Product case study · AidNetwork

Took over a healthcare staffing platform mid‑build and launched it two months later.

AidNetwork connects US healthcare facilities with verified nurses, aides and allied health professionals, with compliance built into every step.

ClientAidNetwork (US)
RoleProduct Manager
Team2 product designers · 2 developers
TimelineFrom Jul 2025 · launched about two months later
StatusLive · improvements in progress
TL;DR
Challenge
The project manager who wrote the first requirements left mid-project. The platform still had to launch, with HIPAA-mandated onboarding that candidates would actually finish.
My role
Product Manager. I took over the requirements, set success metrics and launch KPIs with the client, and led two designers and two developers to launch across four surfaces.
Result
Live with 6,000+ healthcare professionals, and 42.67% of applications ending in a placement, as reported by the client.
6,000+
Healthcare professionals
42.67%
Placement rate per application (client-reported)
4
Product surfaces
~2mo
From takeover to launch
01 · Key decisions

Three decisions after taking over

Building on the first requirements

Problem
The first project manager left after writing v1 of the requirements.
Decision
Keep v1 as the baseline, close its open decisions with the client, and own delivery to launch.
Trade-off
Some inherited decisions stayed as they were.
Said no to
Re-scoping from scratch, which would have stalled the team.
Worth it because
The platform launched about two months later.

Metrics before launch

Problem
Without agreed targets, “launched” would be the only measure.
Decision
Set success metrics and launch KPIs with the client before launch.
Trade-off
Time spent on alignment before build.
Said no to
Measuring only after launch.
Worth it because
Results are tracked against targets agreed upfront.

Compliance one step at a time

Problem
Candidates must upload government ID, SSN, health clearance, background check and medical records: a long list of requirements that drives drop-off.
Decision
Split onboarding into five steps (personal information, role and work preferences, compliance documents, profile summary, confirmation), with a profile-completion bar, a short explanation for every document, and the option to skip and return.
Trade-off
More steps.
Said no to
One long compliance form.
Worth it because
Candidates always know what is needed and why.
02 · Execution

Four surfaces, with the candidate journey tested first

Four surfaces: the candidate web app, the employer web app, the admin portal and the candidate mobile app. I validated the candidate journey with users before build.

Onboarding step for compliance documents with a progress bar and an explanation for each document
Candidate onboarding · step 3 of 5, compliance documents
Employer job page listing verified applicants with schedule and hire actions
Employer · reviewing applications for a job
03 · Outcome

Launched about two months after I took over

  • Launched about two months after I took over, across four surfaces.
  • Live with 6,000+ healthcare professionals.
  • A 42.67% placement rate per application, as reported by the client.
  • Results tracked against success metrics and launch KPIs agreed before launch; improvements in progress.

Professional count and placement rate as reported by the client.

04 · What I'd do differently

Run a handover audit on day one

Taking over mid-project, I'd start with a structured handover audit (every inherited decision, open question and assumption in the requirements) before changing anything, so nothing important is lost in the switch.