Agenza

Hiring breaks in the gaps. The job goes out on three channels, applications land in three inboxes, screening notes live in a spreadsheet, and interview times get agreed over email. Nobody can answer a simple question: where is this candidate right now?

Agenza is a B2B SaaS platform that closes those gaps. Employers publish a role across multiple channels from one place, then run the whole process, from first application to signed offer, inside the same system.

The target is concrete. Hiring that normally runs 60 to 90 days is meant to close in 30 to 45, and every design decision was measured against whether it removed a step or added one.

I was the sole designer, and I shaped the feature set as much as the interface: what the product should do, in what order, and what to leave out of the first version. Then I designed everything that shipped.

Posting a role

Creating a job is a guided flow, not a form dump: role details, screening questions, then the hiring stages the candidate will move through. Stages and questions can be imported from a previous role instead of rebuilt, which is what actually saves time on the second hire and every one after it.

The pipeline is the product

Once a role is live, candidates arrive on a board split by stage: new applicants, screening, second interview, offer extended. Each card carries the essentials, role, location, availability, match score, so a recruiter can triage without opening anything. Moving someone forward is a drag or a single action.

One record per person

Every candidate has one profile: overview, documents, interviews, and full history in a single view. Scheduling lives in the same system, so an interview slot connects to the candidate and the stage rather than sitting in a separate calendar.

Designing a product with no legacy

This was a new product with no existing users to migrate and no old interface to work around. That freedom cuts both ways: every pattern is a decision with nothing to fall back on. I leaned on a strict component system so the platform stayed consistent as the surface area grew across jobs, candidates, talents, scheduling and settings.