Grason: Connecting
staff with restaurants

Grason: Connecting
staff with restaurants

Goal: Get to market

Grason creates a job marketplace in the hospitality industry. After an MVP phase in autumn 2017, we joined forces with the founders to deliver the full product.

The goal was to get to market as soon as possible. We needed one app for both target audiences: restaurant managers and staff. The app launched in May 2018 and has been growing since.

My role

User research
Interaction design
Prototyping

Team

The Funtasty + Grason

Research enabled us to deliver
a useful app with good experience

Research enabled us to deliver
a useful app with good experience

Research enabled us to deliver a useful app with good experience

Understanding of these target groups was necessary for designing a good experience. I conducted user interviews with members of both groups and documented the insights in the form of personas.

We found out that, among other things, managers were constantly looking for reliable staff. Their biggest painponts were no-shows and staff coming in the wrong dress code.

On the other hand, staff was looking for gigs to earn extra money in their free time. They always had their phone with them, but didn't like to call – they prefered texting.

Such findings informed many of the design decisions.

Grason Persona

App Design

Onboarding

Onboarding is always a key moment in the product experience and so we asked: how could we show people the value of our service as soon as possible?

Because restaurant managers were onboarded by the sales people manually, this was focused on the staff. The solution was to show them job listings first and get them to sign up only when they wanted to apply.

The sign up process was designed to include phone number verification, because having the correct number is critical for sending key SMS notifications and for providing contact for managers. It also included steps that help staff build their profile and be ready to apply for jobs right away. 

Registration+Login—Flow

Keeping users in the loop

It's important for staff to find out about new gigs (especially when they're last minute) and whether a manager accepted their application. On the manager side, it’s vital they react to staff applications as soon as possible.

Based on our user research insights, we decided to use two types of notifications:

  • SMS for information that should never be missed (e.g. confirmed job). To prevent no-shows we would send a reminder text to staff on the day of the job.
  • Push notifications for information that is of second priority (e.g. rate your latest job).

Our philosophy was to send less notifications, but better targeted – to send relevant information and don’t overwhelm users. I designed decision trees for determining when to send certain types of notifications and to whom. I also wrote their copy

Keeping people in the loop is perhaps the most important part of Grason.

On the staff side, it’s crucial they learn about new job postings (especially when it’s last minute) and whether a manager accepted their application. On the manager side, it’s vital they react to staff applications as soon as possible.

Based on our user research insights, we decided to use SMS for information that should never be missed (such as a confirmed job) and push notifications for information that is of second priority (e.g. rate your latest job).

Our philosophy was to send less notifications, but better targeted – to send relevant information without overwhelming people. I designed decision trees for determining when to send certain types a notifications and to whom. I also wrote their copy.

Notifications
Staff—Search+Jobs—Flow

Apply for a job in few taps

One of the key flows in the app is when staff applies for a job. We gave them the freedom to set their own hourly rate and also ask managers questions in comments.

We later learned that staff was sometimes forgetful and would apply for two jobs that overlap—to prevent no-shows we added a feature where staff is automatically withdrawn from a job when they're confirmed for an overlapping one.

Rating without effort

Providing feedback is important for both sides, because overall rating helps managers choose the best staff and it enables staff to choose to work in nice environments.

We designed a very simple rating mechanism where staff and managers can provide feedback shortly after a job has ended—either just on 5-star scale or also with an optional note.

Wireflows

I used wireflows for documenting interactions within the app. It’s one of my preferred ways of designing together with prototyping.

It allows me to lay out interactions visually and to switch between digging into the details and looking at the big picture. This form of documentation was also well received from developers.

Grason – rating flow
grason_filter_prototype

Results

Results

The app launched in May 2018 for iOS and Android. Since then it has grown steadily, onboarding new businesses as well as growing their staff network. It has gained some attention from local media as well. But most importantly, it has been successfully connecting staff with businesses:

  • Hundreds of jobs monthly
  • Minimal no-show rate
  • Managers are happy with staff (over 4.7/5 average rating)

Hats off to everybody on the team working on this.

The app launched in May 2018 for iOS and Android. Since then it has grown steadily, onboarding new business as well as growing their staff network. It has gained some attention from local media as well. But most importantly, it has been successfully connecting staff with businesses:

  • Hundreds of jobs monthly
  • Minimal no-show rate
  • Managers are happy with staff (over 4.7/5 average rating)

Hats off to everybody on the team working on this.

The app launched in May 2018 for iOS and Android. Since then it has grown steadily, onboarding new businesses as well as growing the staff network. It has gained some attention from local media as well. But most importantly, it has been successfully connecting staff with businesses:

  • Hundreds of jobs monthly
  • Minimal no-show rate
  • Managers are happy with staff (over 4.7/5 average rating)

Hats off to everybody on the team working on this.

4.6

RATING ON THE APP STORE

2.5 million CZK

2.5 million CZK

EARNED BY STAFF THROUGH GRASON (AS OF 03/2019)
EARNED BY STAFF THROUGH GRASON (AS OF 03/2019)

(c) 2019 Adam Amran