Differences Between the Old and New UI in Discovered

Overview

This article explains the differences between the old UI and the new UI in Discovered, with a focus on job creation and management. The new interface streamlines workflows, reducing mandatory steps and adding flexibility to job postings and evaluations.

Key Changes in Job Creation and Management

Old UI

When creating a job posting in Discovered's Old UI, there were six mandatory steps that would have to be completed in order for the job to be posted. They were:

• Details: Basic job information.
• Statuses: Workflow setup.
• Application: Application form configuration.
• Scorecard: Interview scorecards.
• Interviews: Interview guide setup and management.
• Reference Checking: Reference questionnaire setup and management

Users had to complete all six steps to post a job, which could be time-consuming. With the New UI that we have built, we designed it in such a way that each of these features (plus more) were preserved, but the process is much more simple and faster. 

New UI

In Discovered's New UI, the workflow is more simplified and easier to manage. There are only three main categories out of which to operate, and only one of them is mandatory for posting a job:

• Job Details (mandatory): Core job information, such as title, type, and description.
• Find and Evaluate Talent (optional): Centralized page for managing applications, scorecards, interviews, references, and outreach.
• Processing (optional): Workflow setup and automation. Equivalent to the "Statuses" step in the Old UI but with enhanced flexibility.

Users can post jobs quickly without completing unnecessary steps. Additional configurations can be done later.

New Tools and Features

In addition to simplifying the job posting creation and management process, we added several new features that are only available on the New UI. These enhancements are designed to simplify your hiring process, improve candidate evaluation, and provide greater flexibility in job management.

Introducing Sequences

• New Feature:
  • Automates a series of candidate communications (emails or SMS) triggered by status changes.
• Scheduling Options:
  • Schedule messages instantly or after specific time intervals.
• Stopping Criteria:
  • Stops sequences once candidates complete required actions (e.g., submitting assessments).

Introducing Custom Assessments

• New Feature:
  • Enables tailored assessments for specific hiring needs.
• Customization Options:
  • Use Kingsley AI to generate assessments or create them manually.
• Enhanced Screening:
  • Supports a diverse range of skills and traits for better candidate evaluation.

Introducing Employee Referrals

• New Feature:
  • Simplifies the process of leveraging employee networks for referrals.
• Automated Outreach:
  • Send sequences of messages to employees encouraging them to refer candidates.
• Tracking Tools:
  • Monitor referral performance and manage employee participation easily.

Why This Matters

The New Discovered UI is designed to give you speed, flexibility, and power without forcing you through unnecessary steps.

It helps you:

• Post jobs faster by requiring only the essentials upfront.
• Reduce configuration fatigue by making everything beyond Job Details optional and available on your timeline.
• Keep powerful tools accessible without cluttering the job creation process.
• Automate more of your workflow with sequences and richer status automations.
• Improve candidate evaluation through custom assessments and integrated interview tools.
• Leverage your team via employee referrals without extra manual work.

In short: it’s easier for new users, and more powerful for experienced ones.

Use Cases

• Recruiters & Talent Acquisition Teams
  • Quickly spin up job postings without being blocked by long setup flows.
  • Use Sequences and assessments to keep candidates moving through the funnel.
• Hiring Managers
  • View everything related to a job (applications, interviews, scorecards, referrals) in one place.
  • Adjust workflows in Processing without needing admin support.
• HR & Operations Teams
  • Standardize pipelines in Processing while still giving teams flexibility.
  • Use Custom Assessments to align evaluation with internal competency models.
• Agencies & High-Volume Hiring Teams
  • Launch jobs quickly while retaining sophisticated workflows for key clients.
  • Use Employee Referrals and Sequences to scale outreach and engagement.

Best Practices

• Start simple, then layer complexity.
  • Use Job Details to post quickly. Add assessments, automations, and referrals later.
• Mirror your real-world process in Processing.
  • Name statuses and pipelines to match how your team actually works today.
• Standardize where it matters.
  • Use templates and default pipelines for common roles, and customize only when needed.
• Leverage new tools gradually.
  • Start by adding a simple sequence (e.g., assessment reminder), then expand to more advanced workflows.
  • Pilot Custom Assessments and Referrals on a few key jobs before rolling them out broadly.

What Happens Next

Once you start using the New UI:

• Jobs are created and posted from the Job Details tab.
• Candidate evaluation and communication are managed from Find & Evaluate Talent.
• Pipelines and automations are controlled in Processing.
• New features like Sequences, Custom Assessments, and Employee Referrals become available to streamline and enhance your hiring processes.

You keep all the functionality you had before—but with fewer mandatory steps, more flexibility, and better tools to help your team hire efficiently.