Quality over Quantity

Redesigning LinkedIn job applications with a limit feature.

Fixing the Imbalance Between Job Seekers & Recruiters

The system prioritizes volume over depth, and speed over precision. A true invention is not about more, but about better.

The job application process on platforms like LinkedIn is flooded with mass applications. Job seekers rarely hear back, and recruiters are overwhelmed—forced to rely on ATS systems that often discard qualified candidates.

Problem

To create a more balanced hiring process, I propose limiting users to 5–7 targeted applications per month.

Supported by an optional AI-powered test, this encourages quality over quantity—for both job seekers and recruiters.

Solution

Role

Product Designer

Timeline

Incremental updates over 4 months

Starting with the Problem

The current hiring system process is an inefficient machine designed for high volume but low precision. It wastes energy instead of optimizing talent.

  • Jobseekers Are Stuck in a Loop

    • They apply to hundreds of jobs, hoping something will work.

    • Most resumes are never seen by a human.

    • The system encourages mass applications rather than precision applications.

  • Recruiters Are Overwhelmed by Mass Applications

    • A single job listing receives 250+ applications.

    • Recruiters can only review 10-15% manually.

    • They rely on ATS fillers, but ATS eliminates strong candidates.

  • The Hiring Process is Misaligned

    • Recruiters want quality, but the system prioritizes quantity.

    • Job seekers want visibility, but automation buries them.

    • Technology should make hiring easier, but it has created an efficiency paradox.

User Pain Points

The current job application process is fundamentally flawed. The ease of mass applications has created an oversaturated hiring pipeline, reducing efficiency for job seekers and recruiters. High application volumes do not translate to better hiring outcomes—rather, they introduce systemic inefficiencies.

Based on user research, behavioral insights, and hiring data, we identified three key problem areas:

What do other platforms do?

None of these platforms provide personalized testing, qualification insights, or job matches based on real skills. LinkedIn has the opportunity to lead the next era of hiring by doing exactly that.

The Application Volume Crisis

The job application process is broken—not due to lack of talent, but because of resume flooding and system inefficiencies. High-volume applications don’t translate to high-quality hires. These numbers expose the imbalance—where visibility is low, pressure is high, and outcomes are poor for everyone.

The Solution

Designing a System That Elevates Talent, Not Just Applications

To solve the imbalance in the hiring ecosystem, I designed a multi-part system that empowers job seekers to apply with intention, and recruiters to discover quality candidates—without resume overload.

  1. AI-Powered Job Readiness Test (Optional) with Personalized Learning Path

Job seekers can opt to take a role-specific, AI-generated skills test once per month. The test evaluates job-specific capabilities and returns:

  • A performance score

  • A live, anonymous statistics showing and comparing how other candidates who took the test this month

  • A breakdown of skills gaps with AI-generated suggestions for LinkedIn Learning courses.

This gives job seekers a clear understanding of where they stand in the competition, reducing the anxiety of “blind applying.”

2. Precision Job Matching (5-7 Applications per Month)

Based on their test results, job seekers are matched with 5 to 7 open roles they are most qualified for. Test scores are only visible to the candidate and the recruiter.

  • A match percentage,

    • Candidates scoring 50% - 60% are matched with entry-level, startup, or internship roles

    • Scores in the 70% - 80% range unlock mid to senior-level roles

    • Higher scores > 80% open the door to competitive positions in top companies

  • Job-level insights (e.g, average score of other applicants, years of experience)

  • Confidence to apply where they will be seen

This increases the chance of visibility and creates a fairer system for everyone including entry-level or career-switching candidates.

3. Recruiter Dashboard: Qiality-Forst Candidate View

Recruiters gain access to:

  • Pre-qualified applicants who have taken the test and meet the role’s minimum score

  • An AI-generated summary of each candidate’s strengths and fit

  • Candidates ranked by skill match, not just resume keywords

This reduces time spent filtering, and increases time spent interviewing.

Outcome: A Human-Centered, Skill-Based Hiring Ecosystem

This system benefits everyone involved

  • Job seekers gain clarity, growth, and visibility.

  • Recruiters get quality over quantity.

  • Companies hire faster with less effort—and more confidence.