Prudential’s previous “My Profile” experience relied on Eightfold, a third-party talent intelligence platform. While it provided basic skill visibility and learning progress, it lacked customization, engagement, and seamless integration with Prudential’s evolving learning ecosystem.
Key Pain Points Identified:
The profile felt static and disconnected from daily work or growth.
Learning progress was tracked inconsistently and not visible to peers or managers.
Users couldn’t see or connect with others based on shared interests, skills, or goals.
Limited sense of ownership over personal development.
Challenge
To understand what users needed from a profile experience, I conducted:
Interviews with employees across roles: to uncover how they viewed learning, collaboration, and skills visibility.
Competitive analysis: looking at platforms like LinkedIn, Degreed, and internal HR tools to identify best-in-class patterns.
Workshops with the L&D and Talent teams: to map out what data mattered most for visibility and development.
Key Insights:
Employees wanted to see a clear record of their learning and growth.
There was high interest in peer learning and mentorship, but no easy way to identify or reach out to others with shared interests.
Profiles should not feel like resumes—they should reflect who someone is, what they’re learning, and what they want to grow into.
Research & Insights
Designing an Engaging Internal Profile Experience
My Role
User Research, UI Design
Client
Prudential Corporate Technology
Year
Jan 2024 - June 2024
As part of the experience design team at Prudential, I led UX design efforts to reimagine the internal "My Profile" experience, moving away from a third-party tool (Eightfold) to a custom-built solution. The goal was to better support employees in tracking their learning progress, showcasing their skills, and fostering professional connection within the company. Our new profile experience aimed to feel more dynamic, useful, and social—like an internal LinkedIn tailored for career growth and collaboration.
Summary
Under a non-disclosure agreement; some of the details in this case study may be vague to protect the company’s intellectual property.
Information Architecture & User Flow
We defined key components of the new profile:
About Me: a short intro with goals and interests
Skills & Endorsements: manually added and system-verified from learning
Learning Activity: dynamic log of courses, certifications, in-progress and completed
Collaboration Interests: opt-in tags for mentorship, projects, or knowledge sharing
Connections: ability to follow and message peers internally
Wireframes & Iteration
I created wireframes for multiple profile states (empty, active learner, mentor). Through feedback loops with users and internal teams, I learned:
Users valued seeing “in progress” learning—not just completed.
There needed to be control over visibility—users didn’t want everything public.
Peer endorsements were seen as powerful, but needed to feel genuine and lightweight.
Visual Design
The final UI was clean, modern, and aligned with Prudential’s design system. I prioritized:
Progress tracking visuals (timelines, badges)
Customization and control for users
Engaging interaction patterns like hover states, modals, and tooltips for clarity
Design Process
What we achieved:
Replaced a rigid third-party solution with a tailored, user-driven profile experience.
Boosted visibility into learning progress and skills, encouraging ownership of development.
Enabled a foundation for social learning and peer connection.
Future Opportunities:
Deeper integration with internal learning tools to auto-populate skill progress.
AI-driven recommendations for people to connect with based on growth goals.
Badging systems or gamified learning streaks to drive continued engagement.
Final Thought:
Designing the new profile was not just about replacing a vendor—it was about rethinking how we empower employees to take charge of their learning, connect meaningfully with others, and grow within a thriving internal ecosystem.
Impact and Reflections