Resilient Hires

UX/UI Design, Webflow Development, Information Architecture, HubSpot, CMS

The Problem:

A dedicated hiring platform designed to convert engineering leaders and recruiters into hiring partners by showcasing Resilient Coders Fellows as job-ready, AI-trained software engineers — built as a high-conversion, sales-oriented web experience separate from the nonprofit's primary site.

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2025

UX/UI Design, Webflow Development, Information Architecture, HubSpot, CMS

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Phase 1: Prototyping

A conversion-focused hiring platform with clear separation from the nonprofit brand, persona-specific landing structure, filterable candidate directory, case study-driven proof of skill, embedded scheduling and lead capture, and CRM automation — resulting in improved hiring partner clarity, reduced friction in talent discovery, and a stronger inbound pipeline for both hiring and training engagements.

The Problem

Resilient Coders had strong talent but lacked a focused digital experience that clearly communicated value to hiring partners. The existing ecosystem didn't speak directly to decision-makers like CTOs, engineering managers, and recruiters. Fellows weren't being presented as immediate, production-ready contributors, and there was no structured way to explore candidates, capture inbound leads, or differentiate hiring-focused messaging from the nonprofit brand narrative.

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Information Architecture & Funnel Design

The site was structured as a ~12-page experience optimized for conversion, with clear pathways for hiring talent, exploring candidate work, understanding the value proposition, booking partnership conversations, and engaging with upskilling programs. Primary navigation and CTAs were designed to reduce friction and guide users toward action. Persona-specific messaging was tailored to hiring decision-makers — emphasizing speed-to-productivity, AI training, modern engineering workflows, and the ROI of hiring from a pre-vetted talent pipeline.

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Talent Directory Experience

A searchable and filterable candidate directory was designed to support evaluation at scale. Filters by tech stack, location, availability, and experience level. Individual candidate profiles linking to LinkedIn, resume, portfolio, GitHub, and Loom demo videos. Embedded Calendly scheduling for direct outreach and CTAs for hiring events and partnership engagement. Built using Finsweet-powered CMS filtering to turn passive browsing into active recruiting workflows.

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Proof Through Work & CRM Integration

A dedicated 'See Their Work' section established credibility through project-based case studies, real client projects, employer testimonials, and recorded presentations. HubSpot was integrated for lead capture and segmentation with forms tailored to hiring intent and partnership interest. Automated routing reduced manual follow-ups and CTAs distributed across pages captured users at multiple intent stages.

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A storyboard depicting the user journey with a dental health app. It starts with a person waking up, followed by motivation to brush teeth, using an app that tracks and encourages good dental hygiene. The storyboard illustrates various app features such as progress tracking, rewards, and a smart mirror that analyzes brushing technique.

Partnership & Upskilling Pathways

Beyond hiring, the platform introduced an upskilling value stream — training programs for internal engineering teams in AI-assisted workflows, Copilot, and AI integration. This positioned Resilient Coders as a long-term workforce partner, not just a talent source, creating a dual revenue stream of talent acquisition and corporate upskilling partnerships.

Screenshot of the Pearly Whites Smart Mirror landing page displaying the product, user testimonials, features of the smart mirror, and a section for users to join a mailing list. It has a clean and informative design with calls to action.

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What I Learned

Conversion-focused design requires direct, outcome-driven messaging

A hiring platform can't lead with mission — it has to lead with value. The shift from nonprofit storytelling to recruiter-facing outcomes messaging was the most important positioning decision on the project. Every headline, CTA, and section was reverse-engineered from what a CTO or recruiter needs to hear to take action.

Structured candidate discovery reduces recruiter friction

Filters, linked profiles, and embedded scheduling don't just make the directory easier to use — they change the nature of the interaction from passive browsing to active recruiting. Designing the directory as a workflow tool rather than a list changed every decision about how it was built.

Proof of work outweighs credentials for non-traditional candidates

The 'See Their Work' section was the most strategically important part of the platform. For fellows from non-traditional backgrounds, demonstrated capability through real projects is more persuasive than a resume. Designing that section to lead with problems solved and outcomes delivered shifted how hiring partners evaluated candidates.

Dual positioning creates a stronger long-term asset

Building in the upskilling pathway alongside hiring wasn't a scope expansion — it was the right strategic move. A platform that serves both talent acquisition and workforce development appeals to a broader set of organizational decision-makers and creates a more durable reason for companies to maintain the partnership.

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Owner of Life Advance Fitness

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