Design a New LinkedIn Feature That Helps Workers Worldwide Advance Their Careers

Imagine you joined LinkedIn as a product manager today. Which new feature would you build to strengthen the global workforce? Explain what you take "strengthening the workforce" to mean, which members you would build for, what problems they face today, which feature you would ship first and why, and how you would know it worked. ```hint Make the goal measurable "The worldwide workforce" is too broad to design for. Turn it into an outcome LinkedIn can observe in its own data, then pick the group of members for whom that outcome is hardest to reach today and for whom LinkedIn's data and network give it a real advantage. ``` ### Clarifying Questions - Does "strengthen the workforce" mean helping people gain skills, helping them find better jobs, or helping employers find talent, and is one of these the priority? - Should the feature serve LinkedIn's existing members, or also bring in workers who are underrepresented on LinkedIn today, such as hourly workers or people in emerging markets? - May the feature build on existing products such as LinkedIn Learning, Jobs and profiles, or must it be entirely separate from them? - Is the feature judged on member outcomes alone, or must it also support a revenue line such as Premium, hiring products or Learning? ### What a Strong Answer Covers - A concrete, measurable definition of "strengthening the workforce" tied to LinkedIn's mission and business. - A segmentation of workers worldwide, with a reasoned choice of one segment where the need is large and LinkedIn has a unique advantage. - Pain points mapped to solutions, checked against what LinkedIn already offers, and prioritized into a focused first version. - Success metrics that capture real career outcomes rather than only engagement, with guardrails for both members and employers. - Risks such as thin data in some countries, bias in recommendations, privacy, and the effect on the recruiter side of the marketplace. ### Follow-up Questions - How would you show that members' careers improved because of the feature, rather than because the most motivated members chose to use it? - Employers and recruiters are LinkedIn's paying customers for hiring products. How would your feature affect them, and could it make their experience worse? - How would you adapt the feature for a country where LinkedIn has few members and little hiring data?