Case Study

POLYGON

Multi-faceted HR B2B SaaS app

Led series-B SaaS design from MVP to include more robust features for hiring, onboarding, resourcing, project delivery, reviews, enabling 80% target utilization and real-time device provisioning status.

SUMMARY


Polygon is a unified HR, IT, Resourcing, and PM platform built to speed talent sourcing, streamline interviewing, and accelerate ramp-up. It lets leaders mix, match, and rate teams, identifies the most profitable team compositions, and tracks projects end-to-end—rolling outcomes into performance reviews.

Target users

  • Hiring managers, recruiters, and department leads

  • IT ops and procurement

  • Resource managers and PMs

  • Finance leaders

  • Individual contributors (designers, engineers, strategists)

Business goals

  • Reduce time-to-hire and improve talent fit

  • Hit 80% billable utilization with 6–9 month forecasts

  • Increase margin clarity (revenue, costs, profit $ and %)

  • Reduce onboarding friction (device shipped and ready Day 1)

  • Standardize performance reviews with AI summaries and skills gapsCore problem solved

Fragmented tools create silos from recruiting to reviews. Polygon unifies requisitions, skills, provisioning, allocation, project health, and performance into one system that ties people, workload, and profitability.

User flows

Key UX requirements

  • As a hiring manager, I need requisitions that auto-generate role profiles and interview plans to speed alignment.

  • As an applicant, I need a clear, skills-forward application to showcase fit and reduce form fatigue.

  • As IT, I need end-to-end device provisioning status visible to HR/manager/employee.

  • As a resource manager, I need multi-project allocation per person with utilization and margin impact.

  • As a PM, I need role-based tasks, documents, and AI summaries in a modern, clutter-free project hub.

  • As a manager, I need quarterly rollups and AI-assisted annual reviews with skills gaps and bonus inputs.

DESKTOP design

Reflection

  • Lessons learned: Centralizing skills data unlocks better staffing and fairer reviews. Clear device SLAs reduce Day 1 anxiety.

  • Improvements: Deeper contractor support; richer portfolio review workflows.

  • Open questions: How to weight synergy vs utilization for long-term retention? What’s the best bonus model using skills growth signals?

Next steps

  • Expand skills graph to learning paths tied to 30/60/90 goals

  • Pilot Burn Forecast alerts across three high-velocity teams

  • Add finance what-if scenarios for pricing, utilization, and margin

  • Ship interviewer calibration training to improve ratings consistency

While this case study is conceptual, it showcases my experience working in the industry.

 
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