Fullmetal Analytics UXR Debrief Notes.xlsx

	A	B	C	D	E	F	G	H	I
1	Participant Initials	Title	Company	Debrief Notes	Top 3-5 Findings / Insights	What was most surprising?	1-2 Quotes	Other Notes	Link to Raw Notes

2	CF	Senior Sourcer	Pinterest	- Almost every answer involved her needing granular data - She doesn't want to use Recruiter because she can't have HM see the data there - Goal-setting attitude: opportunity for us to use reporting as a jumping off board with kickoff with HM and sharing data with stakeholders - Presenting reports that create a story - Comparative analysis: She has to drill down to figure out what work in the data represents her work (vs. her team) - Comparing data to another recruiter/sourcer: what templates did they use, when did they send those InMails - She mentioned AI a lot towards the end of the interview, how AI can assist her in her workflow - The language we use: InMail (we use Accept, but that's not what it means to a sourcer) - accepting an InMail doesn't mean they are interested. They may accept an InMail and then say they aren't interested. She wants GRANULAR data - She's either downloading or screensharing. When she's jumping between multiple tools - To have a productive reporting process, she is blocked because there isn't a unified solution for all of this data - They are bringing on TalentWall - a dashboard to consolidate data on every platform - Can we be the TalentWall of the reporting platform? - Gem also let's you view data on email outreach in addition to InMail - She doesn't use InMail reporting on LI because of - She was VERY comfortable with data - HM don't seek out more than what she tells them: but this is only because she shares quantitative data - For a reporting product, how do we suggest the story for her? That's the best thing we can do for her - AI can help her form the story - She didn't know where the Pipeline report was - Training: depending on your mentor, you'll adopt their approach to metrics; the recruiting org is broken up into pods and siloed; different teams will have different needs (creative vs. engineering roles) - How do we think about onboarding given this lack of organization? - How do we help teams organize? - Sourcer at a bigger company might care more about Accept rate than someone at another company. - LTI was a really nice to have at the kickoff stage of recruiting - comp, geographics - We don't have a report oriented around kicking off - could we have a setting goal report? - Could we build custom onboarding report for HM and sourcer/recruiter. Inputs and comparative metrics? And a HM-only dashboard where the recruiter/sourcer adds what they want the HM to see? - Wants to configure goals by REC and INDIVIDUAL RECRUITER, not just go off standard company goals	- Use case of LI Reporting include: 1) embedded into current workflows and reporting tools (likely for enterprise customers), 2) become source of truth for small and mid-sized companies - The needs of every sourcer, recruiter, TA lead, and HM are going to be different. This means onboarding needs to be tailored and customization is necessary - Add AI-powered insights to reporting (the next step is for us to tell a story with data) and integrate insights into Recruiter (e.g. projects, etc) - Top pain points:	- How data-driven this sourcer was
3	NL	Head of TA	EVgo	- Emphasized automation: wants an email digest report - Wants to export raw data for analyts and PDF export for sharing with leadership - Leverages her influence with hiring managers to ensure they are on board for diversity - Is using so many types of data: diversity data, finance data, budgeting, post hire data - Didn't have onboarding to reporting and couldn't get the metrics she wanted - VERY analytical, used to work in banking - Wants to see data broken down by recruiter - Doesn't get enough data on LinkedIn ad spend - she knows it's having an impact, but she can't communicate it to her SVP - Mental model issue for mid-sized Head of TA: she wants to see Talent Brand metrics along with recruiting data - this needs to be included in the journey map - We need to connect with the LMS team about reporting - Wants an email digest report so she doesn't need to dive into the data - Loved customization; wants to customize reports for different stakeholders	- Include the InMail team in shareout (she doesn't understand accept rate)
4	CC	Recruiter	LyraHealth	- He's only using HireEZ and Lever, MUCH more streamlined than Head of TA role - They have 3 recruiter seats that sourcers use; their Head of TA doesn't like Recruiter because of a lack of email outreach - He's a great example of using data to tell a story about his own performance - He sets his own weekly quotas for each role - Reporting can help people achieve JTBD for being a trusted recruiting partner - Loved the InMail performance graph and wanted more granular InMail insights - This can set up expectations for entire team: we can make the reporting features really great and valuable, but it's just one of many tools they are using. Should we support a more streamlined integration between tools? - Black box analogy for reporting - people are seeing a bunch of numbers isolated from actual actions - Configuring targets is better suited for rec level - Setting up targets for IC recruiters is a great way to track progress, but could be taken advantage by managers - There are different expectations for reporting metrics based on the company hiring culture. - There's this thread of telling the story with data, but our current reports don't help customers tell a story. - Diversity Analytics provides opportunity to engage with the tools: diversity data isn't consistent on other platforms - He wants a more automated product where the CTO/exec team can see the data directly. Wants customized views for different cohorts	- There's going to be gaps in our knowledge at the very top of TA - We'll need to do additional research with Heads of TA at mid-sized companies if we want to fully address their needs
5	SS	Recruiter	Hartford Healthcare	- There's a bottleneck with reporting because they all have to go through a Taleo "superuser", causing frustration - She wants to pull her own metrics and reports, but instead has to ask Matt - Really outdated methods for accessing data - Depending on your license, Taleo will look different. The UI she shared looked really old. It was filtered through Oracle BI - Because it's healthcare, it's a pandemic, the managers don't care about the data. They just "want a body" - This recruiter doesn't need to tell a story to her HM, she just needs to find someone - HMs are overwhelemed by being a healthcare provider, they don't have any time - There's also a big difference in data sophisitication between LyraHealth - a healthcare startup - vs a legacy hospital - They cut their Recruiter licenses because of budget - She wanted to use metrics to track her own performance data - so she could show that she's "the GOAT" - She didn't want her manager to set configured targets - When she saw setting goals for InMail, she got triggered that if she didn't meet the goal she would lose access to InMails (LOOK INTO THIS ISSUE) - For some roles that she knows well and she knows the HM, she doesn't even do a kickoff with the HM (due to bandwidth issues) - Favorite past reporting tool was Brassring - Ideal process: she can download into excel or pdf all her reports	- We need to communicate HOW the configured targets would impact you as a recruiter - There might be issues with how managers want to use targets vs. how recruiters want to use it	- If you below a certain response rate, it cuts you off from sending bulk InMails (on LinkedIn
6	CP	Recruiter	Legal & General America	Design concepts: - Configure targets language was confusing - Wants more granular pipleine stages - Wants interactive charts (clicking on visualizations) - Would use the embed feature for centralized recruiting dashboard but she would still potentially refer to report for sharing data - Help button discoverability issues (thought it was to pin the page) - Project-level targets make more sense - She'd like to configure targets just for herself - Wants to show targets in the project in the summary screen - How will targets be delivered at difference touchpoints throughout the product? - Established weekly cadence of target goals, maybe even a ticker to show team - When a person is added to a project, we could show them "hey, btw, here are the targets" - For InMail performance, wants to see a breakdown by salary and pay - She wants more granular career page engagement - hirers want to know what is the initial catalyst for getting a candidate interested in your brand/role - Wants reason for declining a recruiter outreach - more granular data to understand the mindset of a candidate Insights - She's using data to tell a story - She's operating like a manager because she's more data-driven, she has a close link to the VP of TA - Decision makers job is to communicate ROI of efforts and resources and is it efficient for us to use these tools - Uses ChatGPT to help her with boolean strings - diversity proxies - Wants to use AI to support her work and get her data insight - Wants AI to help monitor candidate behavior: are they looking at jobs even if they don't have "Open to Work" - Her current reporting platforms are out-of-date and unhelpful - There's a range of needs from HMs - some want more numerical insights - Wants salary data so she doesn't need to go to a consultant every time - People aren't manually updating pipeline data because of bandwidth and lack of knowledge	- For recruiters and sourcers, visualizations are important
7	RKG	Recruiting Manager		- Wants engagement data and conversion rates: viewing jobs or inmails to converting to the pipeline - Wants to inspire competition among his reports. This conflicts with the participant yesterday who didn't want that (as a recruiter) - If he wants to filter by individual names to see how his team is performing - Wants to export reporting data - All the granular insights he wanted were ATS data - Embedding: rather than embedding, he wants LinkedIn to build an ATS - Complained about managing too many tools that don't talk to each other: this is a 3-year long trend - AI came up again!
8	MA	Head of TA	Marsh McLennen	- Positive reaction to configure targets, doesn't want IC recruiters to set goals - TA Managers want to set targets for their recruiters because that's part of their performance measurement - Summary dashboard seemed more structured for TA managers - Want different views for stakeholders - marketing for example - Data integrity: wants recruiters to update the data in the moment, but recruiters lag and update their information on a Friday. It's hard to get them to do things in real-time because they have so many more responsibilities. But their lack of action is rippling through the data - Wants A SINGLE DASHBOARD - wants this information embedded in Workday or BI tool - He mentioned two major use cases: D&I funnel analytics and forecasting - He uses historical data, year over year hiring data. The team needs to build models based on this data to be more proactive instead of reactive - Adapt to different hiring strategy directions - The organization is very data mature, they have a strong data and BI - Data lag is a pain-point. There's a delay in how quickly data can be updated. Sometimes daily, sometimes weekly. Saw in real time this pain point when he shared the dashboard - Frequency of reporting: reports that go out weekly to C-suite folks, monthly for some reports - Spent 8 motnhs setting up data process he has today - Every morning he brings up his PowerBI dashboard, has it open all day to answer questions with stakeholers. - Needs data to defend budget decisions - IC Recruiters and TA leaders have different needs for data - Pays $8M for Recruiter package	- D&I data is the biggest pain point; they can't get this data anywhere else - Note: we can only help with D&I data for people that use LI to source candidates - On the target setting feature, adding contexts on historical data and regions - different regions need to have different targets configured to those regions - He gets on value calls with LI RMs, they do a walk-through of key metrics. He mentioned that in they set goals based on value call suggestions - LI suggests goals and they set theirs against it - Would configure targets be shown to LI manager? - Need to build in a whole permissioning structure for configure targets
9	EJ	TA Manager / Head	Large Bookstore Chain	Design Concepts - Wants data to be boring, doesn't want visualization - makes the data seem less important - Doesn't want to embed / concerned that other platforms would define metrics or calculate them differently - INSIGHT - Wants to export into excel - Wanted to configure targets for LI to accomplish rather than targets for her team - Doesn't want to put too much pressure on her team with targets. She wants recruiters to feel psychologically safe - Wants to see response rates based on recruiters not to put them against each other, but so everyone can learn from each other - Targets don't tell you the WHY behind the target - they should convey the reason why the manager set them. She'd rather convey this in person - She wants full customization around data: CEO needs to see one view, recruiters should see another view (TREND across interviews) - At her past company, she had a talent analyst that could make her a custom report - Insights - Past company TA Director would rank recruiters and show their ranking publicly, but it would demotivate them - Doesn't monitor her recruiter's output that much, but she wants her recruiters to grow and become more autonomous - this is a cultural default at company - Manual input has higher risk of error, but she doesn't mind the current data workflow -
10	MM	TA Manager/Director	Hashicorp	- Very data-driven, has custom dashboard - Wants to see what's working and what isn't through data - so they can adjust their approach - Two sides of the data: executive side and IC side. Need to be on top of the IC data weekly, but exec reports are quarterly - Dashboard is powerful enough to dig down deep in the data to see trends - Pain-points in her work flow: no real pain-points. She can grab the data and visuals she wants for reports for exec stakeholders - Lots of feedback around data permissions - doesn't want IC recruiters to see everything or stakeholders - Streamlining data for the right person, keeping them focused - They just got rid of Recruiter - the price went from $350k to $600k and they got rid of it - Recruiting team doesn't like HireEZ - lower response rate. Still using LinkedIn to reach out to candidates - Uses Untapped tool: for early career, candidates add self-ID data - Biggest gap in data is around demographic data - recruiters are using visual ID in the beginning - they won't know for sure if someone comes from a URM group until they get hired - She is setting diversity hiring goals for the TA team, this wasn't a request from the leadership team - Looking at historical data to inform goal settings	- Certain data points are on a need-to-know basis
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14				Maturity Notes - Has to be a company initiative /
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