Vibe-coded prototype turned into a structured product with a coherent user journey for blue-collar pre-screening.
An AI-powered pre-screening platform for blue-collar workers in transportation. Sits at the front of the hiring funnel for drivers, warehouse staff, and logistics operators.
Problem
Started as a vibe-coded prototype that worked, which is the trap. Market validation arrived faster than the platform could be properly architected. User journeys were inconsistent across entry points. Hiring managers could not easily answer 'who do I call first' from a shortlist of 20. Visual language was uneven across screens. Structural debt had accumulated: duplicated components, inconsistent state flow, edge cases handled differently in different places. Invisible to users, but slowing every new feature.
How the industry typically approaches this
Map user journeys end to end. Identify the decisions the user is making at each step and design each screen around those decisions. Consolidate duplicated components into a shared design system. Introduce information hierarchy so complex data becomes scannable.
Our approach
Product design and structural refactor as one engagement. You cannot clean the interface without cleaning the components underneath. Mapped every user journey (candidate, recruiter, hiring manager, admin) and identified the two or three questions each user was answering at every step. Built a coherent visual identity with consistent colour, type, and spacing. Consolidated duplicated components into a shared system. Rewrote the structural parts of the codebase that had grown tangled. AI used as a development and design partner across the engagement.
Outcome
Qualitative- •Coherent user journey for candidate, recruiter, hiring manager, and admin
- •Consistent visual language across the platform
- •Codebase the team can build on top of
What the industry has achieved with similar solutions
External benchmarks from comparable deployments. Sourced and labelled as third-party evidence, not our own results.
Fortune 500 technology firm, 50,000+ applications/yr
MiHCM AI recruitment. -40% agency spend (~$3.2M/yr). Time-to-hire 60 → 35 days. Recruiter productivity +45%. MiHCM
Regional financial services firm, ~5,000 hires/yr
+25% shortlist accuracy. +30% recruiter time reclaimed. ~$250K annual savings. MiHCM
Fast-growing SME, 500 applicants per role
+60% application volume. +20% fill rate. Onboarding time halved. -70% first-day admin. MiHCM
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