+3.2× growth of the client base
−40% fewer requests to personal managers
+35% increase in HR engagement
Unlocked scalability
+3.2× growth of the client base
From 250 to 800+ companies in 3 months
Unlocked scalability: self-service, co-financing, progress analytics
Skyeng is the largest edtech platform in Russia.
The corporate dashboard was the central touchpoint for HR managers at client companies. They relied on it to track employee learning progress, manage lesson balances, and generate reports.
• The interface was overloaded with graphs and complex data visualizations.
• Clients didn’t understand the numbers and preferred to call their personal managers.
• Automatic reports were often incorrect, full of errors and missing data.
Turn the dashboard into a self-service hub:
• Simplify workflows and focus on the features that matter most.
• Reduce manual work for managers.
• Increase HR engagement and autonomy.
Led the entire project — from research and prototyping to delivery.
• Worked at the intersection of UX, product, and business, making decisions that influenced KPIs.
• Collaborated closely with sales, operations, product, and engineering teams.
• Guided the team through the full lifecycle: research → insights → design → testing → launch.
The project received a 389% ROI score during quarterly planning — I became the project lead and took ownership of delivery.
After 10 research studies and 12 in-depth interviews with HR managers, we identified three critical pain points:
Reports — the main reason clients opened the dashboard, but reports were broken and couldn’t be generated properly.
Progress visibility — HR managers had no way to track real learning outcomes.
Manual operations — adding or removing employees, managing balances, and payments required constant manager intervention.
Rebuilt the dashboard around the three core actions HR managers cared about:
• Generate reports
• Track progress
• Add employees
Moved secondary features into lower priority.
• Switched to a light interface for a more positive, modern feel.
• Simplified navigation.
• Added banners for upsells and product updates.
• Introduced customizable period-based reports.
• Built transparent progress analytics for employees.
• Enabled HR to add or remove employees independently — no more relying on personal managers.
Reduced the number of graphs. Highlighted only two key metrics:
• Lesson attendance
• Learning progress
3.2× growth in the number of corporate clients — from 250 to 800+ companies in just 3 months.
+35% increase in HR engagement with the dashboard.
• Launched co-financing of courses.
• Moved core operational processes entirely into self-service.
• Facilitated a brainstorm with 10 department leaders to prioritize feature scope.
• Created a direct feedback loop with sales for rapid insights from the field.
• Led a cross-functional team: sales, operations, product, design, and engineering.
• Presented and defended decisions to senior leadership — secured alignment and support.
This project was transformative for me:
At the time, I was a mid-level designer, but I naturally stepped into a product leadership role.
Learned to see design as a business driver, not just a visual layer.
• Validate hypotheses early, directly with decision-makers.
• Focus research only on what impacts business outcomes.
• Build faster and leaner while staying metrics-driven.
