“Hackathon” — Is it a Great way to showcase my UX design skills ???
I’m Mounica, an aspiring UX Designer. I was in awe when I first heard about hackathons and what they can do for an individual! But there are still so many questions that I have on this topic. Will I really get anything out of it? How much time should I spend? How can I work smart?
I found that self doubts and fears are major obstacles in a professional context. The reason for this is because we do not have any experience of a particular environment and therefore naturally take for granted what you already know. I have taken part in a hackathon which has lasted for 48 hours. All the hard work of my 60 days from unleashing creative thinking and curiosity to displaying it through designing good user experience has been shown through this project.
Here’s a list of topics that’ll get you hyped:
What we’ve accomplished to address these issues
Developing solutions to the issues associated
Validating our Assumptions and Hypotheses
Designing User Interface Screens
Testing the revamped User Experience
Video Presentation and Feedback from the jury
In this task, we are allocated with a problem statement to assist in selecting the most appropriate option from a possible 12 options. Later on, 12 other teams entered the competition, and we are competing against them putting the unfair advantages of why we should have that specific problem statement and why we should allocated with the chosen one and what makes us standout in choosing that specific problem statement. After multiple counter arguments with multiple teams and discussion internally within our team we choose to work on APNAA job platform search flow and application status tracking
What are my thoughts on this specific circumstance… Yes, I am not inclined to choose that specific app, but after many brainstorming sessions, I realised that as an HR professional, I can use some unfair advantages in researching more about the app from both perspectives as a designer and as an HR professional. Even my team considers this on my end and chooses this specific product.
We moved forward, accepting our mistakes, pros and cons, and taking a united stance to achieve the end goal. So, it’s finally time!!! To get to know my “Misfits” team (as we belong to different professional backgrounds and met on a common interest for designing so we gave ourselves a team name) Preeti Wadhera @rohithapatel @rajanidevi Jeganathanc @devkansana
I’d like to show off what I’ve improved before beginning the process, as well as the effort I’ve put in.
Research Problem Statement-We’re looking forward to learning more about job searches and the flow of the app. We’ll explore potential pain points, so that we can create a solution that helps people apply for jobs.
The original flow that I was assigned to evaluate is
Homepage — search job — go into the job detail page — browse the details — apply — go back to the home page — go to the application page — check the application status.
Our team knows the functional and efficient design has a great affect on the user experience. In Ux Design case study, we have identified some heuristic violations based on our observations. Also, we brainstormed ourselves in putting them on place and do the problem identification based on severity scale.
1. Users may be puzzled by the homepage. Users have a difficult time processing the information because there are no divisions or sections.
2. People become disoriented when they do not know the search radius between areas/cities.
3. Users cannot apply for multiple jobs and then shortlist them later.
4. Users should not rely on the options provided in the filter section.
5. Users cannot delete applications in My Jobs that they have not used or are no longer interested in. This may be inconvenient for some people because it increases the time it takes to find active applications.
We’re trying to solve these issues(identified)
We’ve added two sections to the application: one for Job sections and one for my jobs. Users can be reminded about applications using alert notifications.
Provide a distance to the job site in the job card so the user knows how far it is from his current location.
We can also have a save button in the interface to enable users to easily save their work.
Providing satellite maps so that users can determine the location of all their jobs on a map.
Close icons are accessible in the Latest search option. Users can therefore delete the most latest search if they so really want.
Let’s add some text about actively enlisting to the search popup.
Review out our actual Planning of Project journey on our Fig Jam below.
How did we turn our challenges into assumptions?
We learned about the product, its business model, and its customers. We examined the existing flow to see if any parts or interactions violated any heuristic principles — rules of thumb. We identified a few issues based on our observations and intuition. (See Figure A2 in Figjam.)
Now let us find out what the issues are — We encountered 11 heuristic-based problems and 7 intuition-based problems.
Based on Heuristic Evaluation-
- Search icon does not show the job history of any previous searches made by the user, indicating that it is focused on recognition rather than recall. Users must recall their most recent search, which may be difficult for some users to recall.
- The user may become disoriented while determining the search radius between areas/cities. The user believes he or she is unaware of the insufficient information provided.
- User Control and Liberty: Users cannot shortlist multiple jobs and apply for them later in the application process.
- Flexibility and efficiency of use: Users have the ability to change the location from which they are viewing a given page, but once they do so, they must return to the home page.
- Consistency and standards: There is no guidance on how to apply the filters in the filter section.
- Consideration rather than recall: On the listing page, users are unable to identify icons that are unfamiliar to them. They must return to the filter, read the icon description, and then apply it. On the listing page, there is no clear distance specification for Sort by Recommendation.
- Help and documentation-Flexibility and Usability: Users will leave your site if they cannot find complete information about a company.
- Help and documentation-Flexibility and Usability: Users want to search for company profiles and recruiters in order to determine whether they are real or fake, according to the Product Description. This could create a distraction, causing users to abandon.
- Consistency and standards: The location of my jobs is not limited to cities. Users may have difficulty recalling the location with the area in the city. Because it is unclear what industry the location icon in the Job location represents, it does not meet external industry standards. Users may become confused and search for the address to double-check.
- Visibility of system status: The My Jobs application includes a feature that allows users to view applications at various stages of completion. Users must read the text and distinguish between the various application statuses. This could increase cognitive load, frustrating users.
- User control and freedom: Users have been unable to delete applications that they have not been using or are not interested in for the past two months. This, I believe, could be a problem for some users who may struggle to find active applications.
Evaluation Based on Intuition — * Aesthetic and Minimalist Design: The main page can be confusing for users due to the lack of segments and categories, which leads to confusion.
* When you search for a specific role (for example, skills), all categories appear. You need to choose from those.
* The location at the top of this page may keep confusing users. Because Filtration is a segment on this page, it it seems that Location is a subcategory of Filters. This can result to user ambiguity.
* Users will not be able to acknowledge the options when trying to filter by category.
* Because of salary options are listed as numbers without any currency symbols, there isn’t enough clarity in recognising them.* The My Job Panel is not easily visible to users, and it does not alert users who may forget to check the status of applications in My Jobs.
Developing solutions to the issues associated — We dumped our biases in the early stages of our brainstorming sessions and came up with solutions that would help us directly impact business metrics. We did a lot of brainstorming about bounce rate and came up with some ideas that provided us with enough validation to move forward with our hypothesis.
Problem 1: Because there are no divisions or sections on the homepage, users may experience difficulty processing the information, which can be frustrating
Solution: On the homepage, divisions or sections can be created so that frequent/first-time users can quickly grasp the information in a scannable manner.
Filter placement and sorting can be altered.
Problem 2: Excessively large text elements, such as “Jobs for you,” become obtrusive. Font sizes are inconsistent. When there are too many text types competing for the attention of users on the web, it is difficult to focus.
Solution: Consistent text sizes. Diversify your content for balance
Problem 3:The search icon does not display previously searched job history or any recommendations based on the job details entered. Users must recall their most recent searches, which may be difficult for some users
Solutions:
Users’ previous history could be aided by the search bar.
Providing drop down beneath the search bar to view previously searched history
Recommendations could be made based on previous searches such as jobs, companies, skills, and so on.
Problem 4: Besides a cue (in location) on search results may enable users to locate what they’re looking for. In particular, the city.
Solutions: To keep users aware, keep the location they are searching for below the search field.
Adding cues such as search by skill sets or type of employment will assist users in receiving customised job results to apply for based on their requirements.
Problem 5:Users searching for a specific role (e.g. skill) will see both categories. Users must choose from this list.
Solutions:
Displaying “Search by Jobs” or “Search by Skills” content up front
Text recommendation
Look for “this section will be in typing animation.”
Problem 6: Users are unable to shortlist multiple jobs and apply later.
Solutions:
Giving users the option to bookmark jobs allows them to shortlist them.
Allowing them to wishlist, save, and share
Allowing customers to refer friends and family.
Problem 7: Because there is no title for the location bar at the top, users may become confused. Merging with Filters without division gives the impression that Location is a part of filters, which may confuse users.
Solutions:
The addition of a map icon will clearly indicate its location.
Adding previously filled-in Location details will serve as a confirmation for users.
Problem 8: The ability to modify the locality of the (HSR Layout) but not the City, which can be confusing for users if they are looking for multiple cities between areas/cities.
Solutions:
displaying a popup where the user can select a location from a map
Location should have an Edit option so that users can change it on the listing page.
Problem 9: There is no guidance on how to apply the filters. The options provided in the filter section are untrustworthy to the user.
Solutions:
Giving users more options allows them to be more customised, making it easier for them to find the jobs they need.
Problem 10: Users will be confused as a result of unrecognised options.
Solutions:
To maintain consistency and standard, can provide options based on research and competitor analysis. As a result, users can easily recognise the option without becoming confused.
Problem 11: In the filters, the salary section has only been mentioned in numbers, with no currency symbols reassembled.
Solutions:
It could be suggested that salary options be given currency symbols.
Problem 12: On the listing page, users are unable to identify icons that are unfamiliar to them. To understand it, they must return to the filter and read the icon description. On the listing page, there is no clear distance specification for Sort by Recommendation. Users will not be able to determine how far one location is from another.
Solutions:
When you click on the icon, a description of the icon will appear.
Instead of icons, use text that the user can read.
When the user wants to sort by distance, the distance between two offices can be provided.
A satellite map can be provided to users to help them compare all distances.
Problem 13: Users want to search for the company profile and recruiters in the product description to determine whether it is fake or real. This may be causing a distraction. Users may abandon the site.
Solutions:
Directly providing a link can take you to the profile.
Giving a number of reviews about the companies to which they applied.
Problem 14: The My Job Panel on the Home screen is not easily visible to users. If users are not alert, they may forget to check the status of the application in my jobs.
Solutions:
Make the My Job CTA Button more visible.
Alert notifications can help users remember about applications.
New tabs for My Jobs
Problem 15: The job location’s location icon does not meet External industry standards. Users may become confused and search for the address to double-check.
Solutions:
Include an easily identifiable icon.
To assist the user, include a location link or a map redirection option (Example- Book my show app)
Include the exact location, including the area pin code and the nearest landmark.
A Google map to assist users in determining the location of the location.
Problem 16: In My Jobs, two applications with different statuses are displayed with text. Users must read the text and distinguish between the various application statuses. This may increase users’ cognitive load and frustrate them.
Solutions:
Add different colours for each status
Also, we can show the progress bar of the application (Active/ Inactive)
We have a spaced to put a filter on the basis of the status of the application
Create my job panel on the home screen so users can easily access the application status, view jobs and saved.
We design and build hypotheses based on — Before beginning any research, we attempted to solve the problem ourselves. We made assumptions about what the user’s problem is and what will work to help them. We devised a strategy to solve our business problems with the assistance of our hypotheses.
Secondary Investigation
gaining deeper insights to aid in the validation of our hypotheses
We started with desk research, searching for insights based on our flow. We searched for insights on a search page and received two validating some of our hypotheses. We then proceeded with our competitor research to gain more insight from Apna’s competitor based on our flow. We also looked for direct competitors, such as Hirect and Naukri.com, as well as indirect competitors, such as LinkedIn.
The Most Important Takeaways from — Link to the article: www.nngroup.com/articles/site-search-suggestions/
“My hypothesis is that recent searches can be provided in search because my assumption is that users must recall previous searches, which may be difficult for some users to remember.”
First, consider secondary research.
Users benefit when they choose from search suggestions rather than typing in their own complete query because they use less mental effort to search because they can simply recognise the right words or phrasing. The conclusion we reached: As users struggle to recall, recent searches will assist them in reducing the mental model.
Link to the article/source: https://uxdesign.cc/ux-for-search-101%EF%B8%8F-2ab4b2f2384d
Factual / Statistical Insights- Hypothesis: “Showing upfront content “Search by Jobs” or “Search by Skills.” because my assumption is that when users search for a specific role (for example, skill), both category categories will appear, increasing the cognitive load
1st Insight: Secondary
Navigation is critical because it shows users what they can find and teaches them about the structure of the search space and what they can search for. Showing them content they recognise right away improves usability because it reduces their cognitive load. “Users often find that using the navigation categories is faster and easier than coming up with a good search query.”
We learned a lot from competitor research.
Some of our discoveries aid in the validation of our hypothesis. Major insights gleaned from competitor research:
- The ability to easily choose and change the job location. Users on LinkedIn can change location in the search bar and modify it at any time, making it easier for users to change location from the same page. Users can take action and update their search in a flexible and efficient manner.
2. There is a recent search history available. As a result, it will assist the user in quickly and easily locating the most recent search.
3. Company information that aids in the development of trust
4. Tracking is now complete. (For example, Applied, In Progress, Not Selected) Keeping users updated on where
5. By providing recommended companies, top companies, and so on, the user can quickly make a decision.
6. Reduces clicks — Increases bounce rate
7. Recent Lookups
8. Location lookup
9. The search bar displays a skills option, informing users that they can also search for skills.
Let’s figure out who our target users are — APNA is the product/issue under investigation (Online Job application platform)
Key Features of the E-commence App-
1. Apna is a professional networking and job-search platform that connects blue-collar and grey-collar workers with communities and jobs.
2. The coronavirus pandemic boosted digital recruiting, with an increase in job postings in manufacturing and e-commerce, fueled by the country’s recovery from multiple illness waves, particularly work-from-home opportunities.
The app is currently available in 11 Indian languages and 28 cities, with plans to expand.
3. Apna’s platform is used by over 100,000 recruiters in India today, including Byju’s, Unacademy, Flipkart, Zomato, Licious, Burger King, Dunzo, Bharti-AXA, Delhivery, Teamlease, G4S Global, and Shadowfax. Through its vertical communities, it is developing Masterclass-style skilling courses, result or job-based skilling, and peer-to-peer learning.4. It plans to include career counselling and resume-building features.
5. Apna is backed by nine investors.
6. Users must receive regular job updates.
7. Users can communicate directly with recruiters while sitting at their computers.
Apna’s target age group is 18 to 35, mostly freshers and senior-level employees or students, so we defined our users based on desk research. We wanted to target real-time users whom we could test face to face and observe their understanding of the tasks given.
More information about the users !!! —
1. Users want to actively seek jobs.
2. Because these are important notifications, users require an easy way to view application status.
3. Users expect an easy way to communicate with the company.
4. Users may be curious about the company’s history.
5. Users expect to learn about comparable job opportunities.
6. The majority of users expect detailed job roles and responsibilities in search results that are better and faster.
Primary research — The user’s current experience (USABILITY TESTING)
Guidelines for conducting Current Experience Usability Testing are being developed.
We decide on the questions to ask and the tasks to assign to users before conducting primary research in order to collect insights and observations. We gathered insights about the users and their behaviour, as well as their pain points, at this stage because having a thorough understanding of how users interact with the relevant products allows you to deliver a seamless experience. With your current flow, we prepared the interview guide for task-based usability testing. We were able to collect insights and observations through guerrilla testing and online task-based interviews, which we then documented.
Tasks for the user to complete Task-based observation: We requested that the user install the APNA app and complete the following task.
Register now Arrive at the home page Investigate the Home Page Job Search without Filters Job Search with Filters Job Application Find your previously applied jobs.
Could you please take me to any role you are looking for?
Can you check the status of the application?
Is it possible to select multiple job locations in different cities?
Can you look for the HR Executive position using a company search?
Could you please apply for a job at random?
Can you check the status of your job application after you apply?
Points we chose to pay attention — We mainly tried to stick to our flow and understand how users interact with it, but we also observed all decisions or flows that users took.
Some of our observations are as follows:
1. The user’s behaviour while performing the task She believes this option is misleading in most scenarios because a couple of HR representatives she contacted took the situation for granted. The user is interested in learning more about the job recruiter and the company.
2. The user had difficulty selecting multiple options on the job detail page. She believes it is sufficient, but it would be better if they provided more information.
3. Having HR contact information and a WhatsApp option is not required from the user’s perspective because he believes they are ineffective.
4. He is frustrated with the filters because he must return home to change the location.
5. As a first-time user, he was overwhelmed by the information on the homepage.
6. The user looked for a save or Wishlist option on the listing page in order to save it for later use.
7. He thought the home screen was clumsy because it contained so much information. struggled to change the job location
8. Dissatisfied with the company’s details.
9. On the listing page, he began looking for save/Wishlist options to save the job for later use in order to save the job for later use.
10. I won’t be able to find work until they apply for it.
11. She also struggled with the job’s location details.
Filters assisted her in sorting the distance part so that it could be more precise. The user is a mother and a teacher looking for work near her home.
13. It was difficult for her to find all of the jobs after she applied for them. She had difficulty finding her pre-applied job on the first try.
We asked questions to delve deeper into user behaviour.
We begin by interacting with them and learning about their online application process.
Initial Questions: General information about the user such as age, gender, location, family, and occupation. How do you apply for jobs if you want to try something new? Is he willing to work remotely or from home? Which app do you primarily use to apply for jobs?
Inquiry Questions:
How effective do you think having Contact HR/ WhatsApp HR is?
Do you believe the filters work?
Do you think a No Deposit option is beneficial?
What are your thoughts on the job card providing sufficient information?
Do you believe the search returns the affective filter?
Do you believe the job detail page contains enough information?
Did you get the job result you were looking for?
How do the filters assist you in categorising your preferences?
Was it simple to fill out those tabs?
What jobs are available in your area, and what if you want to relocate?
Were the recommendations helpful in your job search?
How do you track the status of your application?
Interview Notes from Usability Testing
After we finished our UI and prototype, we began usability testing. We conducted and documented usability testing. (Notes from usability testing are included below.)
1. His frustration points and time required to complete the given task were observed while viewing or applying the specific filters (he felt messed up at one point and wanted to clear the filter but couldn’t find the clear exit and had to return to the home page)
2. The questionnaire was useful to the user while applying for a specific role.
3. The user did not feel comfortable contacting HR, despite the fact that it was mentioned in the application status.
4. The user was misled by the navigation pop-ups.“Deepika from Hyderabad has fixed interview”
Putting our assumptions and hypotheses to the
How we interpreted our findings
We conferred and only proceeded with the Hypothesis that was validated by our secondary and primary research observations.
(Secondary Study)
“My hypothesis is that recent searches can be provided in search because my assumption is that users must recall previous searches, which some users may find difficult to remember.”
“Showing upfront content “Search by Jobs” or “Search by Skills” because my assumption is that when users search for a specific role (for example, skill), both categories will appear, increasing the cognitive load.” (Primary Investigation)
“My hypothesis is that the homepage can be utilised by providing CTA for multiple sections such as search jobs based on skill/job role or Top Companies, etc. so that people can achieve their primary goals (applying for the job) because my assumption is that large text becomes obtrusive.” When too many text types compete for the attention of users, it’s difficult to focus due to inconsistent font sizes.
“My hypothesis is that the bookmark option will allow users to shortlist jobs and apply later because my assumption is that users do not have the freedom to shortlist multiple jobs and apply later.”
“My hypothesis is that because the Multiple location dropdown must be provided, my assumption is that users must go all the way through to the home page to change the location, and after that, the user will only be able to tag a single city.
“My hypothesis is that a click on the icon will display a description of the icon because I believe that on the listing page, users will be unable to identify icons that are unfamiliar to them.” To understand it, they must return to the filter and read the icon description.
“My hypothesis is that when the user wants to sort by distance, the distance between two offices can be provided.” because I believe Sort by Recommendation does not provide a clear specification of distance on the listing page. The user will not be able to determine how far one location is from another.
“My hypothesis is that providing a direct link will take you to the profile.” because I believe that in the product descriptions, users want to search for company profiles and recruiters, which will lead to any social media. making a distraction Users may abandon the site.
My hypothesis is to make the “my Job” Button more visible because I believe the button is not clearly visible enough to users, who use it the majority of the time to see their pre-applied jobs.
My hypothesis is to add location details because I believe users will be confused by the existing address to which he/she has applied.
My hypothesis is that there should be a simpler way to track applications because I assume that in My Jobs, the two applications with different statuses are displayed with text. Users must read the text and distinguish between the various application statuses. This may increase users’ cognitive load and frustrate them.
Brainstorming Solutions
How we came up with solutions to the validated problems
Using the Crazy 8 method to generate ideas
Following HMW, we moved on to Crazy 8 for better ideation, where we came up with multiple solutions for each HMW formed in the final stage. HMW assisted in thinking in a questionable manner in order to generate multiple ideas. 🎈
Wireframing
How we came up with solutions to the validated problems
Following the ideation on the basis of research, we continued the discussion and began wireframing flow-wise with each screen. To put our ideas into action, we made some rough sketches and low-fidelity wireframes. We designed the LO-fidelity with the user flow and insights in mind.
Screen Design for User Interfaces
Design mood board
After wireframing, we created a mood board and looked for some reference designs to help us solve the design problem.
Adding new components and screens as needed- Using the design mood board, we chose the elements that needed to be updated or implemented and created components for elements that would be reused multiple times.
Making the displays interactive
It’s fine to design static frames, but adding interaction to them is an entirely different experience, especially since we’ll be testing with real users, so making the UI interactive is critical. So we created UI prototypes.
Check out the Interactive prototype
Testing the Revamped User Experience
Tasks listed for the users to perform — Based on the user interviews, we were able to notice and pinpoint what changes we could make and how the user’s intuition affects the existing flow. Based on all of our observations, we moved forward to render the ideas that can be made flexible to the user and ask them to perform these tasks.
➡️Can you please take me to any role you wish to search for?
➡️Can you Check the Application Status?
➡️Can you pick multiple job locations for different cities?
➡️Can you search for the HR Executive position based on the status of hiring?
➡️Can you please apply for a random job?
➡️Can u review your job application status after applying?
Points we decided to observe
We decided to prepare tasks for the user to complete, but we also attempted to observe the user, focusing on the user’s direct intention as well as behavioural insight.
- Based on the allocated task user is able to find the given task and was able to end up at the destination.
- She landed the end goal easily of finding the application status.
- The user was able to locate the option as they enter the homepage which of exploring the multi-selection of cities.
- Users were able to realize the status of the hiring
- There is a clearly marked exit to review the job application status
Questions we asked to get deeper behavioural insights
Despite the fact that there are re-crafted questions to observe the user and how well they are able to arrive at the destination, we chose to place conversation and done it scenario-based questions as required.
➡️How effective do you feel having Contact HR/ WhatsApp HR is effective?
➡️Do you feel the filters are effective?
➡️do you think having a No Deposit option is useful
➡️what do think about the job card having adequate details
➡️do you think the search is returning the affective filter
➡️do you think sufficient information is provided on the job detail page
➡️Did you find the job result that you entered?
➡️How do the filters help you in sorting your preferences?
➡️Was it easy to fill those tabs?
➡️What are the jobs in your location and what if you want to change the location
➡️Were the recommendations help you in finding your job?
➡️How do you find the progress o your application?
➡️How do you feel when you successfully applied for a job?
Notes from Revamped Experience Usability Testing
1️⃣. User 1- Srilekha
Notes from initial observation- After conducting a thorough investigation, I decided not to give any direction on a prototype for testing because we wanted to understand how far we could push the Bounce rate. She was able to recognise the differences, as well as where she was hit in the existing flow and what made a difference in the optimiser flow.
Notes from probing questions- Found flexibility in tracking the application status and ability to recognise the stages. She found the Application option to enter easily and quite recognisable. She felt interested in the search criteria option showing the status of hiring.
2️⃣. User 2- Hemanth
Notes from initial observation- In the applied job section the close button is for what is just removing the job from the section or Revoking the application? Not clear which option
Notes from probing questions- Search history is helpful for him. As he uses Eyeglasses, the small details on a job card are hard to read
Making sense of insights from usability testing
Iterating and improving the UI design (Final UI)
That concludes our explanation. Here’s what I discovered:
This project taught me….
We discovered how far you can get in 48 hours through this exercise!
Anyone will not use software with an overly complicated flow. The software should be simple to use, understand, and intuitive.
We learned how personalization can engage users. discovered how to translate user experiences into simple fixes
Understanding of how to use guide marks and subtexts to emphasise points.
Finally, pushing everyone to their absolute limits in order to complete the job on time was a new experience for me.
It was physically demanding, but it was also a lot of fun and learning. Thank you very much, especially to my Mentor.
I am excited to do the following in the future…
- I learned the importance of working together to solve a problem.
- When someone is down, we must all work together to motivate them.
- Always make certain that the process you are implementing is beneficial to the user and achieves the desired results.
- We want to track business metrics. At all times, keep your attention on the problem statement.
- Understand the issue completely. Allow enough time to fully comprehend the issue.
- It is the equivalent of finishing 80% of the project.
- Tasks should be assigned to team members based on their abilities.
- Diversify and complete their tasks. They will converge again after some time. — Discuss your current work status.
- What are your issues, and what have you learned? Everything should be shared with your team members. Always keep your team members up to date on the status of your work.
Watch Out Us on
You will be overjoyed to see the review section; here is a sneak peek of it.
The best thing that has happened to us in this Designathon is that the product designer of -APNA-, Kaavya Jeevakumar, is on the jury, and her feedback gives us goosebumps.
Appendix —
Link to Figjam file here
Link to Figma Prototype here
Link to Notion File here
You can reach me on Linkedin
Thank you for taking an interest in my case study! I’d like to hear your perspectives on our UX process, design, presentation, and overall project. I’d appreciate it if you have any recommendations.
