Product Designer · Daresay · 2017, 2018–2020

Speed Interviews

Designing fairer access to work at scale.

Roles & responsibilities

Timeline: Junior Product Designer · Jan–Apr 2017with Anton Almgren, final UI design by Guilhem Couderc
Product Designer · Oct 2018–Apr 2020with Mikael Weidenhielm, then Arvid Långström
Team: Cross-functional team of nineBusiness owner, product owner, scrum master, four developers, two product designers
Collaboration: Across every stint I had a fellow designer to co-lead the assignments with.Research, concepting, and direction, together.
Responsibilities: •User researchUser testing and data-insights analysis
•User flows and rapid prototypingIterating toward the design
•DeliveryProduct designs, user stories, acceptance criteria

Digital recruitment at scale

Designing a fairer video recruiting service to give more exposure beyond the CV

A digital recruitment service for Arbetsförmedlingen, the Swedish Public Employment Office, designed to help employers meet more candidates while giving jobseekers a fairer chance beyond the CV.

I worked the project from early UX exploration through to later product and experience decisions — pairing with a fellow product designer across research and concepting.

It has since been discontinued because of political budget changes. Yet, the project remains formative in how I think about responsibility and design judgment at scale.

Impact after 1 year

It was widely used by businesses across Sweden and critical during Covid-19 to recruit front-line workers.

We could validate increased visibility for jobseeking candidates under 25 and over 55.

900%Business user growth

800+Peak monthly meetings

30%Leading to employment

Context

The brief: digitize speed-recruiting events

Arbetsförmedlingen was undergoing a major digital transformation and rebuilding trust in its services.

Failure would not only mean low adoption — it risked reinforcing skepticism among employers, jobseekers, and internal stakeholders.

Delivering it meant aligning stakeholders across the Digital Services Department — the Head of Video Meetings, the Ambassador of Digital Meetings, a Tech Lead, and adjacent domain teams such as Employer Services.

Problem

How people meet fairly at scale

How to increase recruitment efficiency without reducing people to throughput?

Traditional recruitment favors candidates who perform well on paper.

Can we allow for more video-calls with candidates, despite the limited HR capacity to recruit?

Employer self-service setup screen — Employer self-service setup

Key decisions

Better matches at higher volume

1. Shift early judgment from CVs to conversation

Early judgment was shifted from CVs to conversation, helping employers meet more people meaningfully through structured interviews.

Result: More candidates were seen, employers reported better matches, and jobseekers gained real opportunities beyond documents.

2. Simplify the pre-interview experience to reduce stress

Testing showed that rich pre-interview content increased stress. The experience was simplified to focus on readiness and clarity.

Result: A calmer, more humane experience at a moment of high anxiety.

3. Make matching a shared decision

Jobseekers could decline interest after an interview. A match only occurred when both sides signaled intent.

Result: Higher-quality matches and a stronger sense of agency.

4. Integrate with existing employer workflows

The service reused existing job ads and company data rather than introducing a standalone system.

Result: Lower friction, faster setup, and sustained adoption — especially for employers with limited HR capacity.

Import company profile data and job ads

Outcomes

Gained recognition from the Nordics to Australia

Praised for general ease of use
Comparable to physical interviews in quality
Faster and more accessible, especially over long distances
Supported recruitment during lockdowns
Gained international attention from the Nordics to Australia

Perspective gained

Considerate decisions create momentum

This project reinforced my belief that design carries responsibility — particularly in public services that affect real people's lives.

It showed how strong collaboration, user research, and careful advocacy enable ethical decisions at scale, and how close work with developers helps intent survive implementation.

“Gabriel was involved from the very beginning and consistently showed strong engagement with the product and great empathy for the users.”

Vendela Engblom · Former Product Lead, Digital Meetings, Arbetsförmedlingen

RECOGNITION

iF Design Award winner