Metrics Framework for LinkedIn Jobs: North Star, Two-Sided Funnel and Guardrails

LinkedIn Jobs is the part of LinkedIn where employers and recruiters post openings and members search for, save and apply to them. As the product manager, how would you measure whether LinkedIn Jobs is successful? Lay out the metrics you would track, and be ready to say which one you would treat as the headline measure of success and why. ```hint Follow both journeys to the end Each side of this product is trying to reach an outcome, not just complete clicks. Trace where each journey ends and ask how much of that ending the platform can actually observe. ``` ### Clarifying Questions - At this stage, is the priority growing usage, improving the quality of matches, or growing revenue from paid postings and recruiter products? - Should I cover both job seekers and the people posting jobs, or focus on one side? - Some applications leave LinkedIn for an employer's own careers site. Do those count as part of LinkedIn Jobs even though completion is hard to see? - Is this a dashboard for weekly product health or a measure for a yearly business review? ### What a Strong Answer Covers - The product's purpose stated as matching seekers with the right roles, with the seeker and poster journeys mapped from discovery to outcome. - A primary metric tied to successful matches, with a reasoned explanation of why easy counts such as views or applications are weaker proxies. - Supporting metrics for each side's funnel, plus a relevance layer for search, recommendations and job alerts. - Guardrails against incentives that backfire: application spam, fake or stale listings, recruiters buried in unqualified applicants, and seekers who never hear back. - How outcomes the platform cannot see directly, such as hires or off-site applications, would be measured or estimated. ### Follow-up Questions - Applications per posting rise sharply after a one-click apply change, but employers say candidate quality dropped. Was the change a success? - Your most successful seekers stop visiting because they found jobs. How do you keep that from reading as a retention problem? - How would you spot a region or job family where too many seekers are competing for too few postings?