Nu Link - Web3 Dashboard
Web Design
Product Design
Branding
TL;DR
The NuLink dashboard offers a user-friendly, all-in-one interface for managing decentralized privacy-preserving technologies. With intuitive navigation, users can easily encrypt, store, and share sensitive data using advanced cryptographic tools like Zero-Knowledge Proofs, Proxy Re-Encryption, and Attribute-Based Encryption-all without deep technical expertise. The dashboard streamlines access control, data sharing, and storage management across multiple blockchains and decentralized storage networks (like IPFS), making enterprise-grade privacy solutions accessible for developers, startups, and businesses of any size. With real-time status updates, clear visualizations, and seamless integration of privacy protocols, NuLink’s dashboard empowers users to protect data, manage permissions, and ensure compliance with privacy regulations-efficiently and securely.
SaaS
Category
2024
Year
Web design
Role
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Recognition
Client Name
James Carter
Services
Design
Rating
5 / 5.0
Core Problem
The traditional hiring process is a high-stakes game of guesswork. Employers sift through inflated résumés and generic cover letters, while candidates jump through hoops-completing repetitive assignments, enduring opaque rejections, and rarely receiving meaningful feedback. This creates a broken feedback loop where neither side trusts the system. Candidates, pressured to "game" interviews with scripted answers, often misrepresent their skills. Recruiters, drowning in unverified claims, default to gut feelings or biased shortcuts. The result? A cycle of inefficiency, frustration, and mismatched hires-where everyone loses.
Asymmetric Information: Hiring managers struggle to verify if a candidate’s claimed skills are genuine, while candidates face irrelevant requirements and little feedback. Automated rejection systems (ATS) and vague job descriptions add to the frustration, making the process inefficient and often unfair.
Incentive Misalignment: Candidates may exaggerate or outsource assignments, and employers are left uncertain about actual capabilities. The lack of objective validation allows bias and dishonesty to influence outcomes.
Lack of Trust & Efficiency: The traditional process is slow (often 1–3 months), biased, and time-consuming, with hiring managers overwhelmed by irrelevant applications and candidates left in the dark about their standing.
Imperfect Information: Traditional hiring is plagued by incomplete or exaggerated résumés, repetitive candidate tests with little feedback, and opaque, “black-box” decisions. Both employers and candidates are left guessing, leading to misaligned incentives: candidates try to game the system, while recruiters gamble on partial truths. This creates an environment of imperfect information, where trust and accuracy are lacking.
At its heart, this dysfunction stems from asymmetric information and misaligned incentives. Employers lack tools to verify skills objectively, while candidates face exploitative processes that reward dishonesty over authenticity. Without a shared foundation of trust, hiring becomes a costly gamble-one that wastes time, money, and talent.
Our Process
First Principles Approach: The team stripped hiring down to its essentials:
Employers need credible, actionable data-no more guesswork.
Candidates want a fair, efficient process-prove skills once, reuse proof everywhere.
Both sides benefit from transparent, bias-free evaluations.
Research & Discovery:
User Interviews: Conducted 20 interviews (10 hiring managers, 10 candidates) to uncover pain points-universal desire for transparency and fewer repetitive tasks.
Competitive Analysis: Identified weaknesses in existing platforms, such as lack of consensus validation and minimal visual clarity. Saw an opportunity for visual heatmaps to compare skills side by side.
Usability Testing: Tested early heatmap prototypes, finding that color-coded visuals drastically reduced time-to-understand skill levels compared to text-based reports.
Product-Market Fit Validation: Used surveys and trials to ensure demand for a skill-centric system. Adjusted features based on feedback, such as clearer assignment instructions and easier rubric-based scoring.
Consensus-Based Evaluation Trials: Verified that multiple independent evaluators, forming a consensus, delivered more reliable and less subjective results.
Design & Implementation: Explored different ways to visualize skills (bar charts, radar charts) before settling on heatmaps for clarity and comparability.
Integrated a consensus flow where each validator reviews assignments separately before merging their final judgments, ensuring balanced and trustworthy evaluations.
In summary:
Proof-of-Skill addresses the core problems of imperfect information, bias, and inefficiency in hiring by introducing expert-validated assignments, consensus scoring, and clear visualizations. The process is grounded in user research, iterative testing, and a first principles mindset, resulting in a transparent, fair, and efficient system for both candidates and employers.
Our findings
Through in-depth interviews, surveys, and early prototype testing with both hiring managers and candidates, several clear insights emerged:
Universal Frustration with Repetition: Candidates consistently voiced frustration about having to complete similar skill assignments for every job application, often without any feedback or recognition for their effort.
Lack of Transparency: Both sides described the hiring process as a “black box.” Candidates rarely knew why they were rejected, and recruiters struggled to understand the true strengths and weaknesses of applicants.
Bias and Subjectivity: Hiring managers admitted to relying on gut feelings or superficial portfolio reviews, which led to inconsistent and sometimes biased decisions. There was a clear need for more objective, standardized evaluation methods.
Desire for Actionable Insights: Recruiters wanted tools that would allow them to quickly and clearly compare candidates’ skills side by side, rather than sifting through lengthy résumés or portfolios.
Demand for Fairness and Efficiency: Both candidates and employers expressed a strong desire for a process that was not only faster, but also more fair-where skills, not background or connections, determined outcomes.
Summary: Our research confirmed that both candidates and recruiters are eager for a hiring process that is transparent, objective, and efficient. These findings directly shaped the Proof-of-Skill Protocol’s focus on consensus-driven skill validation, visual skill comparisons, and a streamlined, user-friendly experience.
Solution & Design Approach
The Proof-of-Skill Protocol delivers a transparent, efficient, and fair hiring experience by fundamentally rethinking how skills are assessed and presented:
Authentic Skill Validation: Candidates complete a single, real-world assignment relevant to the job role. These assignments are evaluated by multiple industry experts (validators) using structured rubrics, ensuring genuine demonstrations of ability and minimizing bias.
Consensus-Driven Assessment: Validators independently review each submission. Their scores are combined through a consensus model, reducing the influence of outliers and ensuring a balanced, trustworthy evaluation.
Visual Skill Heatmaps: Recruiters view candidates’ validated skills through intuitive, color-coded heatmaps, enabling quick side-by-side comparison and faster decision-making.
Reusable Blockchain Credentials: Once validated, a candidate’s skill proof is securely stored and can be reused for multiple applications, eliminating repetitive assessments and streamlining the process for all parties.
Frictionless, Modular UI: The platform’s interface is intentionally bold and modular, reducing cognitive load and making navigation seamless for both recruiters and candidates.
Compensation Model: Validators and candidates are compensated for their participation, incentivizing quality and fairness throughout the process.
Results & Impact
Efficiency Gains: The platform reduced the average time-to-hire from 1–2 months to just 1 week, saving over 7,975 recruiter hours and approximately $398,000 in costs within the first 75 days.
User Adoption: In the same period, the platform attracted 524 active users, including 341 design candidates and 25 organizations, and issued 629 credentials.
Financial Benefits: $15,012 was paid out to validators and candidates, reflecting the platform’s commitment to rewarding participation and expertise.
User Satisfaction: Over 90% of hiring managers reported satisfaction with the process, noting smoother workflows and improved confidence in hiring decisions. Alignment of
Skills and Roles: Recruiters observed better alignment between validated skills and job performance, leading to higher retention and job satisfaction.
Business Impact
Cost Savings: By drastically reducing screening and evaluation time, organizations saved significant resources, both in hours and direct costs.
Quality of Hires: The consensus-based, skill-first approach led to more accurate matches between candidates and roles, reducing costly mis-hires.
Market Differentiation: The platform’s transparent, data-driven approach set it apart in the competitive hiring technology landscape, attracting forward-thinking organizations and top talent.
Revenue Model: The pay-as-you-go system for recruiters, free access for candidates, and revenue sharing with validators created sustainable incentives and encouraged platform growth.
The next steps for Proof-of-Skill include expanding into new industries and regions, leveraging its strong blockchain foundation, and integrating AI to automate and improve skill validation. Building a vibrant community through online and in-person events and enabling third-party integrations will help establish it as a global standard. Key lessons learned include the importance of transparency-using clear visuals and consensus validation to build trust-and the value of iterative user feedback to enhance usability. Incentivizing participants improved engagement and fairness, while effective change management was essential to help organizations move beyond traditional résumé-based hiring.
Let’s connect — or collaborate.
If you’re hiring, building, or brainstorming something meaningful — I’d love to hear about it.
