Product Sense: Internal Product to Grow Skills and Knowledge Across Meta's Workforce

Design an internal product that helps employees at Facebook (now Meta) learn more effectively. Decide which employees it serves first, what they need to learn and how you would tell it is working. ```hint Find where learning matters most List the moments when employees need to learn something for work, from joining to changing teams to picking up a new technology, then ask where poor learning costs the most. ``` ### Clarifying Questions - What kind of learning do we mean: skills for the current role, knowledge of internal systems and processes, or career growth such as leadership? - Is it for the whole company, or for a group such as engineers, new hires or new managers? - Should it fit into the tools employees already use every day, or can it be a separate product? - How will leadership judge success: usage, faster ramp-up, better performance or retention? ### What a Strong Answer Covers - A chosen employee segment and learning need, with why it comes first - Pain points grounded in how employees actually learn at work, not generic e-learning complaints - Prioritized solutions that fit into the workday, with an MVP and what is deferred - Success metrics tied to outcomes rather than course completions, with guardrails - Risks of an internal learning product, such as privacy of learning data, content accuracy and adoption ### Follow-up Questions - Employees already skip optional training. How would you get busy engineers to use this in their first month? - Should activity in the product feed into performance reviews? Why or why not? - With a very small team, which single feature would you build first, and why?