Portal

It is a comprehensive platform designed to enhance employee management and engagement within the company.

About Project

Portal with thousands of employees. I worked as the Product Designer end-to-end: research, information architecture, user flows, UI, design-system alignment, prototyping, usability testing, and developer handoff.

Creating flow – Mentors

TL;DR

We unified mentor discovery, smart matching, scheduling, and progress tracking into one experience inside the employee portal.

Impact

time from request to first session decreased by 37%, completion rate of mentorship cycles increased by 19%, participant satisfaction rose by 12 pp.

Problems

• Hard to find a relevant mentor by goals, skills, and availability.
• Opaque application statuses caused delays and repeated follow-ups
• No single place to schedule sessions, keep notes, and track outcomes.
• Program admins lacked visibility into effectiveness and mentor load.

Users & Opportunity

Mentees want a fast way to find the right mentor and understand the next growth step. Mentors need a manageable workload and clear expectations. The program existed, but the journey was fragmented across forms, spreadsheets, and chats. This created an opportunity to deliver a single, guided experience that reduces manual coordination and makes outcomes measurable.

Process

Stakeholder and user interviews with mentors and mentees, service blueprint of the current journey, and prioritization of pains.Information architecture and key flows for both roles (discovery, matching, application, scheduling, progress).
Low- and high-fidelity prototypes, task-based usability tests, copy and status refinements, specs and state diagrams for implementation.

Design thinking approach

Solution

Mentor profiles. Structured cards with skills, domains, languages, time zone, available slots, and past feedback.
‍Matching wizard. Considers mentee goals, target skills, schedule, and preferred format; explains why each recommendation fits.
‍Application with clear statuses. Submitted, accepted, scheduled, active cycle, completed, with notifications and SLA guidance.
‍Scheduling and sessions. Mentor time slots, calendar integration and .ics export, agenda templates, post-session notes, and checklists.
‍Goals and progress. Each pair defines goals and expected outcomes; quick progress updates after sessions make achievements visible.
‍Feedback loops. Short post-session surveys and final cycle ratings; insights are aggregated for program leads.
‍Admin dashboard. Time-to-match, mentor load, cycle completion, satisfaction, and trends by department.
‍Design-system adherence. Components and tokens consistent with the portal DS; accessible contrast, focus styles, and keyboard flows.

User persona

Questions and answers for an in-depth interview

Hand off to development

Results

• 37% faster from request to first session.
• 19% higher rate of completed mentorship cycles and repeat participation.
• +12 percentage points in participant satisfaction (post-session surveys).
• Noticeably less manual coordination for coordinators and mentors; standardized process and a single source of truth for HR analytics.