Build a metric tree for Jobs after a major redesign at global scale

Problem Statement Description

Product context: LinkedIn is Microsoft's professional network; its products include profiles, feed, jobs, recruiting, LinkedIn Learning, sales tools, messaging, and ads.

LinkedIn has launched a major redesign of its Jobs experience at global scale. The redesign may affect how members discover roles, evaluate fit, save or apply to jobs, and how employers receive qualified applicants and assess the value of their postings. You are asked to build a metric tree that helps the product team understand whether the redesigned Jobs experience is improving the marketplace in a durable, trustworthy way.

This is a metrics interview question. Your focus should be on defining a clear hierarchy of metrics rather than proposing product changes. The metric tree should account for LinkedIn’s two-sided jobs marketplace: job seekers on one side and employers, recruiters, and sales-supported business customers on the other. It should also reflect LinkedIn’s broader strengths in professional identity, network-based matching, skills data, and B2B monetization.

Because this is a global redesign, the measurement system needs to be useful across countries, job categories, seniority levels, member intent, employer types, and traffic surfaces. It should distinguish between short-term engagement shifts caused by UI changes and meaningful marketplace outcomes such as qualified applications, employer satisfaction, and sustainable revenue impact.

The experience should consider:

- A well-defined top-level success metric, including what is counted, who is included, and the denominator used.

- How the metric tree breaks down across the member journey: job discovery, job detail engagement, saving, applying, completion, and post-application outcomes.

- How to measure employer-side value, including applicant quality, posting performance, recruiter workflow impact, and customer retention or expansion signals.

- Instrumentation needs for a redesigned experience, including event definitions, funnel tracking, attribution, and consistency across web, mobile, email, notifications, and sales-assisted channels.

- Cohorts and segments such as active job seekers, passive candidates, new graduates, senior professionals, SMB employers, enterprise customers, geographies, industries, and job functions.

- Guardrail metrics around application spam, low-quality matches, member trust, employer dissatisfaction, latency, accessibility, privacy, and unintended marketplace imbalance.

- How to separate redesign impact from seasonality, macro hiring trends, sales activity, competitive pressure, and supply-demand changes in the job market.

- How the metric tree would support product, data science, engineering, sales, and leadership decisions after launch.

Your goal is to define a practical metric tree that would let LinkedIn evaluate the Jobs redesign holistically: whether members are finding relevant opportunities, employers are receiving valuable candidates, the marketplace remains trusted and efficient, and the business impact is measurable across global markets.