmed by juggling HR tasks and their core work, needing affordable and immediate solutions.
The Growing HR
(31-150 people)
Small teams hampered by manual processes in spreadsheets and disconnected systems for local vs. global payroll.
The Mature HR
(150+ people)
Established teams syncing complex inneficient systems, with needs intensifying and becoming more tailored for larger sub-levels (1000+, 5000+).
User-Driven Prioritization
We prioritized features based on how structural they were for the business versus HR maturity. This placed core operational needs above tailored solutions for large enterprises.
Focusing on the "Growing HR" segment, we aligned the entire team to build and launch the product for maximum impact.
The Evolving Core Platform
To shift our entire platform's focus from contracts to people, we first restructured the information architecture. I validated this new approach through remote user research like card sorting and prototype testing.
The result was a unified HR platform, integrated with all of Deel's services, capable of managing any global workforce. My team specifically delivered the core experience: onboarding, offboarding, people management, and time off.
Impact
From a small product, design and business decision to a company structure transformation.
Shift the company direction
The initiative and user feedback drove us from a 3 people squad (PD, PM and BE Eng) to a +30 Business Unit.
Worldwide impact
Deel’s global hiring report indicated a +145% increase in global hiring (2023).
Valuation boost
As the first fully remote HR system, Deel HR was one of the keys for the company recent valuation.
Deel | 2023
The first global workforce management platform
Description
How we shifted the payroll-focused product to became a fully global HRIS solution.
Role
Lead Product Designer
Problem
From global payroll to the global platform for all people operations.
Companies used Deel to hire anyone, anywhere; but then were left managing their global team across scattered spreadsheets and systems. We began building the all-in-one platform to manage their entire global workforce.
User research
I interviewed 12 Key Account's HR managers to understand their needs, how they hire local employees x remote employees, what were the main pain points with current HR processes and tools.
Behavioral Archetypes
Based on the research, we identified three core behavioral archetypes, each defined by their company size and HR maturity level:
The Early HR
(1-30 people)
Founders overwhelmed by juggling HR tasks and their core work, needing affordable and immediate solutions.
The Growing HR
(31-150 people)
Small teams hampered by manual processes in spreadsheets and disconnected systems for local vs. global payroll.
The Mature HR
(150+ people)
Established teams syncing complex inneficient systems, with needs intensifying and becoming more tailored for larger sub-levels (1000+, 5000+).
User-Driven Prioritization
We prioritized features based on how structural they were for the business versus HR maturity. This placed core operational needs above tailored solutions for large enterprises.
Focusing on the "Growing HR" segment, we aligned the entire team to build and launch the product for maximum impact.
The Evolving Core Platform
To shift our entire platform's focus from contracts to people, we first restructured the information architecture. I validated this new approach through remote user research like card sorting and prototype testing.
The result was a unified HR platform, integrated with all of Deel's services, capable of managing any global workforce. My team specifically delivered the core experience: onboarding, offboarding, people management, and time off.
Impact
From a small product, design and business decision to a company structure transformation.
Shift the company direction
The initiative and user feedback drove us from a 3 people squad (PD, PM and BE Eng) to a +30 Business Unit.
Worldwide impact
Deel’s global hiring report indicated a +145% increase in global hiring (2023).
Valuation boost
As the first fully remote HR system, Deel HR was one of the keys for the company recent valuation.
Deel | 2023
The first global workforce management platform
Description
How we shifted the payroll-focused product to became a fully global HRIS solution.
Role
Lead Product Designer
Problem
From global payroll to the global platform for all people operations.
Companies used Deel to hire anyone, anywhere; but then were left managing their global team across scattered spreadsheets and systems. We began building the all-in-one platform to manage their entire global workforce.
User research
I interviewed 12 Key Account's HR managers to understand their needs, how they hire local employees x remote employees, what were the main pain points with current HR processes and tools.
Behavioral Archetypes
Based on the research, we identified three core behavioral archetypes, each defined by their company size and HR maturity level:
The Early HR
(1-30 people)
Founders overwhelmed by juggling HR tasks and their core work, needing affordable and immediate solutions.
The Growing HR
(31-150 people)
Small teams hampered by manual processes in spreadsheets and disconnected systems for local vs. global payroll.
The Mature HR
(150+ people)
Established teams syncing complex inefficient systems, with needs intensifying and becoming more tailored for larger sub-levels (1000+, 5000+).
User-Driven Prioritization
We prioritized features based on how structural they were for the business versus HR maturity. This placed core operational needs above tailored solutions for large enterprises.
Focusing on the "Growing HR" segment, we aligned the entire team to build and launch the product for maximum impact.
The Evolving Core Platform
To shift our entire platform's focus from contracts to people, we first restructured the information architecture. I validated this new approach through remote user research like card sorting and prototype testing.
The result was a unified HR platform, integrated with all of Deel's services, capable of managing any global workforce. My team specifically delivered the core experience: onboarding, offboarding, people management, and time off.
Impact
From a small product, design and business decision to a company structure transformation.
Shift the company direction
The initiative and user feedback drove us from a 3 people squad (PD, PM and BE Eng) to a +30 Business Unit.
Worldwide impact
Deel’s global hiring report indicated a +145% increase in global hiring (2023).
Valuation boost
As the first fully remote HR system, Deel HR was one of the keys for the company recent valuation.