Case study · SkyHive

AI-powered Employee Profile

SkyHive maps skills, not job titles — its AI builds a “skills profile” for every employee. The profile just had one problem: employees didn’t use it. I led the end-to-end UX/UI redesign that changed that.

UX DesignAI PlatformUser ResearchDesign System

+22%

user engagement

+35%

faster skill editing

+18%

AI skill adoption

+12%

skill data consistency

Overview

Skills, not job titles.

SkyHive helps companies, governments, and workers navigate the changing world of work by mapping skills rather than job titles — turning workforce data into actionable insights. Its Skills Mapping feature uses AI to analyze job descriptions, résumés, and learning data to identify what skills people and organizations have — and what they’re missing.

Each employee gets an AI-generated skills profile they can update themselves. Up-to-date profiles empower people to grow and help companies adapt — creating a more agile, future-ready workforce. But low engagement, unclear skill gaps, and confusing terminology were holding the profile back.

Problem

A profile nobody wanted to fill in.

User research revealed that employees struggled to understand how their skills mapped to roles, growth opportunities, and gaps. The platform’s value wasn’t immediately clear — so engagement stayed low, and employees rarely updated their skills or explored internal opportunities.

For employers, that meant incomplete workforce data and limited visibility into organizational capabilities — making it harder to identify skill gaps, plan reskilling initiatives, and support internal mobility.

The challenge: reimagine the Employee Profile to increase transparency and motivation, encourage active engagement, and align seamlessly with SkyHive’s evolving design system.

My role

Senior Product Designer, end to end.

I led the full UX/UI redesign, collaborating closely with PMs, engineers, and fellow designers.

Research & audits — uncovered pain points and opportunities across the profile experience.
Workshops — facilitated Value Proposition Canvas and Customer Journey Mapping sessions.
Design & iteration — low- and high-fidelity prototypes in Figma.
Usability testing — two rounds, six users each, refining the experience on insights.
Design system — unified typography, color, and components within the new SkyHive Design System.

Research plan

Listening before designing.

Discovery started wide — a kickoff workshop with PMs, designers, and our VP, then layers of evidence: sessions with a major enterprise client, a mountain of support tickets and user feedback, and a UX audit against competitors.

01Kickoff workshop — aligning PMs, designers & VP on goals and vision
2AMClient sessions — run overnight for enterprise teams in Malaysia
12Testing participants — two rounds, all existing SkyHive users
02Assessment lenses — UX audit & competitive analysis

Kickoff workshop board with clustered sticky notes: what we know, what we don't know, what's important to remember, and what to discover next — The kickoff board — mapping what we knew, what we didn’t, and what to discover next.

Research · Personas

Two people the profile had to win over.

Insights from tickets, client sessions, and interviews condensed into two personas — an employee buried in work, and the manager trying to grow a team of eighteen.

Amina

Reliability Engineer · Equipment Reliability

I want to trust the AI is accurate — and see a clear roadmap for my career.

Amina supports predictive maintenance for drilling and industrial systems. Her workload is heavy, her time for “skill documentation” is zero — yet she wants internal mobility into advanced analytics roles.

Mid-levelGrowth-orientedTime-constrained

Goals

See how her skills align to what her position requires
Update skills quickly, without friction
A clear roadmap for career development

Pain points

Can’t see where her skills and gaps are
Too many skills, no structure or hierarchy
Unsure what managers actually see

Needs

A clean, visual breakdown of strengths and gaps
Plain terminology — no HR jargon
Bulk updates for technical competencies

David

Operations Manager · Team of 18 · Toronto

I need quick, reliable insights to help my team grow and stay competitive.

David oversees a large team with diverse roles and performance levels. He’s measured on productivity and workforce stability — and needs to know his team’s skills can meet future demands.

Age 42SeniorHigh tech comfort

Goals

Understand the team’s collective strengths and gaps
Spot people ready for promotion or internal mobility
Reduce turnover with real growth opportunities

Pain points

Hard to assess skills objectively across the team
Performance reviews feel subjective, inconsistent
No visibility into who can transition into future roles

Needs

Real-time skill intelligence for the whole team
Easy-to-read gaps, ready for planning
Tools to build personalized development plans

Process

From journey map to skill system.

Customer journey map tracing the employee experience from onboarding to acting on skill gap insights — Customer Journey Map — I led the mapping of the employee’s experience from onboarding to acting on skill-gap insights.

Explorations of skill and gap visualizations: radial charts, progress rings, skill trees, bar graphs, and spider charts — Skills & gaps visualization — explored radial charts, progress rings, skill trees, bar graphs, and spider charts to communicate complex skill data.

Skill management designs covering skills display, proficiency levels, search, and filtering for employees and managers — Skills display, proficiency, search & filtering — a dynamic skill management system for both employees and managers.

Design improvements

Before → after. Drag the line.

The old profile suffered from an unclear purpose, low skill visibility, confusing terminology, poor usability — and users reluctant to share their data. Here’s what changed.

Before After

What changed, piece by piece.

01 / 05

Skills visualization

Interactive charts show how skills align with the position — matches and gaps at a glance — with actionable prompts guiding improvement. User testing sharpened naming and clarity.

Skill management: separate filterable tables for skills and gaps with search, ratings, and required levels

New skill management

Skills and gaps live in separate, filterable tables — easy to search, review, compare, and manage.

Personal information organization

Personal info moved to a dedicated tab, keeping the profile focused on skills and career growth.

Skill detail page with proficiency history and ratings tracked over time

Detailed skill insights

Each skill gets a detail page showing history and proficiency ratings over time.

Streamlined add-skill flow with multi-select and proficiency setting in one step

Improved add & edit skill flow

A streamlined multi-select workflow for adding skills and setting proficiency — the change behind the 35% faster editing flow.

Outcome & impact

A profile people actually update.

Increased engagement

Higher interaction and more frequent skill updates across the platform.

Improved clarity

Users finally understood how their skills aligned with roles and growth opportunities.

Data-driven decisions

Employers gained more accurate workforce skill data to plan reskilling and mobility.

Design system adoption

Unified components ensured scalability and consistency across SkyHive’s products.

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