Waystones is a gamified career path and tracking tool for HR professional or team leaders and managers. It was born as an internal product of The SilverLogic where I work, and now is an independent platform and available to the market.
Context
Need
Waystones was born as an internal product from The SilverLogic. Our website only existed to show to partners, but with a new mindset about the product, we needed an effective product showcase website. In addition, we needed a feature to quickly find people with certaind, skills, experiences, compentencies and interests to help build specific products for specific clients.
Process
Watching competitors and gathering references, defining architecture of information, structures, user flows, wireframing, validations and prototyping.
Outcome
A more professional-looking b2b website and time saving using the new feature.
The 2025 website
To build the website, it took the team many months of interviewing HR professionals, building personas, structuring the communication and revisiting the little brand guideliness it had.
It was a whole team effort: Lars, as the COO; Gabriel, as the business analyst; Luis, as the PO; Michelle, in marketing; and me in the designs.
The discovery looked a bit like this {blurred due to sensitive data}:
In my design process, it's always important to gather some inspirational references and also keep an eye on competitors:
After many weeks deciding on the structures, texts and pictures to show, the prototype was ready:
Feature: Employee Competencies
Within the company, having so many clients from different industries, it was hard to ask around who had X or Y skills or experiences to help dealing with a lead or a client. We needed an easy way to map and show employees skills and expertises.
The first solution was a spreadsheet, but hard to update because only a few had access and the employees had to fill a form instead of including their skills directly in the sheet.
So we created a solution inside the platform. First, I tried applying the diagram idea, but the complexity was too high the bigger the amount the skills were and the bigger amount of employees.
Then we tried including a skills matrix, but then the users would spend too much time looking for what they needed. So using the idea of a matrix but applying it to a simple table with filters, the final feature turned out like this:
Employee adds their own skills, compentencies, interests, industries worked and hobbies, as well as their proficiency.
In order to not take too much time loading a large amount of unwanted data, admin/maganer/scrum master is forced to search keywords to begin using the feature.
After the keywords, it is still possible to filter by teams, roles and levels (or proficiency).
Now, a task that could take up to 10 minutes, users take a maximum of 2 minutes to find the person they need.