Redefining Recruiting
Streamlining recruiting by creating an all-in-one ATS system to communicate with and organize candidates.
The Problem
Recruiters often manage multiple platforms for various parts of the hiring process, including applicant tracking, interview scheduling, and candidate communication.
This scattered approach makes it harder to stay organized, increases the risk of missing important details, and can delay communication, ultimately impacting the overall quality and efficiency of the hiring process.
My Role
Product Designer, Brand Designer
Skills
Brand design, UX strategy, Prototyping
Team
Sabrina Virtusio – Creative Director
Dong Tran – Director of Operations
Ashley Luna – Client Success Manager
Also, yes we know Catalist is spelled Catalyst 😜
Catalist’s Solution
We created a comprehensive platform that brings together all of a recruiter’s daily tasks into one unified, seamless solution. By centralizing these processes, the platform aims to improve efficiency, reduce manual effort, and ensure a smoother, more organized recruitment experience for both recruiters and candidates.
Understanding the User
Many of our clients highlight the inefficiencies of using multiple platforms to manage their recruitment processes. Hiring managers often face the challenge of training their teams on each platform, which can lead to confusion and inconsistent usage across the board.
This fragmented approach not only wastes time but also increases the risk of gaps in the recruiting process, whether it’s missing candidate communications, delayed interview scheduling, or unorganized candidate data. The lack of integration between these platforms creates a disjointed experience that hinders collaboration and slows the overall hiring process, making it difficult to maintain a seamless workflow.
Key Pain Points
Too many platforms!
Recruiters are frequently forced to use several different tools to handle various aspects of the hiring, leading to inefficiencies and delays in the hiring process.
Candidate Sourcing and Engagement
Recruiters often struggle with identifying qualified candidates and then keeping them engaged with timely updates, feedback, and personalized communication. Poor candidate experience leads to high drop-off rates.
Recruiters can’t recruit
Recruitment involves a significant amount of administrative work. These tasks can take up a substantial portion of a recruiter’s day, leaving less time for high-value activities like relationship-building, interviewing, and strategic planning.
The main goal of Catalist is to consolidate all these tasks within one platform. Allowing users to spend their time keeping track of candidate conversations and improving the experience of both parties.
Creating a Blueprint
Bringing multiple platforms together into a single system can be complex and overwhelming. To simplify the process, I developed a wireframe that outlines the key touchpoints for both recruiters and our team, highlighting the necessary steps and interactions throughout the process.
Learning from Existing Platforms
To understand what works best in application, I take a look at similar existing ATS brands. I take note of common features across the board and features that Catalist can capitalize on.
Develop an MVP
As a small team, our resources are limited. Our platform currently uses an existing CRM system as our foundation. However, we are small but mighty. Within just six months of our inception, we successfully developed and launched an MVP. In this system we focus on answering our user’s pain points.
Keep track of all applicants and their resumes
Automated or manual communication via text or email using Catalist
Automated booking of interviews, laid out on your Catalist or personal calendar
The Impact
10+ Clients onboarded
Since launching our product at the beginning of Q1 of 2025, we’ve onboarded more than 10 clients and have seen great success with their use of our platform.
No-show, no more!
Since onboarding with Catalist, users are now able to communicate more efficiently with candidates.
We’ve seen an increase of applicants showing to interviews go up to 46%.