myOneFlow
myOneFlow is a workforce management platform designed to support both job seekers and the agencies that guide them.
When I joined the project, the challenge was to reimagine how its Jobs module could truly empower users — by reducing dependency, streamlining workflows, and building trust across three very different groups: job seekers, case managers, and employers.
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THE BIG PICTURE
At its core, the Jobs Module was meant to connect job seekers, case managers, and employers into one seamless ecosystem
But in reality, it was broken:
Job seekers couldn’t explore independently.
Employers struggled to find candidates.
Case managers became bottlenecks, forced to mediate every interaction.
The result? A platform that slowed down the very process it was designed to accelerate. For the workforce organization, this inefficiency meant higher staffing costs, delayed outcomes, and missed opportunities to showcase value.
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Stakeholders & Their Competing Needs
The Jobs module had to serve four very different groups — each with unique goals that often conflicted.
Clients: Job Seekers & Students
The heart of the system
Looking for jobs, training programs, and career support.
Case Managers
Hands-on guides who enable client success
Guiding clients, recommending opportunities & tracking progress.
Admins
System architects
Configuring workflows, managing permissions & ensuring compliance.
Employers
The Opportunity Providers
Posting jobs, reviewing applications, and connecting with candidates.
System & Operating Context
State boards operate under strict federal and state compliance rules
Case managers balance reporting, eligibility verification, and placement outcomes
Job seekers interact with the system under program constraints, not open-market freedom
These groups had competing goals — and the system was forcing trade-offs instead of supporting balance.
CHALLENGES
Three tensions shaped this problem space:
Disconnected Workflows Across Portals
The path from posting to application felt fragmented, not continuous.
High Dependency on Case Managers
Every interaction flowed through case managers, adding overhead.
Lack of Trust and Clarity for Job Seekers
Clients were unsure which jobs were most relevant or reliable, leading to low engagement.
The Real Design Tension
Autonomy vs Oversight → Job Seekers wanted freedom, but managers needed visibility.
Efficiency vs Trust → Users wanted speed, but also confidence in results.
DEFINING PROBLEM STATEMENT
How might we balance autonomy for job seekers with oversight from case managers while still ensuring employers get the qualified applications they need?
Iterating the Job Card (Trade-offs in Action)
The card included several key elements — such as match percentage, job recommendations (from either the system or a case manager), job details, and essential CTAs. It took multiple iterations to refine the layout into a clear, easy-to-grasp design.
How the Design Resolved the Core Tensions
To resolve the tension between job seeker freedom, case manager oversight, and employer confidence, we introduced four key changes across onboarding, job discovery, and application workflows.
Clients log in & explore jobs freely with guided oversight
Problem: Job seekers couldn’t act independently; case managers controlled everything.
Video: The redesigned onboarding and job-exploration flow
Smarter job recommendations (system + case manager)
Problem: Students relied completely on case managers for opportunities.
Hey,
Solution: The system now suggests jobs based on a client’s profile using AI, alongside personalized case manager recommendations.
Faster workflows for case managers (bulk actions)
Problem: Case managers spent too much time managing jobs one by one.
Solution
Manage at scale → Bulk actions for faster recommendations
Time saved → Multiple tasks done in one step
Streamlined employer experience
THE IMPACT
18%
25%
22%
Key Takeaways: Learning and Growing Through Challenges
Stay adaptable
Constraints shape clarity
Design is about balancing tensions
