Forward
Flo's suite was built for schools and firms. Candidates had no product. Forward connected law students directly to firms, and let firms market directly to students. No one in legal recruiting had built for that side of the market before.
MVP
I interviewed 2L and 3L students and scoped an MVP to fundamental user needs: managing interviews, researching interviewers, and tracking applications. We shipped it inside a month.
Outcomes
- ✱Designed and shipped in ~1 month
- ✱1,000+ registered users in the first recruiting cycle
Job Board
The MVP helped students manage upcoming interviews. The job board helped them find more, displaying openings at firms recruiting on Flo, with applications sent directly from Forward. A short quiz captured what each candidate wanted — practice area, location, firm, diversity programs — and sorted openings to match.
It was the first time students connected directly to firms and laid the foundation for our next initiative, Firm Profiles.
Outcomes
- ✱Candidates applied directly to firms recruiting on Flo
- ✱Incrementally grew registered users to ~2,500
Firm Profiles
Students research and choose firms firms, and firms need to stand out. We split Forward into three parts that support the whole job hunt: a Dashboard to manage applications and interviews, a Job Board to apply, and Firm Profiles to find the right fit. Profiles feature firm branding and key metrics: a logo, hero image, revenue figures and headcounts. We sourced this content through a questionnaire delivered to participating firms and managed it all with a custom CMS.
In addition to leading design, I covered product management for three months while we built and sold it.
Outcomes
- ✱$500,000+ in net new sales revenue in over six months.
- ✱Firm Profiles has since grown to $2M+ in sales (as of 2026)
- ✱Forward reached 7,000+ users by the next recruiting cycle
Enterprise
In addition to Forward, I led design for Flo's enterprise software for firms and universities, the two ends of the recruiting pipeline. The challenge was designing for how lawyers and recruiters actually behave — large review meetings for candidates, analog work packet reviews, and asynchronous hiring decisions.
Key Features
- ✱Candidate Review: packet and materials review for hiring teams
- ✱Candidate Voting: asynchronous panel decisions with feedback
- ✱Work Allocation: building and assigning intern workloads
- ✱Candidate Pipeline Reporting: reporting candidate flow through each recruiting stage
Flokit
The design system was a sprawl of disparate components, competing color tokens, and Tailwind configs that had drifted apart. I built one color and surface strategy across every product, then partnered with engineering to allocate design system work by sprint, alongside feature work rather than behind it.
Outcomes
- ✱Reduced tech debt and improved maintainability across the suite
- ✱Built a culture of systemic design with product and engineering
Building a team
As founding designer, hired a senior designer dedicated to our university product. I also managed team budget, and worked with a design agency to address increasing design workloads across Flo's complex product.
Outcomes
- ✱Hired senior product designer and began building team
- ✱Managed agency relationships for design
- ✱Ensured design coverage for all of Flo's product surfaces