Pathway
An internal enterprise career progression hub that turns career confusion into a guided path to management.
Role:
Lead UX Designer | Product Owner
Users Impacted:
180,000
Tools:
Figma / Visual Studios / Azure
Results:
More associates on defined career tracks
Overview
User Problem
Associates wanted to advance but didn’t know where to begin, which skills to build, or how to find relevant information about qualifying for management roles.
Business Problem
The organization was missing opportunities to grow internal talent because career paths were opaque, guidance was inconsistent, and managers had no shared framework to help associates move into leadership.
Success Metrics
Increase the number of associates on active, documented career paths.
Grow internal applicants and hires for management positions.
Reduce time spent by managers explaining ad-hoc requirements by standardizing progression steps.
Research
Overview
I partnered with HR, operations, and current managers to map how associates were supposed to move into management, then compared that to the real stories of people who had actually made the jump.
Key Findings
Information about advancement lived across scattered documents, intranet pages, and word-of-mouth advice, making it hard for associates to trust any single source.
Managers wanted to support growth but lacked a consistent, easy-to-share framework for what “ready for management” actually meant.
Associates felt they were missing out on opportunities because they only heard about postings or programs after others had already applied.
Design
Wireframe
I started with mapping a single Pathway home that anchored everything: personalized role roadmaps, clear skill and experience requirements, and upcoming management opportunities, all accessible from one place.
User Testing
We tested mid-fidelity flows with associates at different stages (early-career, high-performing, and near-ready) for management to refine how requirements were explained, how progress was shown, and how application steps fit naturally into their daily work.
Hi-Fidelity
The final Pathway experience introduced visually rich career maps, progress indicators, and integrated management postings
Your Next Role, Made Clear
Clear steps, better visibility into openings, and more internal candidates ready for leadership roles instead of stalled careers.
Management roles and programs surface directly in the experience, allowing eligible associates to register or apply with context on why they’re ready.
24%
Increased yearly registered associates wanting to advance
Manager and HR guidance appears alongside each step.
Associates can explore paths to management with clear skills, training, and time expectations.
Results
Key Results & Metrics
More associates created and followed defined career paths, shifting conversations from vague aspiration (“I want to move up someday”) to concrete, trackable plans.
Internal candidates for management roles increased, strengthening the bench of prepared leaders and reducing reliance on external hiring.
Managers and HR reported more efficient development conversations because Pathway provided a shared, visual framework for what readiness looked like.
