Helping people look inward before they walk out.

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.

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.

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.

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.

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.

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).

By focusing on these five areas, the project significantly improved the internal mobility journey, leading to higher career growth and a more engaged workforce at Meta.