In May 2025, Bondex acquired Web3.Career, the number one Web3 job board on Google. The acquisition brought 1.7 million monthly visitors and 100,000+ talent profiles into our ecosystem. My job was to design the integration, connecting two platforms while preserving what made Web3.Career successful: its SEO strength and simplicity.
Web3.Career had a different DNA than Bondex. It was built by developers, optimized for search engines, and focused purely on job listings. The design decisions were sometimes inconsistent, but the product worked. My challenge was to improve the experience without breaking what already worked.
Post Job Flow Redesign
The existing post job page was one long form with everything mixed together. Job details, upgrades, payment. It worked, but it buried the revenue opportunities and made the premium features easy to skip.
I redesigned it into a two-step flow that separated the job listing from the monetization moment.
The first step focuses on getting the job live. Position, description, company, skills, location. I also introduced the Bondex ATS integration here as the default option, turning a simple job post into a pipeline for the Bondex talent pool.
The second step is where the business model lives. Instead of hiding upgrades as checkboxes at the bottom of a long form, they now have their own dedicated screen. Every option shows the value in concrete terms: "3x more views" for a 3-day sticky, "24x more views" for 30 days. Companies can see exactly what they're paying for.
I added distribution channel toggles at the top so companies could see their job going to Google Jobs, Bondex, Twitter, and Discord all at once. This framing shifted the perception from "paying for extras" to "choosing where your job appears."
A live preview at the bottom shows exactly how the listing will look with each upgrade applied. Animations, highlight colours, urgent hire badges. Companies can experiment before they commit.
The goal wasn't just a cleaner form. It was turning a job posting page into a revenue engine without making it feel like a sales pitch.
Post Job Flow Step 1
Solving the Applicant Tracking Problem
During user interviews, we discovered that small startups were using makeshift solutions like Google Forms to track job applicants. They needed something better, but didn't want to pay for enterprise ATS tools.
By introducing the Bondex ATS as the default option in the first step of the post job flow, we solved this problem while also creating a direct pipeline to our talent pool. The integration felt natural because we positioned it as part of posting the job, not as an upsell. The Bondex ATS brought all of the AI features we built: automatic candidate matching, smart screening, intelligent ranking. You can learn more about these features in my Bondex case study.
After release, we saw a 3x increase in companies selecting the Bondex ATS option. This validated that we were solving a real pain point for employers while simultaneously increasing the value of the Bondex ecosystem.
Navigation Redesign
The original navigation had issues. Important features were hidden behind the logo dropdown. Design decisions were inconsistent. That's not a criticism. It worked. But it could work better.
My goal was to improve the navigation while keeping it search-friendly. Web3.Career ranked well on Google, and we didn't want to break that.
For employers: I added a dedicated section with clear links to the Talent Pool, Post a Job, Buy a Bundle, Advertise, and API access. Before, these were buried behind the logo. Now they were visible and accessible.
For logged-in talent: I redesigned the navigation to focus on what users actually needed: Jobs, Profile, Talent Pool, Job Alerts, and Resources. The old nav was a copy of the logged-out version with minor tweaks. The new nav was intentional. We wanted users to complete their profiles and set up job alerts, so we made those links prominent.
Talent Pool
Web3.Career had an old Hire page that needed a complete rethink. I redesigned it as the Talent Pool page, aimed at both companies and talent.
For companies: We showed a live preview of the Talent Pool with filters. Companies could see real profiles, proving we had the talent they were looking for.
For talent: We explained the value of joining and made the signup process clear. The page also included an FAQ to maintain the search ranking the old page had built.
The challenge was letting Web3.Career users join the Talent Pool without leaving the site, since the Talent Pool itself lived on Bondex. Users filled in basic information and uploaded their resume. We used the resume to build their Bondex profile automatically. An animation showed their profile being created: location imported, experience mapped, skills extracted.
The profile page showed their visibility status, whether they were marked as looking for work, and their completion progress. Five steps: location, roles, skills, experience, resume. Complete all five and your profile was visible to companies. If something was missing, we highlighted it. The UI made it obvious what was blocking their visibility.
For the MVP, we kept it simple. Users did the bare minimum on Web3.Career. If they wanted to do more, they could go to their Bondex profile. We didn't want to rebuild two separate systems.
Shipping Fast
We needed something live quickly. Before the full Web3.Career profile flow was ready, I built a faster version where users went through an enhanced Bondex onboarding directly.
The page showed both the Bondex and Web3.Career logos with text saying Join the Bondex Talent Pool. Users entered their name, uploaded a resume or imported from LinkedIn, and watched an animation as their profile was built. Then they landed on their Bondex profile, mostly complete, ready to join the Talent Pool.
I coded this myself in about a week. Having that option ready bought us time and proved the concept. I also used Cursor to refactor some legacy pages as a proof of concept, showing the team what was possible before committing to a direction.
Revenue-Driving Emails
One of my first projects was designing a set of transactional emails to drive revenue from companies posting jobs. These emails needed to feel helpful, not pushy.
Job Performance Email: After a job had been live for a few days, we sent companies a report showing how their listing was performing: how many views, how many application clicks. The email then offered upgrade options to boost visibility. Sticky your job for 7 days. Ladder your job to the front page. Highlight your listing. This worked as a soft upsell because we were leading with value first.
Ladder Your Job Email: This one was more direct. We told companies exactly where their job ranked in the listings. Your job post is now #120 on the list. Ladder your job to get more views and more applications. Simple, clear, and actionable.
Sticky Reminder Email: After someone posted a job, we followed up with a reminder that their listing was not sticky. One click to make it stick to the top for 7 days. This was a low-friction conversion opportunity.
Emails
Designing Within Constraints
Integrating an acquisition is not the same as building something new. You inherit decisions made by other people for reasons you don't fully understand. The existing search rankings mattered. The existing user expectations mattered. I couldn't just redesign everything from scratch.
The skill was knowing what to change and what to preserve. Improve the navigation without breaking SEO. Redesign the post job flow without adding friction. Build a bridge to Bondex without forcing users to leave Web3.Career.
Being able to code meant I could move fast. When we needed a proof of concept, I built it. When we needed to refactor legacy pages, I did it myself. That speed matters when you're integrating two platforms under time pressure.
